How to hire a brands assistant

How to hire a brands assistant, step by step

Here's a step-by-step brands assistant hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a brands assistant, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

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

   The following list breaks down different types of brands assistants and their corresponding salaries.

   Type of Brands Assistant	Description	Hourly rate
   Brands Assistant	Secretaries and administrative assistants perform clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.	$13-29

2. Create an ideal candidate profile

   Common skills:

   • Brand Management
   • Calendar Management
   • Market Research
   • Expense Reports
   • Market Trends
   • Photo Shoots
   • Promotional Materials
   • Brand Development
   • Product Development
   • POS
   • Event Planning
   • Facebook
   • Brand Planning
   • Product Knowledge

   Check all skills

   Responsibilities:

   • Process daily accounting including reconciliation of payable accounts, tracking and managing inventory through QuickBooks.
   • Develop and execute promotional events in POS (UTT and DTT).
   • Create PowerPoint presentations for customers' promotions and presenting new product lines.
   • Provide technical and administrative support for all department employees including personnel and corporate policy records and payroll inquiries.
   • Develop and execute a new product offerings which contribute to surpassing of ROI growth goals.
   • Compile target market attitude, behaviour and time spend online using MRI and Comscore to inform optimal digital media plans

3. Make a budget

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

   • Location. For example, brands assistants' average salary in georgia is 40% less than in hawaii.
   • Seniority. Entry-level brands assistants 52% less than senior-level brands assistants.
   • Certifications. A brands assistant 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 brands assistant's salary.

   Average brands assistant salary

   $42,884yearly

   $20.62 hourly rate

   ---

   Entry-level brands assistant salary

   $29,000 yearly salary

   Updated January 13, 2026

4. Writing a brands assistant job description

   A job description for a brands assistant role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a brands assistant job description:

   Brands assistant job description example

   Sunshine Sachs Morgan & Lylis is proud to represent clients across many industries including entertainment, social good, tech and lifestyle and we tell their stories through a variety of mediums. We know that even during the toughest times, our responsibility to our clients and each other can bring meaningful and long-lasting impact for those affected the most. We're proud of each and every campaign we execute, but you may be wondering why we don't have more than a landing page as our website. While many of our clients are household names (you know them, we're sure of it), our digital footprint is purposefully small. We fly under the radar and we like it that way.
   If you are fired up and ready to do good, join us!
   
   We have an immediate opening for a PR Assistant on our Brand Integration team.
   
   What does this mean? You have a strong interest and clear understanding of what PR and Brand Integration are and, most importantly, you love this work! This is a great role for someone who has a wide range of interests and just really wants to DO. You've had a couple of internships that solidified that this is where you want to be. You have all this energy, are building amazing relationships but just want more. Maybe consumer? Perhaps events? Social good? Tech and startups? If you want to take it on, show us you can, and we'll encourage it!
   
   Assistants are the essential foundation of many teams and account-critical administrative functions. We teach our assistants the skills they need to grow, however, from Day 1, we expect them to exhibit behaviors that define the most successful communications professionals.
   
   Our candidate is curious, eager and open to trying new things, eager to learn all aspects of integrated communications (from media relations to social media, creative, brand integration, and talent integration). Even though this may be their first professional job, they demonstrate emotional maturity in their interpersonal interactions. They are collaborative and inclusive of others. They are often the first point of contact for special guests, clients and visitors at the company (when we are back in the office!) and, as such, they are a clear communicator, professional and courteous.
   
   Responsibilities Include:Willingness and an interest to soak it all in; learn the ins and outs of integrated communications (talent/influencer integration, media relations, social media, creative and brand integration) - with a special interest in strategic partnerships, sponsorships, events and/or cause marketing.Creating and maintaining lists! Lots of lists! Specifically, lists of events, contacts at brands, studio and network upcoming slates, sponsorship and film/TV integration opportunities. Scheduling and providing logistical support for client meetings and events.Supporting client account teams as needed.Monitoring news cycles and flagging latest “pop culture moments”, competitor news, for clients.Communicating effectively with senior staff on status of requested tasks and projects.Occasionally attending and supporting the execution of client events.Supporting administration of accounts including developing agendas, meeting recaps, activity reports, client status reports, budget trackers, industry trend reports, etc.Providing internal support for the brand integration team including: scheduling for the head of the department, meeting recaps from team meetings, and helping compile the monthly internal brand integration newsletter. Maintaining our brand integration database by keeping contact information up to date and creating new entries for contacts made across the team.
   You Should Apply If:You have 1 year of experience in this industry (communications, entertainment, politics, public relations, etc.) Internships count! You are eager and open to learning more about brand integration (partnerships, sponsorships, etc.) as well as all other aspects of integrated communications (media relations, social media, creative, talent integration) You are a strong writer - persuasive, concise, creative, and quick!You are eager to network and build connections in the media and marketing industry You are a strategic thinker, bring new ideas to the table, and love a good brainstorm.You have strong decision-making abilities and accountability; this is an important role, own it!You have an innate curiosity and an entrepreneurial spirit…have a suggestion on making something better? We encourage you to do it!You are incredibly organized and able to excel at managing multiple projects simultaneously.You're willing to work select evenings/weekends- our clients often need us to GO, GO, GO!You enjoy overdelivering rather than meeting expectations and take genuine pride in being part of something good.
   CompensationBase salary of $40,000 plus overtime Annual holiday bonus Benefit eligible (see below)
   Benefits x Perks
   We go well beyond the benefits that you're looking for like medical, dental, and vision plans, 401(k) with matching, annual merit-based bonuses, PTO, fertility, FSA for medical, childcare, and commuter expenses. Sunshine Sachs Morgan & Lylis offers those benefits and many perks including, a flexible work schedule, Work from Anywhere program, Summer Fridays, Wellness Days, and a 4-week sabbatical or trip to celebrate select anniversaries. We love to socialize so, we have collaborative workspaces, some offices even have rooftops, celebrations, networking opportunities, and community volunteering. We frequently mark opportunities to listen, learn and act throughout the year (Juneteenth, Election Day, International Women's Day, etc.).
   
   SSM&L is committed to diversity, equity, inclusion, and ability. We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, identity and expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.
   
   There's more!
   From day one, employees are carefully matched with a mentor to guide them on their path to success. Training and mentoring are a big deal here and since we are into promoting from within, we make sure to provide more than enough tools for you to learn and grow. We are proud to offer training throughout the year on topics for professional growth as well as personal growth. We have also developed a series of teaching workshops that are structured for each level of the company. Sunshiners also take love to take advantage of the monthly Meet the Media series where media contacts provide valuable insider info for pitching them and their colleagues.

   Copy this example

   

5. Post your job

   There are a few common ways to find brands assistants for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your brands assistant job on Zippia to find and recruit brands assistant candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting brands assistants requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 brands assistant

   Once you have selected a candidate for the brands assistant position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new brands assistant. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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