How to hire a booker

How to hire a booker, step by step

Here's a step-by-step booker hiring guide:

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

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1. Identify your hiring needs

   The booker hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

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

   Type of Booker	Description	Hourly rate
   Booker	Computer support specialists provide help and advice to people and organizations using computer software or equipment. Some, called computer network support specialists, support information technology (IT) employees within their organization... Show more	$14-48
   Help Desk Analyst	Help Desk Analysts generally provide technical support by assisting customers with their system issues. These analysts are expected to be highly knowledgeable about application processes and basic troubleshooting... Show more	$12-25
   Lead Technician	Lead technicians are technicians who oversee the technical needs of a specific project or department. They are usually tenured employees, and their familiarity with the company's technical and technological processes, software, and hardware would be a great advantage in succeeding in their role... Show more	$32-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Booking
   • Warranty Claims
   • Outbound Calls
   • NYC
   • ADP
   • Computer System
   • Customer Pay
   • Building Relationships
   • Audi
   • Book Appointments
   • Service Calls
   • Photo Shoots
   • Schedule Appointments
   • Open Calls

   Check all skills

   Responsibilities:

   • Manage paperwork associate with HVAC procedures.
   • Work with the ADP software for payroll.
   • Facilitate marketing and booking operations on over 75 events including events grossing over $10,000 and numerous sell out events.
   • Promote continuity of care by accurately and completely communicating to other caregivers the status of patients for which care is provided.
   • Offer customers Sams members renewals/upgrades.

3. Make a budget

   Including a salary range in your booker job description is a great way to entice the best and brightest candidates. A booker salary can vary based on several factors:

   • Location. For example, bookers' average salary in nebraska is 49% less than in delaware.
   • Seniority. Entry-level bookers earn 70% less than senior-level bookers.
   • Certifications. A booker with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a booker's salary.

   Average booker salary

   $55,644yearly

   $26.75 hourly rate

   ---

   Entry-level booker salary

   $30,000 yearly salary

   Updated December 5, 2025

4. Writing a booker job description

   A booker 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 booker job description:

   Booker job description example

   Sales Supervisor
   
   Reports To: Team Leaders
   
   Department: Store Operations
   
   Exemption Status: Non-Exempt
   
   Position Overview:
   
   The Sales Supervisor grows department sales to achieve the store sales plan. The Sales Supervisor responsibilities include aspects of merchandising, customer service, and store maintenance.
   
   Primary Responsibilities:
   
   + Greet and acknowledge every customer as they enter and exit the store and as they approach the department and front end.
   
   + Be knowledgeable of all products, promotions, and advertisements to ensure that customer questions can be answered and to assist with selling product; support Ollie's Army and other donation programs throughout the year.
   
   + Assist with receiving the truck and pricing items.
   
   + Ensure that all product within the department is merchandised and recovered per the visual merchandise standards.
   
   + Complete price changes within the department per company guidelines.
   
   + Communicate customer needs to Team Leaders when necessary.
   
   + Assist with training new Associates.
   
   + Accurately and efficiently operate the register.
   
   + Maintain the cleanliness of the overall store.
   
   + Complete any additional responsibilities and/or duties as assigned.
   
   Qualifications:
   
   + High School diploma or equivalent preferred.
   
   + Minimum of six months' retail experience in a mid-size to large retail service-oriented business.
   
   + Ability to work evenings, weekends, and holidays on a regular basis.
   
   + Ability to read, write and speak English.
   
   + Ability to exercise sound judgment.
   
   + Ability to preserve confidentiality of information.
   
   + Accuracy and attention to detail.
   
   + Ability to organize and prioritize a variety of tasks and activities and work within strict timeframes and deadlines.
   
   + Outstanding interpersonal and listening skills.
   
   + Must have a positive attitude and the ability to interact well with customers and Associates.
   
   Physical Requirements:
   
   + Ability to lift and carry up to 50 pounds.
   
   + Ability to push and pull up to 35 pounds.
   
   + Ability to stand for extended periods.
   
   + Ability to bend and twist frequently.
   
   + Ability to grip, reach, and pinch with arms and hands frequently.
   
   + Ability to squat, kneel, balance, and climb ladders occasionally.
   
   + Ability to see, hear, and speak regularly.
   
   + Ability to work in a constant state of alertness and safe manner.
   
   Ollie's is an equal opportunity employer. In compliance with Federal and State Equal Opportunity Laws, qualified applicants are considered for all positions applied for without regard to race, color, religion, sex, sexual orientation and identity, national origin, age, veteran's status, disability, or any other legally protected status.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right booker 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.

   To find booker candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as dice, engineering.com, stack overflow, it job pro.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit bookers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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.

   Sometimes, it's not enough to interview booker candidates, so you can ask them to do a test project. If you are not a technical person and don't know what a test project should be, you can use these websites:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 booker

   Once you've decided on a perfect booker candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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