How to hire a buyer/expeditor

How to hire a buyer/expeditor, step by step

Here's a step-by-step buyer/expeditor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a buyer/expeditor, 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 buyer/expeditor's background is also an important factor in determining whether they'll be a good fit for the position. For example, buyer/expeditors 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.

   Here's a comparison of buyer/expeditor salaries for various roles:

   Type of Buyer/Expeditor	Description	Hourly rate
   Buyer/Expeditor	Buyers and purchasing agents buy products and services for organizations to use or resell. They evaluate suppliers, negotiate contracts, and review the quality of products.	$19-32
   Landman	Landmen are referred to as the public-facing side of a gas, mineral, and oil exploration and production team. They are professionals who interact and negotiate directly with landowners for the acquisition of gas and oil drilling leases... Show more	$25-61
   Contract Worker	A contract worker is an independent contractor who only works at companies for a limited amount of time, according to agreed-upon contract terms. When it comes to employment, a contract worker may find opportunities in different industries, depending upon their set of skills and abilities... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Purchase Orders
   • MRP
   • On-Time Delivery
   • R
   • Supplier Performance
   • Delivery Dates
   • Logistics
   • Due Dates
   • RFQ
   • MRO
   • Delivery Schedules
   • Electrical Components
   • Status Reports
   • POS

   Check all skills

   Responsibilities:

   • Manage and purchase commodities ranging from foil packaging and corrugate packaging to numerous food ingredients.
   • Devise and execute logistics strategies to improve service quality, productivity, transit times, and cost performance across project operations.
   • Participate in implementation of MRP system.
   • Determine scheduling of current and future material requirements using MRP.
   • Leverage logistics management assets to ensure on-time deliveries worldwide and to resolve client satisfaction issues.
   • Develop and maintain strategic alliances supporting RFP process, distributor contract negotiations, distributor and supplier partnerships and supply continuity.

3. Make a budget

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

   • Location. For example, buyer/expeditors' average salary in north dakota is 30% less than in maryland.
   • Seniority. Entry-level buyer/expeditors earn 39% less than senior-level buyer/expeditors.
   • Certifications. A buyer/expeditor 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 buyer/expeditor's salary.

   Average buyer/expeditor salary

   $52,518yearly

   $25.25 hourly rate

   ---

   Entry-level buyer/expeditor salary

   $41,000 yearly salary

   Updated January 21, 2026

4. Writing a buyer/expeditor job description

   A good buyer/expeditor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a buyer/expeditor job description:

   Buyer/expeditor job description example

   **City:** Chicago
   
   **State/Province:** IL
   
   **Country:** United States
   
   **Division:** Corporate
   
   
   Since 1952, Lawson Products has worked hard to make our customers' jobs easier by improving their operational efficiency, productivity and overall performance. As a leader in the MRO industry, we partner with customers to make sure they have the right maintenance and repair parts on hand when needed.
   
   We're looking for a motivated Buyer/Expeditor responsible for ordering non-stock items when requested by the sales force. This role also manages and resolves all non-stock supplier non-conformance issues.
   
   Our corporate headquarters is located in Chicago, IL. Employees work two days in the corporate office and can work remotely the remaining three days of the workweek. We offer 401k plus vision, dental and medical benefits, as well as a paid holiday and PTO package.
   
   **Responsibilities:**
   
   + Converts non-stock requisitions into purchase orders.
   
   + Places orders via phone, fax or electronically with approved sources.
   
   + Communicates with supplier representatives in line with purchasing strategy.
   
   + Monitors and communicates supplier performances to both supplier and department head.
   
   + Maximizes the ordering process speed without sacrificing quality in order to achieve department goals and customer's satisfaction.
   
   + Investigates differences between invoices and supplier pricing related to purchase orders placed. Works with suppliers and internal departments to resolve discrepancies (Product Management, Specials Quoting team, Accounts Payable). As necessary, coordinates paperwork required for the return of merchandise to the supplier.
   
   + Forwards invoices to Accounts Payable for purchase orders paid by credit card.
   
   + Assists the manager in departmental metrics tracking.
   
   + Investigates problems with customer service and the sales representative to achieve the optimal solution.
   
   + Confirms supplier has received purchase order, validates delivery date, and reports any delivery issues to department management.
   
   + Expedites/reschedules delivery dates to maintain proper service levels. Communicates with Customer Service in the event of an order delay or cancellation.
   
   + Updates expediting report.
   
   + Performs SAP processes for receiving drop shipment orders from supplier to customer.
   
   + Works with suppliers and internal departments to resolve non-conformances in a timely manner, (Distribution Center personnel, Product Management, Specials Quoting team, and Accounts Payable).Other duties as assigned.
   
   **Qualifications & Requirements:**
   
   + Bachelor's degree from a four-year college or university, with 3 - 5 years related experience and/or training, preferably in the MRO field, or an equivalent combination of education and experience.
   
   + Knowledge of MRO related products including, but not limited to, fittings, fasteners, abrasives, fluid power, welding products and hand tools.
   
   + Multi-tasking and prioritization abilities required to complete responsibilities in a timely manner and handle multiple responsibilities simultaneously.
   
   + Strong communication skills (both verbal and written) are required for daily interaction with sales representatives, internal employees, and suppliers.
   
   + Working knowledge of Microsoft Excel, Microsoft Word and ability to learn new computer programs as necessary.
   
   Lawson Products is an Equal Opportunity Employer of women, minorities, protected veterans and individuals with disabilities.

   Copy this example

   

5. Post your job

   To find buyer/expeditors 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 buyer/expeditors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level buyer/expeditors 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 buyer/expeditor job on Zippia to find and recruit buyer/expeditor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit buyer/expeditors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 buyer/expeditor

   Once you've selected the best buyer/expeditor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new buyer/expeditor. 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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