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Job outlook for key holder/sales leads in the United States
Key holder/sales lead job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected key holder/sales lead job growth rate is 5% from 2018-2028.
About 23,800 new jobs for key holder/sales leads are projected over the next decade.
Key holder/sales lead salaries have increased 7% for key holder/sales leads in the last 5 years.
There are over 191,416 key holder/sales leads currently employed in the United States.
There are 306,590 active key holder/sales lead job openings in the US.
The average key holder/sales lead salary is $30,574.
Are key holder/sales lead jobs in demand?
Key holder/sales lead job and salary trends over time
Key holder/sales lead jobs over time
Key holder/sales lead job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 191,416 | 0.06% |
| 2020 | 178,846 | 0.05% |
| 2019 | 198,262 | 0.06% |
| 2018 | 200,202 | 0.06% |
| 2017 | 202,991 | 0.06% |
Average key holder/sales lead salary over time
Key holder/sales lead salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $30,574 | $14.70 | +3.0% |
| 2024 | $29,670 | $14.26 | +1.8% |
| 2023 | $29,141 | $14.01 | +2.8% |
| 2022 | $28,346 | $13.63 | --1.3% |
| 2021 | $28,707 | $13.80 | +1.9% |
Key holder/sales lead jobs by state
Most common states for key holder/sales leads
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | Kansas | 2,913,123 | 1,242 | 43% |
| 2 | Delaware | 961,939 | 371 | 39% |
| 3 | Missouri | 6,113,532 | 2,293 | 38% |
| 4 | Massachusetts | 6,859,819 | 2,443 | 36% |
| 5 | Indiana | 6,666,818 | 2,376 | 36% |
| 6 | Kentucky | 4,454,189 | 1,611 | 36% |
| 7 | Maryland | 6,052,177 | 2,140 | 35% |
| 8 | Wisconsin | 5,795,483 | 2,005 | 35% |
| 9 | Nebraska | 1,920,076 | 671 | 35% |
| 10 | Idaho | 1,716,943 | 590 | 34% |
| 11 | Georgia | 10,429,379 | 3,443 | 33% |
| 12 | Alabama | 4,874,747 | 1,612 | 33% |
| 13 | Iowa | 3,145,711 | 1,032 | 33% |
| 14 | Arkansas | 3,004,279 | 1,004 | 33% |
| 15 | South Dakota | 869,666 | 287 | 33% |
| 16 | Maine | 1,335,907 | 428 | 32% |
| 17 | New Mexico | 2,088,070 | 641 | 31% |
| 18 | Colorado | 5,607,154 | 1,668 | 30% |
| 19 | Mississippi | 2,984,100 | 892 | 30% |
| 20 | Alaska | 739,795 | 224 | 30% |
Most common cities for key holder/sales leads
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Michigan City | 1 | 3% | $27,052 |
| 2 | West Palm Beach | 2 | 2% | $29,061 |
| 3 | Eagan | 1 | 2% | $34,272 |
| 4 | Gilroy | 1 | 2% | $31,871 |
| 5 | San Clemente | 1 | 2% | $30,915 |
| 6 | Aurora | 1 | 0% | $30,652 |
| 7 | Wichita | 1 | 0% | $29,603 |
Key Holder/Sales Lead job outlook: Expert opinions
Our panel of key holder/sales lead experts
Florida State University
University of Mount Union
Franklin and Marshall College
California State University Channel Islands
C. Darren Brooks Ph.D.
Assistant Department Chair and Executive Director, Center for Human Resource ManagementFlorida State University
Department of Management and the Center for Human Resource Management
What are the biggest trends we'll see in the Key Holder/Sales Lead job market given the pandemic?
C. Darren Brooks Ph.D.: The positive is that many companies are recruiting and hiring. The most noticeable trend is the is the impact of remote work and more specifically, how this has changed the nature in which many companies are interviewing, onboarding of new employees, and employee mobility. In terms of interviewing, interacting with potential employers via web-enable platforms requires job applicants to be attuned to details such as lighting, sound volume, environmental distractions that are not common with in-person interviews. Additionally, many employment events such as job fairs are virtual resulting in a much different experience for both the applicant and the employer. Getting comfortable with communicating in a clear and cogent way remotely is a key skill to develop. In fact, our Career Center at Florida State offers job search and interviewing sessions to help students and alumni develop better virtual interviewing skills.
Onboarding is another area that has seen a change as a result of the pandemic. While onboarding new employees through online programs what is a more recent change is the lack of physical support during the onboarding process. We know that onboarding is a critical period for employees as they are getting to know the company, job expectations, culture, how work is done, etc. Managing the onboarding process in a remote environment requires more deliberate action on the part of HR, supervisors, and the employee. In other words, we cannot rely on an employee walking down the hall to ask questions about an assignment or who to contact to obtain essential job information. Planned, regularly schedule interactions during the first few months to ensure expectations are understood, that the employee feels a part of the organization, and job-related questions can be addressed can help to alleviate feelings of uncertainty, frustration, stress, and alienation.
Lastly, we have noticed employment mobility decreasing over the past four to five years. In fact, data on migration and geographic mobility monitored by the U.S. Census found that as recently as 2018 only 9.8 percent of adults reported relocating which is down 10.2 percent from 1985[1]. Based on my research and consulting work, there are numerous reasons for this trend. First, individuals are making family-based choices not to move based on family considerations such as being nearby to assist with an aging parent or having a desire to stay close to family. Second, work and family balance have emerged as a key factor when deciding to relocate for work. More specifically, the decision to relocate for a job is no longer driven solely by financial reasons. Stability in the home and the need to accommodate the needs of other family members is equally important, such as dual income earning households or the illness of an elderly parent. Consequently, this complicates the decision-making process of whether to move. Lastly, communication and networking technology have enabled work to be performed without necessitating physical presence at a particular location. Given the psychological and financial costs of relocating and the fact that many jobs are being performed remotely, individuals are more likely to make decisions not to relocate and disrupt their personal lives because of their ability to connect to work via technology.
This is not to say that people are unwilling to relocate for work. However, it does mean that, as a result of more organizations moving work remotely, employers may have more challenges in relocating talent in the foreseeable future. In some instances, it may require employers increase salaries or enhance benefits in order to attract employees to move. Another option is for employers to establish offices in secondary cities outside the home office location. This option may afford an employee the opportunity to be closer to their preferred geography. For example, an individual living in Birmingham, AL may not be willing to relocate to Chicago due to factors such as the higher cost of living, family considerations or the weather but would be willing to move to Atlanta, GA or Charlotte, NC. Having a secondary office in one of these cities may be an acceptable alternative. Lastly, being flexible to hybrid location alternatives. While this is generally applied to certain types of jobs, allowing an employee to work remotely two or three weeks out of the month at home, then one-week in the company office may offer an opportunity to balance the needs of both the employer and the employee.
[1] Agovino, T. (2020). Americans aren't moving: The decline in worker mobility presents a challenge for employers in a tight labor market. Retrieved on December 11, 2020, SHRM
What's a good job out of college for Key Holder/Sales Leads?
C. Darren Brooks Ph.D.: This is a subjective question based on an individual's occupational interests, however, from my perspective a good job is one that allows you to apply your knowledge, skills, and experiences and provides some fulfillment in your life. Of course, there are many factors that influence your job choices such as your skillset, experience, pay, and the needs of the market for your skills, etc. However, as employers adapt to the evolving market demands, fields that will see higher levels of growth and new job opportunities are in the areas of healthcare, financial services, information technology and data security, software development, energy, data science and mathematics, analysts, and management. Specifically, my research suggests job growth over the next 3 to 5 years in the fields of:
-Healthcare. We are seeing demand in this field for both clinical and administrative jobs. Interestingly, according to the BLS, the area of home health is one of the fastest growing career areas with approximately 1.2 million jobs being created between 2019-2029. Additionally, administrators in healthcare industries are project to see a 32 percent growth in job opportunities over the next decade.
-Technology. This is a broad area that contains everything from software development to information and data security to artificial intelligence. As technology continues to become integrated with all jobs, including lower skilled jobs, technology professionals will continue to be in demand.
-Financial Services. Given the importance of financial management for individuals and organizations, financial management jobs are anticipated to grow by 15 percent over the next decade.
-Management. Managers, human resource professionals, consultants, and management analysts will continue to grow as organizations need professionals to help lead and manage turbulent times and changes in consumer demand. The BLS estimates approximately 500,000 new jobs will be created in this area over the next decade.
-Data Science/Operational Research/Mathematics. There are numerous occupations within this category. As a field, the need for jobs that analyzing data to inform organizational decisions is projected to see an increase of 31 percent.
Michael Grossman Ph.D.
Professor, Political Studies and International StudiesUniversity of Mount Union
Department of Political Science and International Studies
What will help Key Holder/Sales Leads increase their earning potential?
Michael Grossman Ph.D.: It's all about practical knowledge. Employers are less interested in your major or the classes you take. They want to see that you can do the work they need you to do. So internships are important. Also employers want to see you can be trained and can think critically, write well, and speak well. So in this regard more liberal arts focused curriculum is important.
What certifications/licenses/courses can have the biggest impact for Key Holder/Sales Leads?
Cynthia Krom: Professional certifications matter. If your profession has a certification, you need to have that certification to be competitive in this new world. So, a public accountant needs to have a CPA, and a corporate accountant needs to have their CMA. A fraud examiner needs their CFE. Find out what is available in your profession and take whatever courses or exams are needed to be at the top of your game, because everyone else will.
We don't really know what will be happening with professional licenses with remote work. A psychotherapist may be licensed in New York, but remotely treating a client in New Mexico. Technically, they probably need a license in New Mexico. But who will control that? Will it just be the professional responsibility of the therapist to only practice where licensed? Will their malpractice insurance only cover them if the client is where they are licensed? What about a physician operating on someone a thousand miles away using robotics?
In terms of courses not related to professional certification or licensure, technology is where it is at. First and foremost, polish your Zoom skills. Zoom is now your face-to-face workplace and you need to be a pro. YouTube has great videos about lighting for Zoom, even with reflective eyeglasses. Perhaps your IT department is able to help with connectivity issues and learning remote technologies. And, as we have all recently seen, you need to learn how to turn off filters that make you look like a kitten! For nearly every field, you have to know Microsoft Office (Word, PowerPoint, and Excel) or similar programs. You need to know how to work collaboratively on projects through things like Google Drive. If you are not fluent in the basics, you are showing up for a horse race with a little pony.
Ekin Pehlivan Ph.D.
Associate Professor of MarketingCalifornia State University Channel Islands
Martin V. Smith School of Business and Economics
What's a good job out of college for Key Holder/Sales Leads?
Ekin Pehlivan Ph.D.: I think a description of a "good" job opportunity is dependent on so many factors, almost all subjective. What I recommend my students usually, is that they try different things before graduation and find something that makes them feel a purpose other than (and in addition to) making ends meet. For this reason we started a program on our campus where students are hired to help non-profits and small businesses in our area of service. In this program, students get to gain and practice skills that can help them succeed in a corporate or freelance capacity. The students get to experiment without fear of losing a job and find what they would like their entry level positions to look like. While doing this they also help organizations and individuals who have the need but not the resources to get the services from professionals.