How to hire an indirect sales manager

How to hire an indirect sales manager, step by step

Here's a step-by-step indirect sales manager hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an indirect sales manager, 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

   An indirect sales manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, indirect sales managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of indirect sales manager salaries for various roles:

   Type of Indirect Sales Manager	Description	Hourly rate
   Indirect Sales Manager	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$18-36
   Product Manager/Sales	A sales product manager is responsible for monitoring the sales performance of a specific product and ensuring that the marketing strategies adhere to market standards and client requirements. Sales product managers work closely with the marketing and public relations team to enhance the product's brand image on various market platforms to reach the target audience... Show more	$36-75
   Sales Manager/Sales Trainer	A sales trainer or manager provides training for the sales staff. The target of the training is to improve the sales figures and meet target sales... Show more	$25-74

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Indirect Sales
   • Business Development
   • Indirect Channel
   • Direct Sales
   • Sales Objectives
   • Dealer Channel
   • Account Executives
   • Retail Sales
   • Sales Management
   • Retail Locations
   • Business Relationships
   • Sales Associates
   • Co-Op
   • Sales Channels

   Check all skills

   Responsibilities:

   • Leverage other sales office resources and administrative/support staff to achieve personal and team relate revenue goals.
   • Work with distributors, manufacture representatives and online accounts to ensure accurate distribution, pricing and promotions.
   • Create a comprehensive program for new representatives internationally, incorporating instruction & assessment utilizing eLearning and live in-classroom / lab-base training.

3. Make a budget

   Including a salary range in your indirect sales manager job description is a great way to entice the best and brightest candidates. An indirect sales manager salary can vary based on several factors:

   • Location. For example, indirect sales managers' average salary in oklahoma is 40% less than in new jersey.
   • Seniority. Entry-level indirect sales managers earn 48% less than senior-level indirect sales managers.
   • Certifications. An indirect sales manager 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 an indirect sales manager's salary.

   Average indirect sales manager salary

   $54,454yearly

   $26.18 hourly rate

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   Entry-level indirect sales manager salary

   $39,000 yearly salary

   Updated December 19, 2025

4. Writing an indirect sales manager job description

   A good indirect sales manager job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an indirect sales manager job description:

   Indirect sales manager job description example

   Choosing an opportunity with Global Tax Management (GTM), you will be part of a winning team while adding value to your career as a tax professional. At GTM you will have the ability to engage with leaders, while immersing yourself in challenging work that directly impacts our clients. As part of the SALT Indirect Tax team, the Manager is primarily responsible for delivering indirect tax services for new and existing clients and assisting with the management of the SALT - Indirect Tax Team.
   
   GTM is an employee-owned organization (ESOP), specializing in tax services for multinational Fortune 1000 and SEC corporate clients. By understanding our clients' business strategies, we provide a broad range of federal, state, local and international tax services to meet their needs.
   A hybrid / remote work opportunity will be considered for qualified candidates.
   
   Duties Include:
   
   Develop and maintain strong client relationships on SALT - Indirect Tax consulting engagements
   
   Identify client needs and leverage GTM's services and resources to meet those needs and cross-sell among various lines of service
   
   Plan, deliver, and manage SALT Indirect Tax services and support on a variety of client assignment including use tax process, audit management, audit abatement, day-to-day tax operations support, tax research, tax automation support, exemption certificate management and other related areas
   
   Execute, maintain, improve, streamline the workflow / documentation / infrastructure within SALT Indirect Tax related to day-to-day client support, use tax reviews, audit administration, audit abatement, refund projects and appeals
   
   Providing project management and leadership to the SALT Indirect Tax projects are critical to the role of a manager in SALT. This includes establishing/maintaining project plans, sharing these timely with the team, holding team meetings, preparing agendas, running the meetings so as to achieve the meeting objectives, sending follow up communication, and making sure open items are recorded and completed timely.
   
   Provide leadership to SALT Indirect Tax team in expanding the effective use of technology including ERP data acquisition, advanced Excel tools, data management tools including Alteryx, data warehousing, and robotics
   
   Provide mentoring and guidance for the development and motivation of the SALT - Indirect Tax team
   
   Note: This list is not intended to be an all-inclusive list. Other similar tasks and duties as assigned may be expected in addition to this list
   
   A hybrid / remote work opportunity will be considered for qualified candidates.
   Requirements
   
   Bachelor's degree in Accounting, Finance, or other business-related field required, advanced degree or certification (MBA, MST, CPA, or CMI) a plus
   
   Demonstrated subject matter expertise in SALT Indirect Tax based on 8+ years of SALT Indirect Tax experience in consulting in large corporate tax environment, which include sales tax department operations, audit management, reverse audit, tax appeals,
   
   Proven ability to deliver, manage and grow GTM SALT Indirect Tax services to clients
   
   Solid understanding and experience with SALT indirect tax in multiple industries, including manufacturing and technology/software
   
   Excellent research and writing skills
   
   Strong presentation and communication skills
   
   Ability to learn quickly and work efficiently in a fast-paced environment with concurrent projects and initiatives
   
   Experience effectively managing a team of tax professionals
   
   Benefits
   
   GTM offers a competitive compensation/benefit package which includes participation in the ESOP, continuing education, annual bonus, and comprehensive benefits.

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5. Post your job

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

6. Interview candidates

   Recruiting indirect sales managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 indirect sales manager

   Once you've selected the best indirect sales manager 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.

   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 indirect sales manager 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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