How to hire a key person

How to hire a key person, step by step

Here's a step-by-step key person 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 person job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new key person
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your key person job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a key person for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A key person's background is also an important factor in determining whether they'll be a good fit for the position. For example, key people 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.

   This list shows salaries for various types of key people.

   Type of Key Person	Description	Hourly rate
   Key Person	Gaming services workers serve customers in gambling establishments, such as casinos or racetracks. Some workers tend slot machines, deal cards, or oversee other gaming activities such as keno or bingo... Show more	$12-27
   Slot Attendant	Slot attendants are essential employees inside a casino or amusement center. This person's main task is to look after slot machines in a casino and act as support and a source of information for guests... Show more	$9-16
   Floorperson	A floorperson deals with the report of jackpots on a casino floor. It is their responsibility to determine if a jackpot is valid, and in the case where the jackpots are not registered on the computer, the floorperson may be required to calculate the amount of the winnings... Show more	$11-46

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2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Guest Service
   • Casino Floor
   • Customer Complaints
   • Payroll
   • Bank Deposits
   • RAN
   • Cash Drawers
   • Inventory Control
   • Sales Floor
   • Front End
   • Store Operations
   • Windows
   • POS

   Check all skills

   Responsibilities:

   • Access electronic and paper cataloging systems to look up product information and availability.
   • Redeem TITO tickets using cash redemption scanner.
   • Carry out customer's groceries, bag groceries, do various janitorial tasks that keep the store operating smoothly, stock groceries

3. Make a budget

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

   • Location. For example, key people' average salary in missouri is 41% less than in alaska.
   • Seniority. Entry-level key people earn 56% less than senior-level key people.
   • Certifications. A key person 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 person's salary.

   Average key person salary

   $37,976yearly

   $18.26 hourly rate

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   Entry-level key person salary

   $25,000 yearly salary

   Updated December 19, 2025

4. Writing a key person job description

   A key person 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 key person job description:

   Key person job description example

   Glossier is a digital-first beauty company on a mission to inspire everyone to find joy and confidence in their personal beauty style. We create physical, digital, and offline experiences inspired by our community that foster connection, inspire a sense of belonging, and invite people to participate in Glossier. We are inclusive, customer-devoted, curious, courageous, discerning, and results-driven.
   
   Our store leaders will help drive our people-first employee experience philosophy rooted in authenticity, integrity, inclusion, equity, and empathy. As a Key Lead, it's your responsibility to support the overall efforts of the store's leadership team in creating inspiring and exceptional experiences, and fostering and maintaining a safe, equitable, and inclusive environment for both store teams and customers. Finally, acting as a constant presence on the floor, you will help create an environment in which employees can develop their full potential, fulfilling all core talent competencies and embodying our company values.
   
   Not new to the Glossier team? We welcome your application! Many of our Corporate Retail team members have joined within the last year and we would love to hear from you to get to know you (or get reacquainted). Please submit your candidacy for consideration!
   
   As an extension of the store's leadership team, you will be fully immersed in the store's FOH and BOH operations. Performance expectations include but are not limited to the following:
   Team Leadership
   
   Support an employee culture that is driven by our people-first employee experience philosophy. Deeply understand, embody, and model Glossier's mission, vision and values: Devoted to the Customer, Inclusive, Curious, Courageous, and Discerning. Support an inclusive and equitable work environment and uphold our Code of Conduct and commitment to a work environment that is free from discrimination, harassment, bullying, and intimidation. Liaise with the store's leadership team to maintain clear, open, and ongoing communication as it relates to positive and/or developmental feedback on the store team or any other operational observations. Participate in the store's recognition initiatives, in partnership with the store's leadership team, supporting a work environment of collaboration, camaraderie, and fun- joy is our language! Serve as a deeply knowledgeable resource of our product philosophy and portfolio as well as our operational standards of excellence to the store team. Manage coverage needs on a daily basis (meal breaks, rest periods) as well as completing the Editor Zone Charts. Lead team communication through shift meetings (morning or afternoon “huddles”), sharing relevant information as needed (business goals, HQ updates, store news, etc.).
   Customer Experience Leadership Model and coach Glossier's customer experience principles, ensuring consistently memorable and inspiring customer and employee experiences. Spend 100% of your time on the sales floor and/or BOH areas as assigned, working directly with customers and the store team. Active participation in the Host of the Party (HOP - Manager on Duty/MOD) program. Serve as an added resource to the store team when customer matters arise requiring leadership support. Assist the store team with any ad hoc customer accommodations (e.g., returns/exchanges, guest recovery accommodations, etc.). Recognize and reinforce excellent customer service interactions and facilitate a “best practice” resource library to be incorporated into training. Ensure all operational standards are upheld (e.g., visual merchandising, store cleanliness, safety processes, etc.). Business Leadership
   
   Deeply knowledgeable of business KPIs and responsible for reinforcing communication to the team in a fun and engaging manner. Responsible for opening and closing duties at the beginning and/or end of the business day, setting the store up for success. Serve as an extension of the leadership team when managing ad hoc vendor requests, liaising with leadership as needed. Deliver on Glossier's unique retail experience philosophy, optimizing first and foremost for excellence in customer experience, while demonstrating an understanding of ultimate financial impact. Support the efforts of building connections within the community, in partnership with the Associate Store Director(s), to strengthen opportunities to network and create new local partnerships for potential events, etc. Qualifications 2+ years of supervisory experience in a fast-paced retail, customer service, or hospitality environment. Experience in promoting and supporting a people-first employee culture, fostering an engaging, welcoming, and inclusive environment. Demonstrated ability to employ outstanding communication practices that are ongoing, clear, and structured. Proven ability to motivate and inspire teams, maintaining high levels of engagement and strong employee morale. Desire and willingness to roll up your sleeves and jump in when the situation requires it. Passion for building exceptional, detail-oriented, customer and employee experiences. Ability to work a flexible schedule, including evenings, weekends, and holidays required. Skilled in executing customer service and operational efficiencies a plus. NOTE: Glossier requires all newly-hired employees whose job responsibilities require them to work from a Glossier office or retail location or require them to travel, work in person with vendors or others or participate in creative productions to be fully vaccinated against COVID-19. Glossier is an equal opportunity employer and will provide reasonable accommodation to those individuals who are unable to be vaccinated consistent with federal, state or local law.
   Click here to view the candidate privacy policy under FAQ's
   
   About Glossier Founded in 2014, Glossier is a digital-first, growth-stage beauty company on a mission to inspire everyone to find joy and confidence in their personal beauty style. We build products and experiences inspired by our community, and are reimagining the beauty shopping experience with a people-first approach to discovery, both online and offline. We are an Equal Employment Opportunity (“EEO”) Employer. It has been and will continue to be a fundamental policy of Glossier not to discriminate on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, domestic violence victim status, sexual orientation, age, national origin, alienage or citizenship status, veteran or military status, disability, medical condition, genetic information, caregiver status, unemployment status or any other characteristic prohibited by federal, state and/or local laws. This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignment, benefits, layoff, and termination.

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5. Post your job

   To find the right key person 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 key people they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit key people 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 key person job on Zippia to find and recruit key person candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with key person 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.

   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 key person

   Once you have selected a candidate for the key person position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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.

   Once that's done, you can draft an onboarding schedule for the new key person. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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