How to hire a trained owner

How to hire a trained owner, step by step

Here's a step-by-step trained owner hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a trained owner, 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 trained owner's background is also an important factor in determining whether they'll be a good fit for the position. For example, trained owners 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 trained owner salaries for various roles:

   Type of Trained Owner	Description	Hourly rate
   Trained Owner	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$12-55
   Facilitator	A facilitator is responsible for assisting a group event or program, ensuring that the participants coordinate well. Facilitators also monitor that the objectives of the event are smoothly delivered and organized... Show more	$13-33
   Development Coordinator	A development coordinator is responsible for planning various programs and events for an organization or company. They primarily focus on securing funding by holding fundraising events, devising programs to increase brand awareness, and even coming up with various campaigns supporting a cause... Show more	$17-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Training Programs
   • Group Classes
   • In-Home
   • Private Lessons
   • Weight Loss
   • Payroll
   • CPR
   • Strength Training
   • Group Training
   • Training Sessions
   • Program Design
   • Blood Pressure
   • Facebook
   • Business Plan

   Check all skills

   Responsibilities:

   • License Maryland home improvement contractor managing a small home improvement business that specializes in doors and windows.
   • Own and run business out of a state-of-the-art, multi-million-dollar facility.
   • Perform market research analysis/comparison/trends/consultation for current and prospective clients /weekly PowerPoint presentations Accomplishments/Rewards.
   • Deliver eBay consignment services for individuals, businesses, non-profit organizations and charities.

3. Make a budget

   Including a salary range in your trained owner job description is a great way to entice the best and brightest candidates. A trained owner salary can vary based on several factors:

   • Location. For example, trained owners' average salary in alaska is 75% less than in new jersey.
   • Seniority. Entry-level trained owners earn 77% less than senior-level trained owners.
   • Certifications. A trained owner with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a trained owner's salary.

   Average trained owner salary

   $56,721yearly

   $27.27 hourly rate

   ---

   Entry-level trained owner salary

   $27,000 yearly salary

   Updated January 22, 2026

4. Writing a trained owner job description

   A good trained owner 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 trained owner job description:

   Trained owner job description example

   This role is remote and can sit anywhere in the U.S.
   
   This exciting role as the Retail Training Program Owner III is responsible for cultivating the learning strategies and solutions for those providing care in our 9800+ retail store locations across the country. This role will partner with a blend of individual contributor through executive-level stakeholders to drive design and delivery programs using adult learning methodology. As the Retail Training Program Owner III, your expertise in learning program implementation, design, development, and program evaluation will be leveraged across a group of Retail Educators who partner with you to design and deliver training products and services.
   
   THIS IS A REMOTE POSITION
   
   Responsibilities of the Retail Training Program Owner include:
   
   * Analyzes business opportunities to identify when training is a solution
   * Ensures the correct training program design for maximum business impact and performance results
   * Designs effective training programs based on business analysis, adult learning principles, and performance expectations
   * Collaborates with design partners to design effective training solutions
   * Evaluates program effectiveness and learner performance using key performance indicators
   * Develops VILT/ILT design components
   * Delivers Train-the-Trainer sessions
   * Tracks project plan, data and requirements using production tools
   * Meets regularly with key stakeholders to report out on training program and align on key strategies
   * Able to tell a story through data
   
   Pay Range
   
   The typical pay range for this role is:
   
   Minimum: 60,300
   
   Maximum: 126,600
   
   Please keep in mind that this range represents the pay range for all positions in the job grade within which this position falls. The actual salary offer will take into account a wide range of factors, including location.
   
   Required Qualifications
   
   5+ years combined experience in instructional design and/or program ownership
   
   COVID Requirements
   
   COVID-19 Vaccination Requirement
   
   CVS Health requires certain colleagues to be fully vaccinated against COVID-19 (including any booster shots if required), where allowable under the law, unless they are approved for a reasonable accommodation based on disability, medical condition, religious belief, or other legally recognized reasons that prevents them from being vaccinated.
   
   You are required to have received at least one COVID-19 shot prior to your first day of employment and to provide proof of your vaccination status or apply for a reasonable accommodation within the first 10 days of your employment. Please note that in some states and roles, you may be required to provide proof of full vaccination or an approved reasonable accommodation before you can begin to actively work.
   
   Preferred Qualifications
   
   Previous experience leading and influencing teams of direct or indirect reports
   
   * Knowledge of and application of adult learning theory and/or adult education practices
   * Ability to read and influence others including non-direct reports
   * Ability to think strategically about learning solutions and related business challenges
   * Strong skills in utilizing course authoring tools such as Adobe Captivate and Articulate Storyline
   * Strong communication ability - verbally and written
   * Strong collaborative nature, particularly in times where speed and accuracy are critical
   * Ability to adapt and react quickly to problems and quickly identify and implement resolutions
   * Ability to manage projects, meet deadlines with balancing competing priorities
   * Remaining agile when faced with change
   
   Education
   
   * Bachelor's Degree or equal experience considered.
   * Master's degree preferred.
   
   Business Overview
   
   Bring your heart to CVS Health Every one of us at CVS Health shares a single, clear purpose: Bringing our heart to every moment of your health. This purpose guides our commitment to deliver enhanced human-centric health care for a rapidly changing world. Anchored in our brand - with heart at its center - our purpose sends a personal message that how we deliver our services is just as important as what we deliver. Our Heart At Work Behaviors™ support this purpose. We want everyone who works at CVS Health to feel empowered by the role they play in transforming our culture and accelerating our ability to innovate and deliver solutions to make health care more personal, convenient and affordable. We strive to promote and sustain a culture of diversity, inclusion and belonging every day. CVS Health is an affirmative action employer, and is an equal opportunity employer, as are the physician-owned businesses for which CVS Health provides management services. We do not discriminate in recruiting, hiring, promotion, or any other personnel action based on race, ethnicity, color, national origin, sex/gender, sexual orientation, gender identity or expression, religion, age, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. We proudly support and encourage people with military experience (active, veterans, reservists and National Guard) as well as military spouses to apply for CVS Health job opportunities.

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5. Post your job

   There are various strategies that you can use to find the right trained owner 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 trained owner job on Zippia to find and recruit trained owner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with trained owner 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 trained owner

   Once you've found the trained owner 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new trained owner. 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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