How to hire a corporate sales executive

How to hire a corporate sales executive, step by step

Here's a step-by-step corporate sales 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 corporate sales executive job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new corporate sales executive
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The corporate sales executive 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 corporate sales executive 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 corporate sales executive that fits the bill.

   Here's a comparison of corporate sales executive salaries for various roles:

   Type of Corporate Sales Executive	Description	Hourly rate
   Corporate Sales Executive	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$41-75
   Sales Management Consultant	A sales management consultant's job is to help businesses maximize their sales by providing recommendations for improvements in their processes. Your duties and responsibilities may include conducting training for sales representatives on how to utilize technology to increase sales conversions, building and maintaining good relationships with clients, and supervising junior staff... Show more	$27-60
   Sales Development Representative	A sales development representative qualifies leads at the sales funnel's initial stages. Sales development representatives need to conduct research for prospective clients and qualify the leads before handing them to the sales team... Show more	$16-37

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Healthcare
   • Sales Process
   • CRM
   • Account Management
   • Business Relationships
   • Saas
   • Corporate Sales
   • Business Solutions
   • C-Level
   • Business Development
   • Lead Generation
   • Corporate Clients
   • Cold Calls
   • Trade Shows

   Check all skills

   Responsibilities:

   • Generate leads through internet research, marketing, trade show participation, internal department cross-selling, and referrals.
   • Create the vision to expand traditional training models and introduce new educational methodologies for sales force automation and web-base training.
   • Demonstrate software to decision makers over GoToMeeting and Join.me.

3. Make a budget

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

   • Location. For example, corporate sales executives' average salary in hawaii is 36% less than in oregon.
   • Seniority. Entry-level corporate sales executives 45% less than senior-level corporate sales executives.
   • Certifications. A corporate sales executive 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 corporate sales executive's salary.

   Average corporate sales executive salary

   $117,447yearly

   $56.46 hourly rate

   ---

   Entry-level corporate sales executive salary

   $87,000 yearly salary

   Updated December 15, 2025

4. Writing a corporate sales executive job description

   A job description for a corporate sales 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 corporate sales executive job description:

   Corporate sales executive job description example

   Full time
   Type Of Hire : Experienced (relevant combo of work and education) Education Desired : Bachelor's Degree Travel Percentage : 10 - 15% Job Description We are FIS. Our technology powers the world’s economy and our teams bring innovation to life. We champion diversity to deliver the best products and solutions for our colleagues, clients and communities. If you’re ready to start learning, growing and making an impact with a career in fintech, we’d like to know: Are you FIS?
   
   About the role:
   As a Sales Executive - Quota Carrier, you’ll be part of a team of self-motivated, high achieving sales professionals helping small- and medium-sized business owners grow their businesses. By providing industry-leading solutions, you’ll drive some of the most exciting new technology in fintech while advancing the way the world pays, banks and invests.
   
   About the team:
   
   What you will be doing:
   • Working with branch managers and staff of assigned banks or partners to build relationships and educate small to midsized business owners about FIS products and services.
   • Identify new prospects and revenue opportunities for merchant services.
   
   What you will need:
   • Expert negotiation and communication skills.
   • Experience presenting to CEO/CIO/COO, etc.
   
   Added bonus if you have:
   
   What we offer you:
   At FIS, we are as committed to growing our employees’ careers as our own business. We offer:
   • Opportunities to innovate in fintech
   • Inclusive and diverse team atmosphere
   • Professional and personal development
   • Resources to contribute to your community
   • Competitive salary and benefits . Privacy Statement FIS is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients. For specific information on how FIS protects personal information online, please see the Online Privacy Notice. EEOC Statement FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here supplement document available here
   For positions located in the US, the following conditions apply. If you are made a conditional offer of employment, you will be required to undergo a drug test. ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis. Sourcing Model Recruitment at FIS works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. FIS does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company. #pridepass

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5. Post your job

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

6. Interview candidates

   During your first interview to recruit corporate sales executives, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 corporate sales executive

   Once you've found the corporate sales executive candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 corporate sales 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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