How to hire an internal wholesaler

How to hire an internal wholesaler, step by step

Here's a step-by-step internal wholesaler hiring guide:

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

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1. Identify your hiring needs

   The internal wholesaler 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

   Hiring the perfect internal wholesaler 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.

   Here's a comparison of internal wholesaler salaries for various roles:

   Type of Internal Wholesaler	Description	Hourly rate
   Internal Wholesaler		$16-37
   Area Supervisor	An area supervisor opens and closes the store, maintains a comfortable and friendly shop environment, and supervises associates. Area supervisors are responsible for keeping track of daily operations in the business... Show more	$12-29
   District Supervisor	A district supervisor organizes and manages employees' weekly work schedules, balances and controls the payroll budget, and ensures that the company documentation procedures are met. They also maintain and verify payroll information... Show more	$20-50

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Inbound Calls
   • Phone Calls
   • Marketing Campaigns
   • Sales Support
   • Sales Ideas
   • CRM
   • Relationship Building
   • Business Plan
   • Sales Process
   • Annuities
   • Presentation
   • Drive Sales
   • Sales Territory

   Check all skills

   Responsibilities:

   • Lead cross-functional project team that develop a comprehensive presentation for improving AnnuityNet.
   • Team with external wholesaler to develop sales and servicing strategy in order to manage assign sales region effectively.
   • Prepare and utilize creative PowerPoint presentations for recap and analysis of various promotional events and for persuasive sales presentations.
   • Leverage superior public speaking and persuasion skills to gather assets.
   • Market DI and LTC products to brokers and insurance agents.
   • Offer cross-selling ideas and propose new concepts for gathering assets under management.

3. Make a budget

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

   • Location. For example, internal wholesalers' average salary in arkansas is 48% less than in washington.
   • Seniority. Entry-level internal wholesalers earn 56% less than senior-level internal wholesalers.
   • Certifications. An internal wholesaler 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 internal wholesaler's salary.

   Average internal wholesaler salary

   $53,060yearly

   $25.51 hourly rate

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   Entry-level internal wholesaler salary

   $35,000 yearly salary

   Updated December 18, 2025

4. Writing an internal wholesaler job description

   A good internal wholesaler 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 internal wholesaler job description:

   Internal wholesaler job description example

   · 1-3 years of experience in sales or other relevant job experience

   · Basic understanding of financial markets and retirement trends

   · Ability to use social media to increase sales effectiveness

   · Ability to pass the insurance and/or securities examinations

   · College degree preferred

   Core Competencies:

   · Strong communication skills

   · Strong telephonic skills

   · Self-starter that thrives on high activity in a high-energy environment

   · Personal Effectiveness / Credibility

   · Demonstrates professionalism and business acumen

   · Willing to accept constructive feedback in order to grow professionally

   Compensation:

   · Competitive base salary plus Bonus

   · Employee benefits (health, 401K, life, etc)

   · Paid Time Off / Paid Holiday Closings

   Location : Glastonbury, CT or Monticello, MN

   Company DescriptionSimplicity Financial Distributors is a full-service financial products distribution company that specializes in serving the unique needs of partner agencies, broker-dealers, and their affiliated financial advisors. The company was founded in 2007 with the goal of providing its distribution partners with access to best-in-class fixed, fixed indexed, and variable annuity products, and the operational support, training, and marketing programs to grow product sales. Simplicity Financial Distributors joined Simplicity Financial Marketing Group Holdings (“Simplicity Group”) in 2016 to further accelerate its strategic growth and development.
   
   Headquartered in Summit, New Jersey, Simplicity Financial Marketing Group Holdings (“Simplicity Group”) is the fastest growing financial products distribution business in the country. Led by hallmarks of education, value and partnership, Simplicity Group serves holistic financial professionals and their clients with a comprehensive suite of products and services designed for every phase of life, along with full-service marketing and operational support.
   
   Through its vast distribution network, Simplicity Group has assisted with the placement of more than $4.5 billion of financial assets in 2020. The organization has more than 280 employees, 23 operating subsidiaries, and dates its history back 40 years. Simplicity Group is owned by one of the leading NYC-based financial services private equity funds and by its operating Partners, who help drive Simplicity Group’s growth and oversee daily operations.
   
   For more information, please visit simplicitygroup.com.

   Copy this example

   

5. Post your job

   To find the right internal wholesaler for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with internal wholesalers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit internal wholesalers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your internal wholesaler job on Zippia to find and recruit internal wholesaler candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Recruiting internal wholesalers 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.

   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 internal wholesaler

   Once you've found the internal wholesaler 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.

   After that, you can create an onboarding schedule for a new internal wholesaler. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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