How to Hire a Manager: 6 Tips From Our Manager Hiring Guide

Hiring a general manager is one of the most pivotal decisions a business owner can make.

The right GM can give you back your time, help you scale, or prepare your business for a successful sale. The wrong hire… can cost you months of progress and a lot of money.

At Legacy Entrepreneurs, we work directly with small business owners across industries — helping them either exit their business or hire someone to run it.

We recently wrapped a 16-page guide on how to hire a manager, and to highlight the top takeaways, my colleague Taylor and I did something fun: we used a football-style draft to “pick” our top six tips from the guide.

We’re not saying hiring should be like a draft — but the format helped us surface what really matters most.

Watch the Full Video!

Here are our top 6 picks

1. Define Core Responsibilities

Before you even think about writing a job post, take time to clarify the role.

Break it down:

• What should this person handle daily?
• What are their monthly goals?
• What long-term annual objectives will they own?

If you’re vague, your candidates will be too — and that leads to bad hires.

2. Use an Assessment as a Filter

Resumes and interviews don’t always show who’s really qualified.

We recommend a simple written assessment with every GM role. It gives you insight into:

• How they think
• Whether they read the job post
• If they follow instructions

It’s a fast way to separate serious candidates from “spray-and-pray” applicants.

3. Soft Skills Matter (and Vary)

Soft skills aren’t one-size-fits-all.

In home care, you might need empathy and bedside manner. In manufacturing, it could be confidence and directness.

Don’t just say “good communicator.” Get specific about what soft skills your GM needs to lead effectively in your business.

4. Know Your Why

Are you hiring for:

• More lifestyle freedom?
• Growth and scale?
• Prepping for a future exit?

Each reason requires a different kind of leader. Clarity on why you’re hiring affects the role, responsibilities, and even who should apply.

5. Write a Job Description That Works

Most job descriptions are too long or too vague.

A strong job post should:

• Clearly describe the company and its mission
• Set expectations for the role
• Focus on key qualifications, not a laundry list

And make it exciting — you’re selling a leadership opportunity, not just a task list.

6. Look for Self-Motivation

You’re hiring someone to run the business so you don’t have to.

If they can’t spot problems and solve them without being told, they’re not the right fit.

In interviews, listen for stories where the candidate identified a problem, took initiative, and solved it — all without direction.

Final Thoughts: Hiring Builds Business Resilience

When you hire a manager, you’re not just filling a role. You’re building resilience in your business.

That resilience makes your company stronger, more valuable, and more attractive to future buyers. It’s also what allows you to truly step away — whether it’s for a season, a sabbatical, or a sale.

If you’re thinking about your next move, we can help you hire a GM or explore what an exit could look like.