How to hire a fashion supervisor

How to hire a fashion supervisor, step by step

Here's a step-by-step fashion supervisor hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the fashion supervisor you need to hire. Certain fashion supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 fashion supervisor 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 fashion supervisor that fits the bill.

   This list presents fashion supervisor salaries for various positions.

   Type of Fashion Supervisor	Description	Hourly rate
   Fashion Supervisor	Fashion designers create original clothing, accessories, and footwear. They sketch designs, select fabrics and patterns, and give instructions on how to make the products they designed.	$16-38
   Apparel Designer	Apparel designers, also known as clothing or fashion designers, conceptualize and produce items of clothing. They frequently specialize in one type of design, like active, casual, or evening wear... Show more	$19-50
   Fashion Designer	Fashion designers design and assist with the making of shoes, accessories, and clothing. They identify trends and styles, colors, and trims of a clothing collection... Show more	$17-37

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Floor
   • POS
   • Customer Service
   • Bank Deposits
   • Apparel

   Responsibilities:

   • Manage inventory of jewelry and supplies to ensure availability.
   • Provide customize wardrobe consultations, closet makeovers and personal style and fashion recommendations using an innovative direct-to-consumer sales model.
   • Monitor checkout stations to ensure that they have adequate cash available and that they are staff appropriately.

3. Make a budget

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

   • Location. For example, fashion supervisors' average salary in kansas is 54% less than in alaska.
   • Seniority. Entry-level fashion supervisors 57% less than senior-level fashion supervisors.
   • Certifications. A fashion supervisor 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 fashion supervisor's salary.

   Average fashion supervisor salary

   $53,565yearly

   $25.75 hourly rate

   ---

   Entry-level fashion supervisor salary

   $35,000 yearly salary

   Updated February 3, 2026

4. Writing a fashion supervisor job description

   A fashion supervisor 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 fashion supervisor job description:

   Fashion supervisor job description example

   Employment type: Full-time
   
   Description
   
   Supports delivering sales plan through effective execution of store and operational tasks as assigned and delegated by managers.
   
   Building High Performing Teams:
   
   + Attract, interview, and retain top talent
   
   + Responsible for leadership tasks as delegated by the store manager
   
   + Provide individual and team performance feedback and recommendations to managers
   
   + Train, coach, reward and motivate associates to improve selling and the customer experience
   
   + Reinforce selling expectations, performance, results and accountability with all associates
   
   + Assist store management in conducting onboarding and continued training of the associate team
   
   + May build schedules to maximize and leverage sales results*
   
   Selling Effectiveness:
   
   + Lead and model the selling and customer experience standards
   
   + Lead selling efforts to meet selling goals during scheduled shifts
   
   + Ensure associates consistently execute to the selling model
   
   + Display expert knowledge of product, company policies and store strategies
   
   + Set the direction and goals for the day/shift when associates arrive for work
   
   + Build highly satisfied and loyal customer base through engagement, conversion and capturing customer phone and e-mail
   
   + Assist in meeting payroll targets by ensuring appropriate sales floor coverage (manage call-ins / call-offs)
   
   + Ensure associates receive scheduled breaks and meal periods (per state specific guidelines
   
   Telling The Brand Story:
   
   + Support replenishment activities that keep the store full and abundant
   
   + Provide leadership or assistance with floorsets, window changes, visual presentation standards, signage placement, etc.
   
   + Build a store environment that is sharply focused on consistently delivering exceptional in-store shopping experiences
   
   + Ensure implementation of company selling strategies
   
   + Execute visual standards and maintain a safe, inviting store appearance
   
   Operational Excellence:
   
   + Perform opening and closing routines including execution of bank deposits, receipt of shipment, and interpret / disseminate company directive
   
   + Act as manager on duty, when scheduled, to address customer service, vendor or maintenance issues
   
   + Partner with the members of the sales leadership team to support action plans that optimize results and ensure effective execution of operational activities
   
   + Maintain policies and procedures
   
   + Incorporate Loss Prevention and safety messages into daily operations
   
   * Note: Additional responsibilities may be required depending on the volume and complexity of the store.
   
   Qualifications
   
   + Demonstrated sales results
   
   + Ability to effectively communicate foster a customer focused selling culture
   
   + Ability to provide effective, in the moment coaching to associates
   
   + Available to work weekend, closing and peak shifts
   
   + Supervisory experience preferred
   
   We are an equal opportunity employer. We do not make employment decisions based on an individual's race, color, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, marital status, pregnancy, genetic information or any other legally protected status, and we comply with all laws concerning non-discriminatory employment practices. We are committed to providing reasonable accommodations for associates and job applicants with disabilities. We only hire individuals authorized for employment in the United States.

   Copy this example

   

5. Post your job

   To find fashion supervisors 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 fashion supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level fashion supervisors 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 fashion supervisor job on Zippia to find and recruit fashion supervisor candidates who meet your exact specifications.
   • Use field-specific websites such as dribbble, authentic jobs, working not working, coroflot.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit fashion supervisors, 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.

   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 fashion supervisor

   Once you've found the fashion supervisor 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.

   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 fashion supervisor 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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