How to hire a teaching instructor

How to hire a teaching instructor, step by step

Here's a step-by-step teaching instructor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a teaching instructor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new teaching instructor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a teaching instructor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A teaching instructor's background is also an important factor in determining whether they'll be a good fit for the position. For example, teaching instructors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of teaching instructor salaries for various roles:

   Type of Teaching Instructor	Description	Hourly rate
   Teaching Instructor		$18-46
   Adjunct Lecturer	An Adjunct Lecturer is responsible for teaching college classes. They prepare course guides, teach content that matches courses standards, and assist students with inquiries outside of class.	$20-71
   Instructor, Adjunct Faculty	An adjunct faculty member works in a state university or college. They typically work on a part-time or contractual basis... Show more	$15-38

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Mathematics
   • Political Science
   • Lab Reports
   • Course Curriculum
   • Fine Arts
   • Undergraduate Courses
   • Syllabus
   • Language
   • Public Speaking
   • Sociology
   • Literature
   • Student Learning
   • ECU
   • Course Materials

   Check all skills

   Responsibilities:

   • Utilize digital technology for educational purposes by managing blackboard page.
   • Assist with creation of course syllabus and require course work.
   • Cover the fundamental concepts of chemistry and biology including cell biology, metabolism, microbiology, genetics, evolution and histology.
   • Provide clinical experience in various healthcare settings.
   • Facilitate internships of senior students in healthcare facilities
   • Attend monthly faculty meetings and maintain extensive student record database.

   More teaching instructor duties

3. Make a budget

   Including a salary range in your teaching instructor job description helps attract top candidates to the position. A teaching instructor salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a teaching instructor in Kentucky may be lower than in Washington, and an entry-level teaching instructor usually earns less than a senior-level teaching instructor. Additionally, a teaching instructor with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average teaching instructor salary

   $61,323yearly

   $29.48 hourly rate

   ---

   Entry-level teaching instructor salary

   $39,000 yearly salary

   Updated December 14, 2025

   Average teaching instructor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$59,590	$29
   2	Pennsylvania	$58,683	$28
   3	District of Columbia	$57,329	$28
   4	Alabama	$49,665	$24
   5	Colorado	$46,573	$22
   6	West Virginia	$45,102	$22
   7	Wisconsin	$44,873	$22
   8	Virginia	$43,573	$21
   9	Georgia	$43,306	$21
   10	Florida	$41,154	$20
   11	North Carolina	$41,081	$20

   Average teaching instructor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	The George Washington University	$66,670	$32.05
   2	Asheville-Buncombe Technical Community College	$62,797	$30.19	30
   3	Carnegie Mellon University	$60,975	$29.31	57
   4	Temple University	$58,985	$28.36	13
   5	Rutgers University	$56,615	$27.22	434
   6	Marquette University	$56,418	$27.12	1
   7	Stillman College	$54,630	$26.26	2
   8	Montgomery County Public Schools	$52,573	$25.28	3
   9	Virginia Commonwealth University	$51,879	$24.94	168
   10	Florida Institute of Technology	$49,154	$23.63	34
   11	University of Colorado	$40,138	$19.30	616
   12	Kids 'R' Kids	$36,425	$17.51	1
   13	West Virginia University	$30,826	$14.82	52

4. Writing a teaching instructor job description

   A good teaching instructor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a teaching instructor job description:

   Teaching instructor job description example

   • 2+ years of teaching experience preferred.
   • 5+ years of field-related experience or 3+ years of experience with relevant accredited certification or degree.
   • Professional working experience with Premiere, After Effects, and Photoshop
   • Deep passion for mentorship and helping others of all learning types
   • On set production experience with lighting, audio, and cinematography
   • Passionate about inspiring, mentoring, and helping others learn
   • Flexible schedule

   Requirement

   • High School Diploma or GED
   • 3-5 years’ experience or a diploma of higher education

   Physical Requirements

   • Prolonged periods of sitting at a desk and working on a computer.
   • Must be able to lift 15 pounds at times.
   • Must be able to physically access and navigate each department at our facility.

   Benefits

   • Paid Vacation
   • Paid Holidays
   • Paid Personal time off
   • Dental, Health, and Vision Insurance
   • Employee Assistance Program
   • Retirement Plan

   Ideal Candidate Characteristics

   • Enjoys the thrill of helping others achieve their dreams
   • Thirsty for growth; enjoys bettering themselves day in and day out
   • Strong passion for providing incredible service to our prospects
   • Able to work independently, but understands the value of a team
   • High work ethic and standards of excellence
   • Exceptional understanding of people in a telephone environment

   Tips for Applicants

   • Please visit www.first.edu to get an inside look at the vibe and feel of F.I.R.S.T. Institute to see if our company is a good fit for you
   • Submissions without resumes attached will not be considered
   • Overall social media image should be professional – a completed LinkedIn presence is preferred for all candidates

   
   

   Copy this example

   

5. Post your job

   To find teaching instructors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any teaching instructors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level teaching instructors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your teaching instructor job on Zippia to find and attract quality teaching instructor candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with teaching instructor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new teaching instructor

   Once you have selected a candidate for the teaching instructor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new teaching instructor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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