How to hire a vice president, technology

How to hire a vice president, technology, step by step

Here's a step-by-step vice president, technology hiring guide:

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

What does a vice president, technology do?

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1. Identify your hiring needs

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

   Type of Vice President, Technology	Description	Hourly rate
   Vice President, Technology	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$50-104
   Chief Information Officer	A chief information officer, also known as CIO, is responsible for the technological development within the company or organization. Primarily overseeing all information technology-related operations, a chief information officer takes the lead in setting the department's budget, developing strategies that will improve computer systems, and implementing policies to attain significant growth in profit and client base... Show more	$47-105
   Director Of Information Management	A director of information management is an information technology expert in charge of spearheading the efforts to manage and develop information systems. Their responsibilities revolve around setting goals and objectives, handling budgets, identifying the company's needs, and performing research and analysis to determine the best practices to optimize business operations... Show more	$45-92

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Analytics
   • Architecture
   • Java
   • Project Management
   • Portfolio
   • Cloud
   • Risk Management
   • Software Development
   • SAN
   • Emerging Technologies
   • Technology Strategy
   • Digital Transformation
   • Business Development
   • HR

   Check all skills

   Responsibilities:

   • Manage architects, SME, developers and QA resources in multiple countries effectively and achieve coherence across the team.
   • Manage conversion of mainframe trade services product to client/server base product.
   • Install, deploy, configure and manage Microsoft windows server OS & services.
   • Develop an RFP for a web redesign project and lead the vendor selection process.
   • Manage SaaS operations, corporate office, site production, e-commerce, and creative team.
   • Manage on-call development support team, data modelers, SQL and ETL developers and report developers.

   More vice president, technology duties

3. Make a budget

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

   • Location. For example, vice presidents, technology' average salary in wyoming is 34% less than in massachusetts.
   • Seniority. Entry-level vice presidents, technology 51% less than senior-level vice presidents, technology.
   • Certifications. A vice president, technology 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 vice president, technology's salary.

   Average vice president, technology salary

   $152,462yearly

   $73.30 hourly rate

   ---

   Entry-level vice president, technology salary

   $106,000 yearly salary

   Updated January 19, 2026

   Average vice president, technology salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$177,056	$85
   2	Connecticut	$173,077	$83
   3	Pennsylvania	$171,655	$83
   4	California	$171,149	$82
   5	Maryland	$169,252	$81
   6	New York	$162,744	$78
   7	Washington	$153,609	$74
   8	Georgia	$152,247	$73
   9	Minnesota	$151,735	$73
   10	New Jersey	$151,689	$73
   11	Virginia	$149,030	$72
   12	Ohio	$145,650	$70
   13	Colorado	$143,290	$69
   14	District of Columbia	$140,996	$68
   15	Illinois	$139,382	$67
   16	Texas	$138,725	$67
   17	Delaware	$136,039	$65
   18	Florida	$132,376	$64
   19	North Carolina	$131,552	$63

   Average vice president, technology salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Mayo Clinic	$197,765	$95.08	40
   2	Google	$194,835	$93.67	470
   3	Anaplan	$186,802	$89.81	2
   4	Power Home Remodeling	$185,165	$89.02
   5	Genentech	$182,961	$87.96	9
   6	General Atlantic	$177,895	$85.53
   7	Zoho	$176,716	$84.96
   8	The Walt Disney Company	$176,403	$84.81	20
   9	Angelica	$174,968	$84.12
   10	Sittercity	$174,547	$83.92
   11	The Carlyle Group	$173,471	$83.40
   12	Safari	$173,029	$83.19
   13	Kaiser Permanente	$172,345	$82.86	59
   14	Barclays	$172,303	$82.84	16
   15	Allied Construction Co	$170,007	$81.73
   16	Open Road Integrated Media	$169,065	$81.28
   17	Roland DGA	$168,993	$81.25	1
   18	Evercore	$168,675	$81.09	2
   19	Henry Schein	$167,792	$80.67	1
   20	Hoffmann-LA Roche Inc	$167,287	$80.43

4. Writing a vice president, technology job description

   A vice president, technology 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. Below, you can find an example of a vice president, technology job description:

   Vice president, technology job description example

   Technology Risk Management (TRM):
   
   TRM is a 2nd line of defense function, reporting to the Chief Risk Officer of BNY Mellon, that provides oversight and challenge to the company's Technology organization and related business areas. The goal of TRM is to make sure that technology, cyber / information security, resiliency, data and technology third party risks are clearly understood by the first line of defense, transparently reported through governance and managed within the defined risk appetite and risk management framework.
   
   Reporting Line:
   
   The Vice President of Technology Risk Management will report to the Head of the Central Risk Services within the Technology Risk Management function.
   
   Role Overview:
   
   This position will work to implement and apply a standardized approach for our regulatory and audit engagements across the front line and second line technology teams working with our partner and peer organizations ensuring alignment with policy and framework models. S/he will have technical subject matter expertise (architecture, network security Information Security, Cyber Strategy, Agile/DevOps, etc.) and be comfortable with suggesting alternative methods of approaching technology risk remediation to strengthen the front line.
   
   Responsibilities:
   
   * Coordination of regulatory activity across second line teams. Point of contact for central activity and communication with Regulatory Relations.
   * Oversight of front line engagement with regulatory and audit exam activities.
   * Assess, monitor, and report on technology risks resulting from changes and impacts in the regulatory landscape
   * Facilitate and coordinate remediation activities related to regulatory issues prior to audit submission (central review in alignment with issue team)
   * Be knowledgeable of industry leading practices for Technology risk management
   * Established reporting standards & requirements for audit & regulatory tracking across LOD
   * Incorporation of new regulatory requirements into process/framework & engagement model
   
   Qualifications:
   
   * Bachelor's degree or the equivalent combination of education and experience is required.
   * 7+ years of total work experience is required.
   * Prior experience in Audit, Control, Compliance or Technology Risk Management
   * Experience in Technology, Information Security; prior experience with policy review/risk management a plus
   * Ability to take ownership of projects and drive them forward in a collaborative manner
   * Must be articulate, organized and comfortable managing multiple tasks at the same time
   * Must be a self-starter
   * Appetite for learning is also a must
   
   BNY Mellon is an Equal Employment Opportunity/Affirmative Action Employer. Minorities/Females/Individuals With Disabilities/Protected Veterans.
   
   Our ambition is to build the best global team - one that is representative and inclusive of the diverse talent, clients and communities we work with and serve - and to empower our team to do their best work. We support wellbeing and a balanced life, and offer a range of family-friendly, inclusive employment policies and employee forums.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit vice presidents, technology, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 vice president, technology

   Once you have selected a candidate for the vice president, technology 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.

   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.

   To prepare for the new vice president, technology first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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