How to hire an ecommerce consultant

How to hire an ecommerce consultant, step by step

Here's a step-by-step ecommerce consultant hiring guide:

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

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1. Identify your hiring needs

   Before you post your ecommerce consultant job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an ecommerce consultant for hire on a part-time basis or as a 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 ecommerce consultant 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.

   The following list breaks down different types of ecommerce consultants and their corresponding salaries.

   Type of Ecommerce Consultant	Description	Hourly rate
   Ecommerce Consultant	Advertising, promotions, and marketing managers plan programs to generate interest in products or services. They work with art directors, sales agents, and financial staff members.	$33-68
   Sales And Marketing Manager	Marketing managers are experts in marketing a product or business. They take charge of a lot of responsibilities in the business... Show more	$20-74
   Marketing Manager	Marketing managers are experienced employees who oversee the marketing department of the organization. They manage activities such as marketing campaigns, social media postings, company branding, and other strategic marketing activities... Show more	$34-73

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CRM
   • B2C
   • Business Development
   • Ecommerce Website
   • SEO
   • E-Commerce
   • Digital Marketing
   • Client Facing
   • Ecommerce Platform
   • Account Management
   • Ecommerce Strategies
   • Magento
   • SEM
   • EDI

   Check all skills

   Responsibilities:

   • Manage online marketing budget, including continuous improvement of ROI.
   • Manage design and technical teams for eCommerce (Magento) platform downgrade.
   • Lead the project management and integration of the new site into client's custom ERP containing over 5-10K SKUs.
   • Manage the customization, integration and implementation of an e-commerce package application.
   • Provide SharePoint development and administration, budget and financial reporting; manage invoicing; and develop training manuals and user guides.
   • WebSpeed, Progress/OpenEdge, HTML, JavaScript, RDBS, ERP interfacing.

   More ecommerce consultant duties

3. Make a budget

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

   • Location. For example, ecommerce consultants' average salary in kansas is 42% less than in california.
   • Seniority. Entry-level ecommerce consultants 51% less than senior-level ecommerce consultants.
   • Certifications. An ecommerce consultant 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 an ecommerce consultant's salary.

   Average ecommerce consultant salary

   $100,609yearly

   $48.37 hourly rate

   ---

   Entry-level ecommerce consultant salary

   $70,000 yearly salary

   Updated December 22, 2025

   Average ecommerce consultant salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$137,586	$66
   2	Illinois	$108,794	$52
   3	New Jersey	$106,288	$51
   4	Pennsylvania	$103,926	$50
   5	New York	$100,784	$48
   6	Massachusetts	$99,046	$48
   7	Texas	$93,946	$45
   8	North Carolina	$93,730	$45
   9	Minnesota	$91,605	$44
   10	Ohio	$90,844	$44
   11	Wisconsin	$88,264	$42
   12	Missouri	$84,380	$41

   Average ecommerce consultant salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Stanley Black & Decker	$110,258	$53.01	6
   2	Anheuser-Busch	$108,979	$52.39	2
   3	Hewlett Packard Enterprise	$108,949	$52.38	22
   4	Big Lots	$107,223	$51.55
   5	Clavis	$106,693	$51.29
   6	Litmus7	$106,447	$51.18
   7	CIA Inc	$106,078	$51.00
   8	Shoppers Food	$105,923	$50.92
   9	Motion Recruitment	$105,465	$50.70	10
   10	Twilio	$104,654	$50.31	1
   11	Deloitte	$102,988	$49.51	819
   12	WESCO Distribution	$99,821	$47.99	3
   13	Hy-Vee	$94,336	$45.35	3
   14	United Natural Foods	$79,532	$38.24	2
   15	Anixter	$59,558	$28.63

4. Writing an ecommerce consultant job description

   An ecommerce consultant 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. Below, you can find an example of an ecommerce consultant job description:

   Ecommerce consultant job description example

   Job Title: Ecommerce Shopper
   
   Department: Front End
   
   Reports To: Ecommerce Supervisor
   
   PURPOSE: The purpose of this position is to provide prompt, efficient, and friendly customer service in addition to shopping for and ringing up online orders.
   
   JOB RESPONSIBILITIES AND ACCOUNTABILITIES:
   
   Provide the best experience for our online shopping customers
   
   * Ensure quality selection of product
   * Execute on delivery times and order accuracy
   * Follow department safety and sanitation programs for selection, transportation and delivery
   * Observe standards and procedures regarding store security and confidentiality
   * Effective communication with other departments and store staff
   * Provide comparable products for substitution
   * Prepare orders for delivery by ringing up and bagging orders in an efficient and effective manner
   * Checking expiration dates throughout the store during slow periods
   
   Functional Requirement:
   
   * Physical: walking, bending, kneeling, able to reach, lift, stack and maneuver objects of varying dimensions and weighing up to 50 lbs., equipment operation (intercom, telephone, scanner, register, scale, shopping cart)
   * Mental: judgment/decision making, social skills/verbal interaction, memorization, reading, writing, & math
   
   Maintaining a positive presence on the sales floor
   
   * Greet, Offer, & Thank all customers
   * Assist customers by bringing them to the location of product
   * Ensure the aisles are clear of debris at all times
   
   JOB COMPETENCIES AND REQUIREMENTS:
   
   Attention to detail
   
   * Checking product for the highest quality
   * Properly scans and bags product
   * Accurate shopping of customer orders
   
   Communication skills
   
   * Ability to Greet, Offer, & Thank all customers
   * Effectively communicate with other departments and store staff
   * Ability to receive feedback and implement processes for improvement
   * Ability to follow directions from the Supervisor
   
   Time management skills
   
   * Ability to complete assigned tasks without direct supervision in a timely manner
   * Ability to prioritize tasks based on customer and business needs
   * Must be able to work a variety of shifts; including nights, weekends, & holidays.
   
   My Cub. My Way.
   
   We provide our customers the best grocery experience period by personalizing our customers' evolving needs with innovation, convenience and by supporting the communities we serve through delivering quality, variety and fresh groceries.
   
   At Cub, employment is built on a foundation of diversity and inclusion that enhances and enables our associates' career development through education and training. We pride ourselves in having a strong team of passionate employees who provide exceptional service. Every employee has the opportunity to make a difference in the lives of our customers.
   
   We're an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
   
   Additional Information
   
   * Schedule: Full-time

   Copy this example

   

5. Post your job

   There are a few common ways to find ecommerce consultants 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 ecommerce consultant job on Zippia to find and recruit ecommerce consultant candidates who meet your exact specifications.
   • Use field-specific websites such as swipe files, exit five, marketinghire, american marketing association.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit ecommerce consultants, 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 ecommerce consultant

   Once you've found the ecommerce consultant 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 equally important to follow up with applicants who don't get the job with 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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