6 free event planner templates, general, coordinator, manager, corporate, wedding, and small-business, with the FLSA exempt-versus-non-exempt and scheduling guidance generic templates skip. Download as DOCX.
The event planner is the hire that lets an events business take on more and bigger work: the person who consults with clients, builds budgets and timelines, wrangles vendors, and runs the event on the day. It is also a role with a classification question generic templates ignore. A senior planner is often exempt from overtime under the administrative exemption, but a junior coordinator paid hourly is usually non-exempt and owed overtime, which matters because event work runs long weeks and weekends. Getting the classification, the schedule, and the staffing model right starts with the job description.
At FirstHR, we build for small businesses without HR departments, which describes most of this industry: event planning is one of the most fragmented industries there is, dominated by independent studios, boutique agencies, and small venues. The six templates below, a general event planner plus coordinator, manager, corporate, wedding, and small-business versions, are ready to use, each with the FLSA and scheduling notes built in.
An event planner plans and executes events end to end: client consultation, budgets, vendor sourcing, logistics, and day-of execution. A senior planner is often exempt under the administrative exemption, but an hourly coordinator doing routine logistics is usually non-exempt and owed overtime for long event weeks. The BLS median for meeting, convention, and event planners is $59,440 a year. Six templates, downloadable as DOCX.
What an Event Planner Does
An event planner plans and executes events from the first client meeting through post-event wrap-up: defining goals and budgets, building timelines, sourcing venues and vendors, negotiating contracts, coordinating logistics, and running the event on the day. The work concentrates into intense stretches around each event.
The Bureau of Labor Statistics tracks the role under meeting, convention, and event planners (SOC 13-1121), which groups event planner, event coordinator, and meeting planner titles together. The emphasis shifts by setting: a corporate planner leans toward conferences and business goals, a wedding planner toward couples and the day itself, a coordinator toward logistics support, and a manager toward owning the whole function.
Event Planner Duties and Responsibilities
Event planner duties cluster into four areas: clients and planning, vendors and logistics, execution, and budget and reporting. A strong job description picks the specific responsibilities from each area that match your type of events rather than listing every possible task.
Clients and planning
Consult with clients on goals, scope, and budget
Build budgets, timelines, and run-of-show plans
Design the event concept and details
Vendors and logistics
Source and book venues, vendors, and rentals
Negotiate contracts and manage vendor relationships
Coordinate catering, AV, decor, and staffing
Execution
Run events on the day: setup and breakdown
Solve problems calmly during live events
Keep the timeline and run-of-show on track
Budget and reporting
Track event budgets and expenses
Manage invoices, deposits, and payments
Deliver post-event reports and analysis
The weighting shifts by role: a coordinator leans into logistics and day-of support, a manager into strategy and budgets, a wedding planner into client care and the event day. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by the type of events and the level of the role. The core structure is the same across all six, but each emphasizes the duties, client mix, and classification that fit a specific kind of role. Use this guide to choose the closest fit, then adjust.
Event Planner (General)
Any events role
The universal version: client consultation, budgets and timelines, vendor sourcing, logistics, and day-of execution, with the FLSA classification note built in. Start here if no specialized version fits.
Event Coordinator
Support and logistics
For a support role under a planner or manager: logistics, vendor communication, scheduling, and day-of coordination. Often the more junior, hourly, non-exempt role.
Event Manager
Senior, owns the function
For a senior role that owns events end to end: client strategy, team leadership, budgets and P&L, and contract negotiation. Typically a salaried, exempt role.
Corporate Event Planner
Conferences and corporate
For corporate events: conferences, meetings, trade shows, and launches, with budgets, registration, and ROI tied to business goals.
Wedding Planner
Weddings and couples
For wedding planning: designing the vision, managing budget and vendors, and orchestrating the wedding day with high client care and emotional intelligence.
Small Events Business
Owner-run, hands-on
The ICP version for a small owner-run events business where the planner does a bit of everything, honest that an hourly hands-on role is non-exempt and owed overtime.
Match the Template to the Role
Any events role: the general version. A support and logistics role: Event Coordinator. A senior role owning the function: Event Manager. Conferences and corporate events: Corporate Event Planner. Weddings: Wedding Planner. A small owner-run events business: the Small Events Business version. When in doubt for an independent studio, the general or small-business version is the best starting point to adapt.
6 Free Event Planner Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, an FLSA note where it matters, compensation, and how to apply, with an equal opportunity statement, and the event type, pay, and certification carried as fill-in fields. Fill in the brackets and post.
Download All 6 Job Description Templates
General, coordinator, manager, corporate, wedding, and small-business. All in one DOCX.
Template 1: Event Planner (General)
The universal version: client consultation, budgets and timelines, vendor sourcing, logistics, and day-of execution, with the FLSA classification note built in. The starting point for most roles.
Event Planner Job Description (General)
EVENT PLANNER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Owner / Director of Events / Operations Manager]
Employment type: Full-time
FLSA status: Confirm exempt or non-exempt by salary and actual duties (see note)
Pay range: $_____ to $_____ per year [+ bonus]
ABOUT [COMPANY NAME]
[One or two sentences about your events company, venue, or studio and
the events the planner will own. Note event volume, types, and the
busy season.]
JOB SUMMARY
[Company Name] is hiring an Event Planner to plan and execute events
from first client meeting to post-event wrap-up. You will consult
with clients, build budgets and timelines, source venues and vendors,
manage logistics, and run events on the day. Organization, calm under
pressure, and great client skills define this role.
KEY RESPONSIBILITIES
•Consult with clients to define event goals, scope, and budget
•Build event budgets, timelines, and run-of-show plans
•Source and book venues, vendors, and rentals
•Negotiate contracts and manage vendor relationships
•Run events on the day: setup, execution, and breakdown
•Solve problems calmly during live events
•Track budgets and deliver post-event reports
REQUIRED QUALIFICATIONS
•[2-4+] years event planning or coordination experience
•Strong organization, budgeting, and client-facing skills
•Calm and decisive under deadline and on event days
•Comfortable with event and project management software
•Available for evenings, weekends, and peak season
•[Bachelor's in hospitality, marketing, or related preferred]
•[CMP or CSEP certification a plus]
FLSA NOTE (read before posting)
An event planner is often exempt under the administrative exemption
when paid a salary of at least $684/week and the primary duty
involves discretion and independent judgment on significant matters.
But a junior coordinator paid hourly below that level, doing routine
logistics, is non-exempt and owed overtime, which matters because
planners often work long weeks and weekends before events. Classify
by actual duties. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year [+ bonus / benefits]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Event Coordinator
For a support role under a planner or manager: logistics, vendor communication, scheduling, and day-of coordination. Often the more junior, hourly, non-exempt role.
Event Coordinator Job Description
EVENT COORDINATOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: Event Planner / Director of Events
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Often non-exempt (hourly); confirm by actual duties
Pay range: $_____ to $_____ per [year / hour]
JOB SUMMARY
[Company Name] is hiring an Event Coordinator to support the planning
and execution of our events. You will handle logistics, vendor
communication, scheduling, and day-of coordination under the
direction of an event planner or manager. A detail-oriented,
reliable person who keeps the moving parts on track is ideal.
KEY RESPONSIBILITIES
•Support event planning, logistics, and scheduling
•Communicate with vendors, venues, and clients as directed
•Prepare event materials, timelines, and checklists
•Coordinate setup, on-site logistics, and breakdown
•Track RSVPs, orders, and event details
•Help solve day-of issues and keep events on schedule
•Maintain event records and assist with reporting
REQUIRED QUALIFICATIONS
•[1-2 years] event or administrative coordination experience
•Strong organization and communication skills
•Detail-oriented and reliable under deadline
•Comfortable with event and scheduling software
•Available for evenings, weekends, and peak season
•[Associate or bachelor's a plus; entry-level considered]
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
For a senior role that owns events end to end: client strategy, team leadership, budgets and P&L, and contract negotiation. Typically a salaried, exempt role.
Event Manager Job Description
EVENT MANAGER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Owner / Director of Operations]
Employment type: Full-time
FLSA status: Typically exempt; confirm by salary and actual duties
Pay range: $_____ to $_____ per year [+ bonus]
JOB SUMMARY
[Company Name] is hiring an Event Manager to lead our events function
end to end: own client relationships, manage the event team and
budgets, and ensure flawless execution. This is a senior role with
real authority over how events are planned, staffed, and delivered.
KEY RESPONSIBILITIES
•Own client relationships and event strategy
•Manage event budgets, P&L, and profitability
•Lead, schedule, and develop the event team
•Negotiate major vendor and venue contracts
•Set standards and processes for event execution
•Oversee multiple events and timelines at once
•Solve high-stakes problems and own outcomes
•Report on event performance and financials
REQUIRED QUALIFICATIONS
•[4-6+] years event management experience
•Proven leadership, budgeting, and negotiation skills
•Track record running events end to end
•Comfortable with event and project management software
•Available for evenings, weekends, and peak season
•[Bachelor's preferred; CMP or CSEP a plus]
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year [+ bonus / benefits]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 4: Corporate Event Planner
For corporate events: conferences, meetings, trade shows, and launches, with budgets, registration, and ROI tied to business goals.
Corporate Event Planner Job Description
CORPORATE EVENT PLANNER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Marketing Director / Operations Manager]
Employment type: Full-time
FLSA status: Confirm exempt or non-exempt by salary and actual duties
Pay range: $_____ to $_____ per year [+ bonus]
JOB SUMMARY
[Company Name] is hiring a Corporate Event Planner to plan and run
For wedding planning: designing the vision, managing budget and vendors, and orchestrating the wedding day with high client care and emotional intelligence.
Wedding Planner Job Description
WEDDING PLANNER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: Owner / Lead Planner
Employment type: Full-time
FLSA status: Confirm exempt or non-exempt by salary and actual duties
Pay range: $_____ to $_____ per year [+ commission]
JOB SUMMARY
[Studio Name] is hiring a Wedding Planner to guide couples from
engagement to "I do." You will be the couple's trusted partner,
designing the vision, managing the budget and timeline, coordinating
vendors, and orchestrating a flawless wedding day. Warmth, calm, and
meticulous organization define this role.
KEY RESPONSIBILITIES
•Consult with couples to design their wedding vision
•Build and manage wedding budgets and timelines
•Source and coordinate vendors: venue, catering, florals, photo
•Manage contracts, payments, and vendor logistics
•Run the rehearsal and orchestrate the wedding day
•Be the calm point of contact for the couple and families
•Solve day-of issues so the couple never sees them
•Handle post-wedding wrap-up and vendor settlement
REQUIRED QUALIFICATIONS
•[2-4+] years wedding or event planning experience
•Exceptional client care and emotional intelligence
•Strong budgeting, vendor, and timeline management
•Calm and decisive on high-emotion event days
•Available for weekends and peak wedding season
•[Wedding planning certification a plus]
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year [+ commission]
To apply, send your resume to __.
[Studio Name] is an equal opportunity employer.
Template 6: Small Events Business
The version for a small owner-run events business where the planner does a bit of everything, honest that an hourly hands-on role is non-exempt and owed overtime.
FLSA status: Confirm by duties; an hourly coordinator role is non-exempt
Pay range: $_____ to $_____ per [year / hour]
ABOUT US
We are a small, owner-run events business hiring a hands-on Event
Planner to help grow and run our events alongside the owner. This is
a do-it-all role on a small team: win clients, plan events, manage
vendors, and work events. Right for someone who loves events and
wants to grow with a small business.
WHAT YOU WILL DO
•Consult with clients and book events
•Build budgets, timelines, and event plans
•Source and coordinate venues and vendors
•Manage logistics from planning through breakdown
•Run events on the day alongside the owner
•Handle invoices, deposits, and event details
•Pitch in across the business wherever needed
WHAT WE ARE LOOKING FOR
•Event planning or coordination experience
•Organized, calm under pressure, and great with clients
•Comfortable wearing many hats in a small business
•Comfortable with basic event and scheduling tools
•Available for events: evenings, weekends, and peak season
FLSA NOTE (read before posting)
Classify by actual duties, not the title. A salaried planner with
real discretion over events may be exempt under the administrative
exemption. But a hands-on, hourly role focused on routine logistics
is non-exempt and owed overtime, which matters because event work
runs long before and during events. When in doubt, treat an hourly
role as non-exempt. This is general information, not legal advice.
PAY AND HOW TO APPLY
Pay: $_____ per [year / hour], paid [biweekly]
Benefits: [what you offer, even if simple: __]
To apply, send your resume to _ or call ____.
[Company Name] is an equal opportunity employer.
FLSA, Scheduling, and Staffing
This is the part the generic templates skip, and for an event planner it is where the real decisions live: the exempt classification depends on the actual role, the schedule is demanding, certifications are optional, and the staffing model can be employee or contractor. Here is what to get right.
Exempt or non-exempt turns on duties, not the planner title
An event planner is often exempt from overtime under the administrative exemption of the Fair Labor Standards Act, because the job can involve office work directly related to business operations along with the exercise of discretion and independent judgment on significant matters, like negotiating contracts and owning event budgets. To be exempt the role must also be paid on a salary basis of at least the federal threshold of $684 a week. The line gets blurry below the planner level: a junior event coordinator paid hourly, doing routine logistics under close direction, generally does not meet the duties test and is non-exempt, meaning overtime is owed. The safe approach is to classify by the actual duties and salary of the specific role, treat hourly coordinator-level roles as non-exempt, and reserve exempt status for genuine planner and manager roles. This is general information, not legal advice.
Event work means long weeks and weekends, so overtime is a real cost
Event planning is not a nine-to-five job. The work concentrates into long days, late nights, and weekends in the run-up to and during events, and the federal data on the occupation reflects that many in the role work more than 40 hours a week. For any non-exempt employee, those hours over 40 in a workweek are owed at one and a half times the regular rate, which can add up fast across a busy season. This is exactly why getting the classification right matters: misclassifying an hourly coordinator as exempt to avoid overtime is a common and costly mistake. Be honest in the posting about the event schedule so candidates self-select, and budget for overtime on non-exempt roles. This is general information, not legal advice.
Certifications are a plus, not a gate, for most events hires
Event planning is largely learned through experience, and most roles do not require a degree or certification, though a bachelor's in hospitality, marketing, or a related field is often preferred. Industry certifications exist and signal commitment: the Certified Meeting Professional and the Certified Special Events Professional are the best known, and a wedding-specific certification exists for that niche. None is legally required. For a posting, the practical move is to require relevant experience and the right skills, treat a degree as preferred, and list certification as a plus rather than a requirement, since insisting on credentials shrinks the applicant pool for a role that rewards hands-on ability. State your real must-haves and keep the rest aspirational. This is general information, not legal advice.
Name the event software and the contractor reality up front
Event roles run on software and often on flexible staffing, and naming both in the posting sets accurate expectations. Most planner roles expect comfort with event and project management tools, registration platforms, and the basic office and scheduling stack, so list the systems you use and whether you will train. The events industry also leans heavily on freelance, seasonal, and contract staff for individual events, so be clear whether you are hiring an employee or engaging contractors, since that changes tax forms, classification, and onboarding. For an employee, the role carries the usual wage-and-hour and paperwork obligations; for a contractor, a different agreement and tax treatment applies. Decide and state the arrangement so the right candidates apply. This is general information, not legal advice.
Exempt Depends on the Role, Not the Title
An event planner is often exempt under the administrative exemption when salaried at $684/week or more and exercising discretion and independent judgment. But a junior coordinator paid hourly on routine logistics is usually non-exempt and owed overtime, which adds up because planners often work more than 40 hours a week and on weekends before events. Classify by actual duties.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the administrative exemption and overtime. The practical rule: classify by actual duties, treat hourly coordinator roles as non-exempt, state the event schedule honestly, and decide whether each hire is an employee or a contractor.
Skills and Requirements
Event planner requirements center on experience, organization, client skills, and software, scaled to the level and type of events. Name the schedule and the software, since they are among the most effective filters for this role.
Requirement
What to look for
Experience
1-2 years for a coordinator; 3-6+ for a planner or manager
Core skills
Organization, budgeting, vendor negotiation, and client care
Composure
Calm and decisive under deadline and on event days
Software
Comfort with event, registration, and project management tools
Schedule
Available for evenings, weekends, and peak season
Classification
Confirm by duties; hourly coordinator roles are non-exempt
Treat a bachelor's degree as preferred and certifications like the CMP or CSEP as a plus rather than a requirement, since the role rewards hands-on ability. Keep every requirement job-related and neutral, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Event Planner Pay
Event planner pay centers around the federal median, with managers and corporate roles higher and coordinators and small-studio roles lower. Anchor to the federal figure, then adjust for the level and type of role and your market.
Median $59,440 a Year (BLS)
Meeting, convention, and event planners had a median annual wage of $59,440 in May 2024, with the lowest 10 percent under $35,990 and the highest 10 percent over $101,310 (U.S. Bureau of Labor Statistics). The occupation is projected to grow about 5 percent through 2034, with roughly 15,500 openings a year.
Within that range, event managers and corporate event planners often pay toward the higher end, while entry-level coordinators and small-studio roles pay lower and sometimes hourly or with commission on booked events. National compensation surveys report averages in a similar to somewhat higher band. Set your range for your market and the level of the role, and account for any bonus or commission.
Hiring for a Small Events Business
Event planning is overwhelmingly small and owner-run, so the typical buyer of an event planner template is an owner, not a corporate HR team. The adjacent roles, the event managers who own the function and the catering managers who run the food side, share the same hiring reality. Here is what that means for the posting.
The events industry is mostly tiny shops, so the owner is the recruiter and the HR department
Event planning is one of the most fragmented industries there is, dominated by independent studios, boutique agencies, venues, and wedding planners rather than large firms. Most of these are micro and small businesses, which is the exact profile FirstHR is built for: companies with 5 to 50 people and no dedicated HR department. At that scale the owner writes the job description, interviews, hires, and onboards the new planner personally, usually between pitching clients and working events. The generic templates are written for large hospitality groups and corporate event departments, with reporting lines and scope that do not fit a small independent. The six versions here, especially the small-business and wedding-planner versions, are written for the owner-operated reality.
Classification and contractor questions are where small event businesses get exposed
Two things trip up small event businesses on this hire, and neither shows up in the generic templates. First, classification: a salaried planner with real discretion may be exempt, but an hourly coordinator doing routine logistics is non-exempt and owed overtime, and because event work runs long before and during events, that overtime is a real and recurring cost. Putting an hourly coordinator on a flat salary to dodge overtime is a common misclassification. Second, the staffing model: events lean heavily on freelance and seasonal help, so whether a given person is an employee or a contractor changes the paperwork, the tax treatment, and the onboarding. The templates here build the FLSA note in and prompt the employee-versus-contractor decision, so a small operator starts from a posting that names both.
Hiring the planner is the moment to set up onboarding for an event team that turns over
Event teams flex with the season and turn over more than most, so a repeatable onboarding process pays off every time you hire, whether a full-time planner or seasonal coordinators. After the offer, the work is consistent: a signed offer letter with the correct exempt or non-exempt classification, Form I-9 and tax forms, any contractor agreements for freelance staff, and a first-week plan tied to an upcoming event. FirstHR fits this people side for a small events business: e-signature for the offer letter and contractor agreements, an AI onboarding wizard that turns the role into a workflow, document management for signed forms and contracts across employees and freelancers, and task workflows for the hiring and onboarding checklist. To be clear about scope, FirstHR is an onboarding and HR platform, not an event-management system, so pair it with your event software; it also does not run payroll or administer benefits. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and an event hire often lands right before a busy stretch, so a clean, documented start with the right classification and the right paperwork keeps the first event from becoming chaos.
Send the offer with the classification
Confirm the role, pay, schedule, and the exempt or non-exempt classification in writing, based on actual duties. An offer letter template makes this fast.
Sort employee vs contractor
Decide whether the hire is an employee or a freelance contractor, since that changes the tax forms, the agreement, and the onboarding path.
Run the onboarding workflow
Form I-9 and tax forms for employees, contractor agreements for freelancers, and a first-week plan tied to an upcoming event, with documented sign-offs.
Store the records
Keep signed offers, agreements, and the classification basis organized across full-time, seasonal, and freelance staff for compliance.
Once your offer is ready, the offer letter template handles the next step with the classification stated clearly, and an onboarding template gives the new planner a structured start.
FirstHR connects the offer, paperwork, e-signatures, contractor agreements, document storage, and the onboarding workflow in one place so a small events business can run the full process from one system, across full-time planners and seasonal or freelance staff. FirstHR is an onboarding and HR platform, not an event-management system, so pair it with your event software; it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
An event planner plans and executes events end to end: client consultation, budgets, vendor sourcing, logistics, and day-of execution.
Use the template that matches the type and level: general, coordinator, manager, corporate, wedding, or small business.
A senior planner is often exempt under the administrative exemption, but an hourly coordinator on routine logistics is usually non-exempt and owed overtime.
Event work runs long weeks and weekends, so overtime on non-exempt roles is a real cost; state the schedule honestly.
The events industry leans on freelance and seasonal staff, so decide whether each hire is an employee or a contractor.
The BLS median for meeting, convention, and event planners is $59,440 a year, ranging from under $35,990 to over $101,310.
Frequently Asked Questions
What does an event planner do?
An event planner plans and executes events from the first client meeting through post-event wrap-up. The core work is consistent: consulting with clients to define goals, scope, and budget, building budgets, timelines, and run-of-show plans, sourcing and booking venues and vendors, negotiating contracts, coordinating logistics like catering, AV, decor, and staffing, running the event on the day through setup and breakdown, solving problems live, and delivering post-event reports. The setting shapes the emphasis: a corporate event planner focuses on conferences and business goals, a wedding planner on couples and the wedding day, an event coordinator supports a planner with logistics, and an event manager owns the whole function. Organization, calm under pressure, and strong client skills define the role. This is general information, not legal advice.
What is the difference between an event planner, coordinator, and manager?
They are levels of the same function. An event coordinator is usually the more junior, support-focused role, handling logistics, vendor communication, and day-of coordination under direction, and is often hourly. An event planner owns events end to end: client consultation, budgets, vendor negotiation, and execution, and is usually a salaried role. An event manager is the most senior, owning the events function, the team, budgets and profitability, and major contracts. The federal government groups planners and coordinators under one occupation, meeting, convention, and event planners, while a senior manager role may sit closer to a management occupation. For a posting, pick the title that matches the actual scope and authority of the role, and describe the real responsibilities rather than relying on the title alone. This is general information, not legal advice.
Is an event planner exempt or non-exempt under the FLSA?
It depends on duties and pay, and the title alone does not decide it. An event planner is often exempt under the administrative exemption of the Fair Labor Standards Act, because the role can involve office work related to business operations plus the exercise of discretion and independent judgment on significant matters, such as negotiating contracts and owning budgets, provided the person is paid a salary of at least $684 a week. A senior planner or event manager usually qualifies. But a junior event coordinator paid hourly and doing routine logistics under close direction generally does not meet the duties test and is non-exempt, meaning overtime is owed for hours over 40 in a workweek. This matters because event work often runs long weeks and weekends. Classify by actual duties, and treat hourly coordinator roles as non-exempt. This is general information, not legal advice.
How much does an event planner make?
An event planner typically earns a median of about $59,440 a year, according to the Bureau of Labor Statistics for meeting, convention, and event planners (SOC 13-1121) in May 2024, with the lowest 10 percent earning under $35,990 and the highest 10 percent over $101,310. Pay varies by experience, the type of events, region, and whether the role is junior coordination or senior management. Corporate event planners and event managers tend toward the higher end, while entry-level coordinators and small-studio roles run lower, sometimes hourly or with commission on booked events. National compensation surveys report averages in a similar to somewhat higher range. Set your range using current data for your market and the level of the role, and account for any bonus or commission. This is general information, not legal advice.
Does an event planner need a degree or certification?
Usually not as a hard requirement. Event planning is largely learned through experience, and most employers prefer a bachelor's degree in hospitality, marketing, communications, or a related field but will hire on demonstrated ability. Industry certifications exist and add credibility, the Certified Meeting Professional and the Certified Special Events Professional are the best known, and wedding-specific certifications exist for that niche, but none is legally required. For a posting, the practical approach is to require relevant experience and the right skills, treat a degree as preferred, and list certification as a plus rather than a requirement, since insisting on credentials narrows the pool for a role that rewards hands-on capability and a track record of successful events. State your real must-haves clearly. This is general information, not legal advice.
What software should an event planner know?
Most event planner roles expect comfort with event and project management tools, registration and ticketing platforms, and the standard office and scheduling stack, and naming the systems you use in the posting is an effective filter. Within whatever tools you run, the planner needs to manage timelines, budgets, vendor details, registration, and communication. Corporate roles lean more on registration and event platforms, while small studios may run on simpler scheduling and spreadsheet tools. Listing the specific software you use, and whether you will train, screens for candidates who can be productive quickly. For a small business, a candidate who already knows your tools shortens the ramp. Put the software in the requirements and keep the list realistic rather than aspirational. This is general information, not legal advice.
What should an event planner job description include?
A strong event planner job description names the type of events up front, whether corporate, social, weddings, or a mix, since that shapes the duties and the client mix. Include a company overview, a job summary, and responsibilities grouped into clients and planning, vendors and logistics, execution, and budget and reporting. State the required experience, the event and project management software, and the schedule honestly, including evenings, weekends, and peak season. The most valuable additions that generic templates skip are the FLSA classification with the administrative-exemption note and the non-exempt caveat for hourly coordinator roles, the realistic event schedule, and whether the role is an employee or a contractor. Close with the pay range, an equal opportunity statement, and clear apply instructions. This is general information, not legal advice.
What happens after I hire an event planner?
Move from the offer into a documented onboarding, because an event planner often starts right before a busy stretch. Send the offer letter stating the pay and the exempt or non-exempt classification clearly, collect the signed offer, and complete Form I-9 and tax forms for an employee, or a contractor agreement and the right tax form for a freelancer. Then run the role onboarding: access to your event and project management software, a walkthrough of your event calendar and processes, and a first-week plan tied to an upcoming event so they learn by doing. Because event teams flex with the season, a repeatable process helps you onboard full-time planners and seasonal coordinators the same clean way. FirstHR handles the offer, e-signature paperwork, document and contract storage across employees and freelancers, and the onboarding workflow in one place. Applicant tracking is coming soon to FirstHR.
