How to hire a branch rental manager

How to hire a branch rental manager, step by step

Here's a step-by-step branch rental manager hiring guide:

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

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1. Identify your hiring needs

   Before you post your branch rental manager job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a branch rental manager for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect branch rental manager also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of branch rental manager salaries for various roles:

   Type of Branch Rental Manager	Description	Hourly rate
   Branch Rental Manager		$19-29
   Sales Support Supervisor	A sales support supervisor oversees all sales support team activities by optimizing all business processes related to client interaction. As a team player, a sales support supervisor also works with the sales support team to monitor and improve customer interaction and customer service... Show more	$22-40
   District Supervisor	A district supervisor organizes and manages employees' weekly work schedules, balances and controls the payroll budget, and ensures that the company documentation procedures are met. They also maintain and verify payroll information... Show more	$20-50

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Fleet Growth
   • Customer Complaints
   • Car Fleet
   • Customer Satisfaction Scores
   • Rental Fleet
   • Operational Profit
   • Employee Development
   • Fleet Management
   • Corporate Accounts
   • Revenue Growth
   • Business Relationships
   • Sales Training
   • Operational Plan
   • Elite

   Check all skills

   Responsibilities:

   • Manage an automate reservation database system which detail guests and owners of the condominiums.
   • Used Penske truck routing software to effectively and efficiently deliver quality products within a large territory to residential and commercial customers.
   • Conduct weekly seminars on recruiting new members and competitive lenders.

3. Make a budget

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

   • Location. For example, branch rental managers' average salary in california is 42% less than in new york.
   • Seniority. Entry-level branch rental managers 35% less than senior-level branch rental managers.
   • Certifications. A branch rental manager 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 branch rental manager's salary.

   Average branch rental manager salary

   $50,498yearly

   $24.28 hourly rate

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   Entry-level branch rental manager salary

   $40,000 yearly salary

   Updated December 15, 2025

4. Writing a branch rental manager job description

   A branch rental manager 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 branch rental manager job description:

   Branch rental manager job description example

   The Rental Branch Manager (RBM) is responsible for leading all aspects of the Rental Operations Facility inclusive of day-to-day operations, customer service levels, and financial goals. They will be responsible for leading a team of 10-20 associates to successfully execute the daily delivery of Rental equipment, repair activities, and keeping stores in stock with Rental units. The manager will work closely with the sales and regional operations teams to drive cost out and ensure customer satisfaction. The manager will need to create a positive associate environment and set a high standard of performance in order to meet the needs of our customers.
   Major Tasks, Responsibilities & Key Accountabilities:
   30% - Manage Facility Operations: Manage the workflow for the ROF operation and related systems. Leverage work in progress metrics to stay on plan or identify issues to resolve.
   
   25% - Manage Building Conditions: Manage building and operating conditions to ensure a clean, safe, and positive associate environment.
   
   20% - Manage Scorecard (Financials, Safety, Productivity): Monitor the ROF building level scorecard, financials, and safety metrics and identify recommendations for improvement or address any potential issues.
   
   15% - Resolve Issues: Oversee exception handling for deliveries, which may include interfacing with store leadership and regional Rental leadership to resolve any identified issues
   
   10% - Manage Activities: Manage repair activities to ensure performance meets expectations.
   
   Nature and Scope:
   This position reports to the Regional Rental Manager.
   This position has up to 5 direct reports.
   
   Environmental Job Requirements:
   Environment:
   Typically in a comfortable environment but with regular exposure to factors such as temperature extremes, moving machinery, loud noise, and fumes which cause noticeable discomfort or a moderate risk of accident or illness.
   
   Travel:
   Typically requires overnight travel less than 10% of the time.
   
   Additional Environmental Job Requirements:
   
   Standard Minimum Qualifications:
   Must be twenty-one (21) years of age or older.
   Must be legally permitted to work in the United States.
   
   Additional Minimum Qualifications:
   
   Education Required:
   The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.
   
   Years of Relevant Work Experience:
   3 years
   
   Certifications & Licenses:
   
   Physical Requirements:
   Most all of the time is spent sitting in the same position or standing/walking or there is some requirement to lift or handle material or equipment of moderate weight (8-20 pounds).
   
   Additional Qualifications:
   
   Preferred Qualifications:
   Bachelor's degree preferred
   5+ years relevant work experience preferred
   Working knowledge of Microsoft Office Suite
   Working knowledge of presentation software (e.g., Microsoft PowerPoint)
   Working knowledge of analytical/statistics software (e.g., SPSS, SAS, R, Stata)
   Demonstrated ability to collaborate and work effectively with cross-functional teams
   Ability to develop and apply advanced mathematical/statistical techniques
   Ability to draw accurate conclusions from financial documentation
   Demonstrated project management skills
   Ability to convey complex or technical ideas and processes in easy-to-understand terms to diverse audiences
   Ability to negotiate, handle complaints, settle disputes, and resolve grievances with both internal and external customers
   Excellent written and verbal communication skills
   
   Knowledge, Skills, Abilities and Competencies:
   Action Oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm
   Builds Effective Teams - Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals
   Collaborates - Building partnerships and working collaboratively with others to meet shared objective
   Customer Focus - Building strong customer relationships and delivering customer-centric solutions
   Decision Quality - Making good and timely decisions that keep the organization moving forward
   Drives Results - Consistently achieving results, even under tough circumstances
   Drives Vision and Purpose - Painting a compelling picture of the vision and strategy that motivates others to actions
   Manages Complexity - Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems
   Self-Development - Actively seeking new ways to grow and be challenged using both formal and informal development channels
   Values Differences - Recognizing the value that different perspectives and cultures bring to an organization
   
   Pay Rate: -

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5. Post your job

   To find branch rental managers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any branch rental managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level branch rental managers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your branch rental manager job on Zippia to find and recruit branch rental manager candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit branch rental managers, 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.

   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 branch rental manager

   Once you've decided on a perfect branch rental manager 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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