How to hire a key holder/manager

How to hire a key holder/manager, step by step

Here's a step-by-step key holder/manager hiring guide:

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

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1. Identify your hiring needs

   The key holder/manager 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

   A key holder/manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, key holder/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 key holder/manager salaries for various roles:

   Type of Key Holder/Manager	Description	Hourly rate
   Key Holder/Manager		$10-27
   Head Cashier	A head cashier is responsible for handling customer's payments efficiently and accurately. Head cashiers assist their colleagues in operating cashier's equipment and customer transactions... Show more	$12-17
   Store Leader	Store Leaders are employees in a company's retail outlet. They manage everything related to the store... Show more	$13-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Cash Handling
   • Sales Floor
   • Retail Store
   • Paperwork
   • Product Knowledge
   • Payroll
   • Bank Deposits
   • Loss Prevention
   • POS
   • Store Sales
   • Customer Complaints
   • Store Management
   • Store Operations

   Check all skills

   Responsibilities:

   • Manage all aspects of day-to-day business operations including budget, payroll, scheduling, problem solving, inventory, company database.
   • Register management of POS system and merchandise returns
   • Operate various POS functions including cash drops, inventory, train new employees, beginning and closing of day, etc.
   • Control expenses including staff schedules and payroll
   • Provide leadership, coaching, and improvement initiative to improve the operational efficiency.
   • Communicate and coordinate with other on-campus organizations and develop leadership and schedule building skills.

3. Make a budget

   Including a salary range in your key holder/manager job description is a great way to entice the best and brightest candidates. A key holder/manager salary can vary based on several factors:

   • Location. For example, key holder/managers' average salary in montana is 49% less than in rhode island.
   • Seniority. Entry-level key holder/managers earn 63% less than senior-level key holder/managers.
   • Certifications. A key holder/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 a key holder/manager's salary.

   Average key holder/manager salary

   $35,371yearly

   $17.01 hourly rate

   ---

   Entry-level key holder/manager salary

   $21,000 yearly salary

   Updated December 16, 2025

4. Writing a key holder/manager job description

   A key holder/manager 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 a key holder/manager job description:

   Key holder/manager job description example

   About Our Company
   General Description
   Generate Sales
   
   Produce sales gains, by providing customer service.
   To meet or exceed Company Objectives in all individual statistics.
   Learn to provide consistent, documented appraisal of an associate's sales performance. Provide support by giving feedback on areas of strength and opportunity while keeping in line with Company Objectives.
   Adhere to current visual guidelines includes: proper merchandising, signage and store cleanliness.
   Maintain a professional appearance consistent with Dress Code Policy.
   
   Principle Duties and Responsibilities
   Control Expenses
   
   Protect Company assets within guidelines of LIDS Retail policies.
   Assist in preparation of store schedules that provide proper store coverage and are within the Company guidelines for wage control.
   Follow all policies to accurately manage store inventory including receiving, transferring, completing price changes and conducting product counts.
   Perform proper documentation and record keeping per LIDS Retail policies as well as state and federal laws.
   Open and close the store as required following the procedures per the Operations P&P Manual.
   Support and adhere to all LIDS policies, procedures, and guidelines.
   
   Supervise Associates
   
   Participate in LIDS Training Programs, adhere to set goals (for sales and tasks) and regular follow up.
   Assist in recruiting and training store personnel on proper store operations and procedures.
   Encourage store associates' direct compliance of established company policies, procedures and guidelines including (but not limited to) safekeeping of company inventory, funds and property.
   Perform work of subordinates as needed.
   Communicate with employees at all levels of the company.
   Other duties as assigned.
   
   Additional Principle Duties and Responsibilities
   Job Required Knowledge & Skills
   High school diploma or equivalent plus one year relative experience.
   Established ability to produce sales results while minimizing loss.
   Strong interpersonal skills and the ability to communicate verbally in a clear professional manner.
   Ability to operate a computer, as well as maneuver relative software programs.
   Ability to lift up to 50 pounds.
   Ability to climb a ladder and work with hands overhead.
   Standing required for up to 100% of the work time.
   Ability to work unsupervised.
   
   Education
   Less Than High School GraduateHigh School Graduate or EquivalentReports To

   Copy this example

   

5. Post your job

   There are a few common ways to find key holder/managers 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 key holder/manager job on Zippia to find and attract quality key holder/manager candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with key holder/manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 key holder/manager

   Once you've found the key holder/manager 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 key holder/manager. 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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