How to hire a commercial agent

How to hire a commercial agent, step by step

Here's a step-by-step commercial agent hiring guide:

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

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1. Identify your hiring needs

   The commercial agent 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

   You should also consider the ideal background you'd like them a commercial agent to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a commercial agent that fits the bill.

   Here's a comparison of commercial agent salaries for various roles:

   Type of Commercial Agent	Description	Hourly rate
   Commercial Agent	Insurance sales agents help insurance companies generate new business by contacting potential customers and selling one or more types of insurance. Insurance sales agents explain various insurance policies and help clients choose plans that suit them.	$13-38
   Licensed Insurance Producer	An Insurance producer, also called an insurance agent that promotes and sells insurance benefits and packages to clients. This includes life insurance, property, and health insurance that is offered by not only one company... Show more	$21-46
   Insurance Producer	An insurance producer is responsible for selling and buying financial services and products for an insurance company. They negotiate issues regarding health, life insurance, and other properties... Show more	$21-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Insurance Policies
   • Insurance Products
   • Real Estate
   • Inbound Calls
   • General Liability
   • Commercial Property
   • Landlords
   • Policy Changes
   • Insurance Sales
   • Life Insurance
   • Health Insurance
   • Outbound Calls
   • Market Research
   • Insurance Claims

   Check all skills

   Responsibilities:

   • Play a key role in retaining existing clients by remarketing their renewals and cross-selling other lines of business.
   • Operate remote telecommunications using applications and secure computer communications to troubleshoot and resolve issues on customer Samsung devices.
   • Deliver on the GEICO promise to customers by solving problems and giving competent insurance advice in a courteous and proficient manner.

3. Make a budget

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

   • Location. For example, commercial agents' average salary in louisiana is 48% less than in wisconsin.
   • Seniority. Entry-level commercial agents earn 64% less than senior-level commercial agents.
   • Certifications. A commercial agent 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 commercial agent's salary.

   Average commercial agent salary

   $49,207yearly

   $23.66 hourly rate

   ---

   Entry-level commercial agent salary

   $29,000 yearly salary

   Updated December 12, 2025

4. Writing a commercial agent job description

   A commercial agent 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. To help get you started, here's an example of a commercial agent job description:

   Commercial agent job description example

   The Aircraft Deicer is a seasonal position withtheopportunity to become a full time permanent employee!
   flexible availability is required dueto the ever-changing airline schedules .
   
   The Deicer performs basic deicing service to commercial aircraft.
   
   Essential Duties and Responsibilities: Duties include, but are not limited to;
   
   Responsible for checking aircraft for leading edge ice and frost. Application of Deice Fluid Type 1 or Type 4 to aircraft wings, fuselage, and tail. Responsible for driving large, heavy vehicles around aircraft while de-icing operation is being performed. Responsible for accurate accounting of de-icing fluid transactions. Perform daily quality control checks on equipment and vehicles. Operate headset/radio to provide communication between ground crew, flight crew, and dispatch. Know and comply with all safety procedures/protocols. Provide additional service as required. Able to meet the Station's attendance/tardiness standards.
   
   Required Skills:
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   High school diploma or General Education Degree (GED); or one (1) to three (3) months related experience and/or training; or equivalent combination of education and experience. Possess/Maintain a valid Driver's License and other FAA Airport required identifications/seals or authorizations. Ability to perform basic math calculations. Ability to work at heights up to forty (40) feet . Ability to work outdoors in all types of weather conditions. Experience driving large, heavy equipment preferred Able to continually lift push/move 70 lbs. The job is primarily is done outdoors which will require you to work in all weather conditions. Flexible schedule is needed due to the ever-changing airline schedules . Must pass pre-employment Physical and drug test.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

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

   Post your job online:

   • Post your commercial agent job on Zippia to find and attract quality commercial agent candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with commercial agent 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.

   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 commercial agent

   Once you've decided on a perfect commercial agent 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 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.

   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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