How to hire a work director

How to hire a work director, step by step

Here's a step-by-step work director hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the work director you need to hire. Certain work director roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A work director's background is also an important factor in determining whether they'll be a good fit for the position. For example, work directors 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.

   This list shows salaries for various types of work directors.

   Type of Work Director	Description	Hourly rate
   Work Director		$12-32
   Team Manager	Team managers primarily manage the daily activities of their members. Their role includes setting targets, implementing guidelines, and supporting employees to solve any issues that may arise... Show more	$21-73
   Call Center Manager	Call center managers specialize in overseeing call center operations and agents' performances, ensuring that customers are satisfied. Aside from this, they are mostly involved in hiring and training new agents, shaping them into productive workforce members... Show more	$11-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Performance Feedback
   • Staff Performance
   • Scheduling Issues
   • Level Agreements
   • Direct Supervision
   • Foreclosure
   • UAT
   • Process Improvement
   • Loan Documentation
   • Quality Standards
   • Business Lines
   • SLA
   • Credit Reports

   Check all skills

   Responsibilities:

   • Manage daily workflow in adherence to procedures while meeting service level agreement (SLA) deadlines.
   • Manage, train and develop 100+ credit underwriters in a start- up ACD operation through various audit processes.
   • Manage bankruptcy and foreclosure document completion and submission processes.
   • Manage an embed Facebook executive protection team that provide security and logistical support for a corporate executive and his family.
   • Schedule and monitor analyst PTO.
   • Approve or decline PTO requests.

3. Make a budget

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

   • Location. For example, work directors' average salary in maine is 40% less than in california.
   • Seniority. Entry-level work directors 63% less than senior-level work directors.
   • Certifications. A work director 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 work director's salary.

   Average work director salary

   $41,703yearly

   $20.05 hourly rate

   ---

   Entry-level work director salary

   $25,000 yearly salary

   Updated January 1, 2026

4. Writing a work director job description

   A work director 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 work director job description:

   Work director job description example

   NTT DATA Services strives to hire exceptional, innovative and passionate individuals who want to grow with us. If you want to be part of an inclusive, adaptable, and forward-thinking organization, apply now.
   
   We are currently seeking a Director, Future of Work - USA Remote to join our team in Raleigh, North Carolina (US-NC), United States (US).
   Our Workforce Readiness Consulting Practice
   
   Our Consulting organization has a proven track record of delivering high-impact business results for clients. As "the people people", the Workforce Readiness Consulting Practice focuses on the people side of business, improving outcomes and driving ROI through our clients' most challenging talent initiatives. Our consultants work across industries, bringing expertise in Organizational Change Management, Organizational Effectiveness, Organizational Development, Talent Strategy, Learning & New Skilling and Workforce Transformation.
   
   If you enjoy preparing people for sustainable change, helping others embrace a new culture, solving complex problems, and building client strategies, this role is for you!
   
   Core Values / Key Cultural Aspects of NTT DATA Workforce Readiness Consulting Practice:
   
   Learning, coaching, and continuous improvement - curious consultants are successful consultants Creativity and thoughtful analysis - the combination creates better solutions Authenticity and an assumption of positive intent - we succeed together Diversity of all kinds - it drives innovation and a better world for all
   
   The role
   
   NTT DATA is seeking a dynamic Workforce Readiness / Talent Strategy & Workforce Transformation Senior Leader for our Future of Work service that will delight our clients and help build a successful Workforce Readiness Consulting Practice. As a Senior Leader in this practice, you can be located anythere in the United States and your typical day will include both client and internal practice contributions:
   
   Client contributions:
   
   Be an expert, senior advisor to global clients in the areas of future workforce, talent strategy and workforce transformation. Develop, lead and execute comprehensive and customized Workforce Readiness solutions to help our clients put in place future-focused talent strategies and transform their workforce. Apply leading practice methodologies across key areas of consulting focus including talent strategy, leadership development, culture transformation, operating model design and new skilling. Design and lead client innovation sessions and point-of-view discussions focused on topics including future of work, talent strategy & workforce transformation and HR transformation. Drive sales through client relationship development and market development activities. Drive faster adoption, increased utilization, and greater proficiency of affected employees to increase benefit realization, value creation, ROI, and achieve the desired business results and outcomes for clients. Identify new and innovative ways to solve complex talent and workforce related issues.
   
   Internal practice contributions:
   
   Coach, manage, and mentor consulting resources at various levels to high-performance / high results. Lead business development in the form of solution design, client proposals, budget forecasting and management, engagement planning and resourcing. Build internal network and partnerships for business expansion opportunities and career growth. Engage in hiring process including evaluating potential candidates and interviewing. Research and build out new consulting capabilities for clients across the Future of Work service. Act as a thought leader building a combination of regular marketing materials, publications, conference collateral.
   
   Qualifications
   
   You have a bachelor's degree in business, HR, organizational development, I/O psychology, communications, or equivalent combination of related education, training, and experience. You have 8+ years recent Big 4 and/or boutique consulting firm experience where you contributed to growing a practice through industry presence and drove the development of collateral/assets, as well as built and managed client and executive relationships. You have 3+ years' experience driving new business by owning and defining offerings & leading go-to-market programs. You developed and presented custom solutions and pricing estimates, which required you to identify market priorities & partnered with sales & client teams. You have 8+ years' experience leading successful complex talent strategy, culture design and workforce transformation; learning and new-skilling design, development, and OCM strategy and execution programs. You have been responsible for managing delivery of work totaling $4M+ in revenue/project budget with 100% deal margin achieved. You have 5+ years' experience building, leading, coaching, and managing a matrixed and cross-functional team of up to 20 members. You have the ability to travel 50% or more of the time as COVID 19 restrictions are lifted.
   
   Preferrred Skills
   
   You have impressive communication skills. You have the ability to skillfully craft executive summaries and detailed information and reports for leadership. You are a team player who leads by example and is a consistent, dependable performer with an excellent work ethic, flexible "can-do" attitude, and a results-driven commitment to success #BCONSULT #LI-CDTS About NTT DATA Services
   
   NTT DATA Services is a global business and IT services provider specializing in digital, cloud and automation across a comprehensive portfolio of consulting, applications, infrastructure and business process services. We are part of the NTT family of companies, a partner to 85 % of the Fortune 100.
   
   NTT DATA Services is an equal opportunity employer and considers all applicants without regarding to race, color, religion, citizenship, national origin, ancestry, age, sex, sexual orientation, gender identity, genetic information, physical or mental disability, veteran or marital status, or any other characteristic protected by law. We are committed to creating a diverse and inclusive environment for all employees. If you need assistance or an accommodation due to a disability, please inform your recruiter so that we may connect you with the appropriate team.
   
   Job Segment:
   Consulting, Manager, Change Management, Business Development, Technology, Management, Sales
   
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5. Post your job

   There are a few common ways to find work directors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   To successfully recruit work directors, 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 work director

   Once you've found the work director 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.

   To prepare for the new work director 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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