How to hire a client executive

How to hire a client executive, step by step

Here's a step-by-step client executive hiring guide:

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

What does a client executive do?

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1. Identify your hiring needs

   Before you start hiring a client executive, 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

   Hiring the perfect client executive 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.

   This list shows salaries for various types of client executives.

   Type of Client Executive	Description	Hourly rate
   Client Executive	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$37-108
   Major Account Manager	Major account manager responsibilities include growing strong relationships with customers, liaising with chief business executives and stakeholders, as well as making sales reports. Also, they answer the client's questions and determine new business opportunities between current customers... Show more	$28-77
   Business Development Account Manager	A business development account manager is in charge of developing strategies to identify new business and client opportunities, ensuring sales growth and customer satisfaction. They typically perform research and analysis to gather data, coordinate with analysts and experts, produce sales and progress reports, and maintain records of all transactions... Show more	$27-81

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cloud
   • Customer Service
   • Customer Satisfaction
   • Account Management
   • Client Relationships
   • C-Suite
   • Healthcare
   • Infrastructure
   • Professional Services
   • VMware
   • Client Satisfaction
   • CRM
   • Technology Solutions
   • Business Development

   Check all skills

   Responsibilities:

   • Assist sales team by cold calling and bringing in new leads and inputting data into Salesforce.
   • Utilize meetings and various opportunities to manage NetSuite CRM, building pipelines and providing insight into existing campaigns/revenue.
   • Manage inbound client requests on sustain development of an enterprise SaaS analytics reporting suite.
   • Analyze data, and report on KPIs and trends.
   • Produce organic growth through new, profitable accounts, as well as cross-selling & account rounding existing account.
   • Create and maintain mass email marketing tools for field sales reps and club managers in designate sales territory using Salesforce.

   More client executive duties

3. Make a budget

   Including a salary range in your client executive job description helps attract top candidates to the position. A client executive salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a client executive in Wyoming may be lower than in Virginia, and an entry-level client executive usually earns less than a senior-level client executive. Additionally, a client executive with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average client executive salary

   $132,046yearly

   $63.48 hourly rate

   ---

   Entry-level client executive salary

   $77,000 yearly salary

   Updated December 16, 2025

   Average client executive salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Virginia	$168,698	$81
   2	New Jersey	$168,289	$81
   3	California	$158,652	$76
   4	Michigan	$157,905	$76
   5	Maryland	$157,500	$76
   6	District of Columbia	$157,115	$76
   7	New York	$152,935	$74
   8	Connecticut	$146,600	$70
   9	Texas	$144,591	$70
   10	Florida	$140,838	$68
   11	Ohio	$140,785	$68
   12	Massachusetts	$139,903	$67
   13	Illinois	$137,949	$66
   14	Pennsylvania	$137,628	$66
   15	Washington	$135,469	$65
   16	Oregon	$134,875	$65
   17	North Carolina	$133,690	$64
   18	Missouri	$129,501	$62
   19	Indiana	$128,561	$62
   20	Georgia	$126,821	$61

   Average client executive salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	DLA Piper	$205,019	$98.57	25
   2	Citi	$204,399	$98.27	38
   3	VMware	$197,271	$94.84
   4	Ernst & Young	$180,383	$86.72	354
   5	Wipro Limited	$174,881	$84.08	7
   6	AIG	$167,916	$80.73	12
   7	Accenture	$167,383	$80.47	28
   8	Gartner	$165,235	$79.44	120
   9	Northern Trust	$164,847	$79.25	10
   10	Guidehouse	$164,670	$79.17	68
   11	BNY Mellon	$163,067	$78.40	123
   12	IBM	$162,370	$78.06	83
   13	Aricent	$161,865	$77.82
   14	NTT Data International L.L.C.	$161,509	$77.65	157
   15	Citrix	$160,093	$76.97
   16	Deloitte	$157,796	$75.86	135
   17	Bloom Energy	$157,110	$75.53
   18	Quantum Health	$156,309	$75.15	6
   19	Inmar	$155,829	$74.92	10
   20	3M Company	$154,634	$74.34	16

4. Writing a client executive job description

   A job description for a client executive 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 client executive job description:

   Client executive job description example

   Insight Public Sector is searching for a Client Executive strategically focused on selling technology solutions to the Federal Systems Integrators (SIs) in the Federal Government.In this critical role, you will manage and drive sales efforts for the SI market segment within the Federal sales team of Insight Public Sector. You will be instrumental in developing and executing growth strategies, as well as a comprehensive go-to-market approach in order to expand existing business within the Federal Government.
   To succeed in this role, you will need to have:
   
   A relentless passion to develop and drive success and strong understanding of the unique attributes/knowledge for selling technology solutions in the Federal (SI) marketplace with a Comprehensive understanding of Federal acquisition processes A solid and well-grounded communication style The skills to work/thrive in a high-growth company A track record of success in a fast-paced, dynamic environment An ability and proven history of driving individual sales targets A team-orientation Strong written and oral communication skills An ambition to take on increasing levels of responsibility as we continue our transformation Primary Job Responsibilities
   Build and drive a pipeline of new prospects Develop a go-to-market plan for Civilian targets Deliver on personal sales objectives quarterly for targeted major opportunities Execute strategies for generating demand in both direct and indirect sales scenarios Lead the team in achieving quarterly and annual revenue and GP targets Establish long-term relationship with Civilian accounts/clients Develops and maintain strong relationships with new and existing Federal clients in order to increase revenue Leverages OEM, partner and other business relationships to increase business revenue and margin through information technology solutions sales Collaborate with public sector Inside Sales Representatives to develop, document and execute account penetration strategies for assigned target accounts Qualifications, Knowledge, Skills
   B.A./B.S degree or equivalent experience 5+ years of progressive sales, channel and leadership experience in a technical solution area within the Civilian Federal marketplace Proficient with revenue demand generation, sales methodologies, and reporting A demonstrated ability to use personal knowledge, network, processes, and solution selling strategies to meet revenue growth objectives Proven track record of success in achieving sales targets directly to federal customers Relationship-driven, with a solid executive presence and proven ability to earn credibility with governments executives Experience selling IT products and/or managing consulting, professional and integration services to the Federal marketplace The position described above provides a summary of some the job duties required and what it would be like to work at Insight. For a comprehensive list of physical demands and work environment for this position, click here.
   
   Today, every business is a technology business. Insight Enterprises, Inc. empowers organizations of all sizes with Insight Intelligent Technology Solutions™ and services to maximize the business value of IT. As a Fortune 500-ranked global provider of digital innovation, cloud/data center transformation, connected workforce, and supply chain optimization solutions and services, we help clients successfully manage their IT today while transforming for tomorrow. From IT strategy and design to implementation and management, our 11,000 teammates help clients innovate and optimize their operations to run smarter. Discover more at insight.com
   Founded in 1988 in Tempe, Arizona 11,000+ teammates in 19 countries providing Insight Intelligent Technology Solutions™ for organizations across the globe $8.3 billion in revenue in 2020 Ranked #409 on the Fortune 500, #15 on the CRN Solution Provider 500, 2020 CRN Innovator of the Year Award 2020 Intel Innovation Partner of Year, 2020 Microsoft U.S. Partner of the Year and Worldwide Customer Experience Partner of the Year Ranked #7 on the 2021 Fortune World's Most Admired Companies (Information Technology Services industry), #70 on the Fortune 100 Best Workplaces for Diversity, #296 on Forbes World's Best Employers (#27 within IT), and #5 on the Phoenix Business Journal 2020 list of Best Places to Work Signatory of the United Nations (UN) Global Compact and Affiliate Member of the Responsible Business Alliance Today's talent leads tomorrow's success. Learn about careers at Insight: jobs.insight.com.
   
   Insight is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation or any other characteristic protected by law.
   
   Posting Notes: Herndon || Virginia (US-VA) || United States (US) || SALES || None || National; Remote ||
   
   Nearest Major Market: Washington DC
   Job Segment: Data Center, Supply Chain, Developer, Inside Sales, Telemarketing, Technology, Operations, Sales

   Copy this example

   

5. Post your job

   To find the right client executive for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with client executives they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit client executives who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with client executive candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 client executive

   Once you've selected the best client executive 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.

   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.

   To prepare for the new client executive first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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