Hiring an IT Manager: 6 Key Things to Consider

As your business grows, so does the tech you rely on. One day you’re sharing logins and troubleshooting over Slack. The next, you’re juggling cloud tools, network issues, and employee access, all without a dedicated owner.

That’s when most companies realize they need an IT manager.

But hiring for this role isn’t just about finding someone “technical.” It’s about choosing someone who can take control of your systems, prevent downtime, and support a team that can’t afford to get stuck waiting on fixes.

This guide helps you make the right hire. You’ll learn how to define the role, what skills actually matter, and how to give your new IT manager the tools they need to hit the ground running.

1. Define the IT Manager Role Based on Your Business Needs

The title “IT manager” can mean very different things. In one company, it might mean managing networks and hardware. In another, it might mean leading IT strategy and vendors. 

For you, this depends on what your company uses and how much it has grown. Before you hire, you need to decide what the person will manage. 

Ask yourself:

• Do we use physical equipment, like office servers or routers?
• Do we work mostly in the cloud?
• Do we need someone to manage outside vendors?
• Do we need help desk support for employees?
• Do we need rules for access, passwords, and security?

These questions help you figure out what your company needs to manage every day, such as systems, tools, support, and access. Once you know what needs to be handled, you can shape the role clearly. Then, you can hire an IT manager with the right skills to take full responsibility for those tasks.

2. Look for Strategic Problem-Solving Skills, Not Just Technical Knowledge

Once you know what the role includes, the next step is to find someone who can handle it in the right way. You are not hiring someone to fix problems as they come up. You are hiring someone to find the cause and prevent the same problems from happening again.

This is called strategic problem-solving. It means seeing how systems connect and where they are likely to fail.

This skill matters more than ever. According to IDC, by 2026, nine out of ten companies will face a shortage of people who can manage IT systems well. And these gaps will cost them over five trillion dollars in delays and lost business. 

That’s why problem-solving is now the top soft skill being developed in IT teams. It matters more than coding, tools, or certifications.

To check if a candidate has problem-solving skills, ask questions like:

• Can you describe a time when you solved a problem that kept happening again and again?
• What steps did you take to make sure the issue did not return?
• How do you decide what caused a problem in a system?
• Can you give an example where fixing the root cause saved time or money?

3. Prioritize Soft Skills That Impact Long-Term Performance

“Getting the right people with the right skills into the right roles has never been so difficult. As IT skills shortages widen and the arrival of new technology accelerates, enterprises must find creative ways to hire, train, upskill, and reskill their employees. A culture of learning is the single best way to get there.” — Gina Smith, a research director at IDC.

This is why soft skills matter. An IT manager will lead projects, guide teams, and explain systems in clear terms. These tasks depend on how well they work with people, not just how well they understand tools. 

Here are five soft skills to check for, and one question to ask for each:

1. Problem-solving

IT problems do not stop at surface-level errors. A strong IT manager must trace the issue to its cause, fix it fully, and prevent it from coming back. For example, if staff keep losing access to shared files, the issue might not be with the files, but with how permissions are set up.

Ask: Can you share an example where you solved an issue that affected more than one team?

2. Communication

An IT manager needs to explain how things work without using complex terms. They will guide people through tools, changes, and issues in a way that makes sense to everyone. If communication breaks down, tasks can get delayed and simple issues might become harder to solve.

Ask: How do you explain a complex system to someone without a technical background?

3. Leadership

This role often involves managing vendors, projects, or internal teams. The IT manager must set direction, stay calm under pressure, and help others stay on track when goals shift.

Great leaders create clarity, develop their team, and build trust. One helpful model comes from the book The Secret, where leadership is summed up in the acronym SERVE:

• See the future: Set a vision for IT systems that support company growth
• Engage and develop others: Help teammates and vendors grow their skills
• Reinvent continuously: Improve tools, processes, and your own leadership
• Value results and relationships: Balance outcomes with strong working relationships
• Embody the values: Lead by example in everything from security to collaboration

Ask: How do you help a team stay focused when priorities shift?

4. Adaptability

IT systems change fast. New tools, updates, or problems can show up without warning. An IT manager must adjust quickly without slowing the team or increasing risk.

Ask: How do you respond when a system or process changes without warning?

5. Teamwork

This role involves working across departments, often with different goals or tools. The IT manager needs to find common ground, solve conflict, and move work forward without delay.

Ask: What do you do when you disagree with someone on your team?

4. Match Technical Skills to Your Current Tools and Systems

An IT manager’s technical skills should match the systems your team uses every day. Start by listing the tools and systems your team relies on. Then note which ones cause issues or need regular support. This will show you what skills to look for.

Here are some skills to consider:

• Setting up and managing devices
• Handling networks and internet issues
• Managing user accounts and permissions
• Fixing system errors or outages
• Keeping systems safe from cyber threats
• Managing software updates and licenses
• Working with cloud platforms and backups
• Supporting tools like email, video calls, or file sharing.

During the interview, ask the candidate how they would support these tools in a real workweek. For example: Can you walk me through how you would manage the tools we use each day and keep them running smoothly?

5. Understand IT Manager Salary and Hiring Costs

Once you know the role and the skills it needs, the next step is to plan for the cost. According to the U.S. Bureau of Labor Statistics, the median salary for an IT manager is $171,200 per year.

This cost usually includes planning, system design, vendor management, data center planning, and keeping your tools secure and up to date. Some IT managers may also handle hands-on support while others may guide teams or lead larger projects.

If a full-time salary does not fit your budget, there are other options. You can hire someone part-time or on a contract. You can also split the role. 

For example, a senior IT consultant can help with planning, while a separate support team handles daily issues.

The goal is not to find the cheapest person. It is to make sure the person you hire can support your setup, reduce risk, and help your team work without tech problems getting in the way.

6. Prepare an Onboarding Plan Before They Start

Nearly half of new hires now back out before they even start. One common reason is that the role or expectations feel unclear during the hiring process. If an IT manager joins without knowing how systems work or who owns what, they may leave early or struggle to get started.

To avoid this, give them full access and context before they start. This helps them take control early and make better decisions. Some candidates will ask for these details during the hiring process. That is a good sign. It shows they already think about how systems work and what they will need to manage them well.

Here is what to prepare:

• Access to current tools and systems
• A simple map of how those systems are used
• Logins and terms for current vendors
• Org chart and company goals
• Cybersecurity rules and team responsibilities.