How to hire a theatre manager

How to hire a theatre manager, step by step

Here's a step-by-step theatre manager hiring guide:

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

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1. Identify your hiring needs

   The theatre manager hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a theatre manager to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a theatre manager that fits the bill.

   This list shows salaries for various types of theatre managers.

   Type of Theatre Manager	Description	Hourly rate
   Theatre Manager		$12-52
   Special Projects Coordinator	A special project manager spearheads and oversees special projects and programs, ensuring it adheres to deadlines and budgets. Among their responsibilities include managing staff and timelines, setting objectives and guidelines, monitoring the progress of projects, and producing progress reports for the executives... Show more	$14-29
   Project Administrator	A project administrator is a professional who assists the project manager in the preparation, reporting, and analysis of projects. Project administrators are given tasks with administrative responsibilities such as managing the budget for supply orders, coordinating meetings with contractors, and doing site visits... Show more	$15-39

   Show more

2. Create an ideal candidate profile

   Common skills:

   • POS
   • Guest Service
   • Safety Regulations
   • Cinema
   • Human Resources
   • Loss Prevention
   • Inventory Control
   • Theater Operations
   • Ticket Sales
   • Cash Control
   • Oversight
   • Bank Deposits
   • Press Releases
   • Variances

   Check all skills

   Responsibilities:

   • Manage and maintain on-site computer system and POS and inventory system.
   • Manage Excel/ SharePoint reporting and communicate project status to stakeholders.
   • Train staff to use the cinema projector.
   • Supervise and train theatre staff on auxiliary POS programs.
   • Provide information on location of aisles, cinema policies and protocols.
   • Lead the stock and inventory crews to have low variances weekly.

3. Make a budget

   Including a salary range in your theatre manager job description is one of the best ways to attract top talent. A theatre manager can vary based on:

   • Location. For example, theatre managers' average salary in nebraska is 49% less than in alaska.
   • Seniority. Entry-level theatre managers 77% less than senior-level theatre managers.
   • Certifications. A theatre manager with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a theatre manager's salary.

   Average theatre manager salary

   $53,001yearly

   $25.48 hourly rate

   ---

   Entry-level theatre manager salary

   $25,000 yearly salary

   Updated January 1, 2026

4. Writing a theatre manager job description

   A theatre manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a theatre manager job description:

   Theatre manager job description example

   Now Hiring Immediately!
   
   What We Can Offer You:Every team member deserves the star treatment! Each career comes with a variety of benefits for both hourly and salaried team members. *Benefits may vary by career category, see career listing for exact details*
   Employee Discount 401kGrowth OpportunitiesEducation AssistanceHealth BenefitsParental LeavePaid Time Off
   
   Cinemark Theatre Managers, in addition to the duties of a Senior Assistant Manager, assist the General Manager in the operation of the theatre. In theatres with a Theatre Manager position, it is suggested that either the General Manager or Theatre Manager be on duty when the theatre is open for business. This individual participates in Team Member training, management team training, building maintenance, cash control, and completion of reports. They must be able to personally perform and/or effectively oversee all job functions in the theatre. A Theatre Manager may also be given the assignment by the General Manager as that shift's ‘Chief Cleaning and Safety Monitor'.
   
   A Day in the Life of a Theatre Manager:
   The essential duties and responsibilities of a Theatre Manager include, but are not limited to, the following:
   Follows the direction of the General ManagerSupports General Manager's decisions in communication with Team MembersResponsible for working in all departments and all theatre job functions Acts as the Manager On Duty in the General Manager's absence Trains and coaches Team Members in their specific job functions Assists in the preparation of administrative and special reports for the General ManagerAssists the General Manager with monthly inventories and product orders Observes and participates in the inspection of the theatre building, parking lot, landscaping, Cinemark property, roof and exterior signage, and equipment condition
   Reports the need for building, property, and equipment repairs to the General Manager
   Follows the policies and procedures as established in Cinemark's guidelines. Enforces these with all Team Members fairly and consistently All Employee relations issues should be reported to and handled by the General Manager and/or the Restaurant General Manager (In the absence of the General Manager, members of management should report Employee relations issues to www.convercent.com)
   All management must follow the Employee Relations Reporting ProtocolAll management is held at a high work ethic standard and code of conduct
   Leads or attends a mandatory Shift Huddle (team discussion) at the start of or during a shift
   Ensures that theatre Team Members follow the dress code Interacts with Guests for improved service in the theatre and ensures that Team Members are providing excellent Customer service Conducts Wellness Checks on theatre Team Members on a daily basis Performs the functions of Chief Clean & Safety Monitor during a shift Consistently identifies and sanitizes high contact areas within and around the theatre Consistently ensures and promotes adherence of proper social distancing guidelines Properly addresses any safety or security issues (trip hazards, lighting, suspicious persons, etc.) Properly utilizes Personal Protective Equipment while completing position specific tasks Adapts to the frequency and scope of required cleaning tasks Performs other work-related duties as assigned
   
   What You Will Need to Have:
   Must be at least 18 years of age High School or G.E.D. graduate preferred Must work as an Assistant Manager for a minimum of 6 months in a theatre environment Senior Assistant Manager experience preferred
   Completion of Cinemark's Management Accreditation Program, and passing of the Comprehensive Assessment testing process.
   Completes basic food handling training and obtains any local or state mandated certification, health card, or food handlers permit where required Management members who work with alcohol are required to complete a Safe Alcohol Service training program Availability to work flexible hours which include evenings, weekends, and holidays (Must work at least 40 hours per week) Requires regular and consistent attendance Has an energetic and friendly attitude during each shift Provides excellent Guest service Accurate cash handling and basic math skills Interpersonal skills include the ability to communicate (verbal and written) with all ages, genders, and personalities. Must be able to effectively and regularly converse in and comprehend EnglishAbility to work in a team environment and independently Ability to take and follow direction Responds with a sense of urgency Excellent time management, organizational skills, and attention to detail Ability to train and lead others Must be able to resolve conflict
   
   What Physical and Environmental Requirement You Will Need to Have:
   Frequent bending, kneeling, and lifting up to 50 lbs.Frequent standing, walking and reaching Ability to carry, push, and pull objects Noise level may be moderate to high at times Be able to work in a standing position for extended periods of time
   
   *Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.
   
   DISCLAIMER: This job description is intended only as a general guideline of your duties and responsibilities at Cinemark and is not a legally binding contract. Cinemark reserves the right to amend, change or terminate the job description, as it deems appropriate. Any change amendments, or modifications may be implemented even though they have not been communicated, reprinted or substituted in this job description.
   
   All Cinemark theatres are designated smoke-free workplaces. This includes vapor, electronic, conventional, cigars, etc.
   
   Cinemark USA, Inc. is an Equal Opportunity Employer

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right theatre manager for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your theatre manager job on Zippia to find and recruit theatre manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting theatre managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 theatre manager

   Once you've found the theatre manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new theatre manager. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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