How to hire a manager, sales person

How to hire a manager, sales person, step by step

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

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1. Identify your hiring needs

   Before you start hiring a manager, sales person, 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

   You should also consider the ideal background you'd like them a manager, sales person to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a manager, sales person that fits the bill.

   This list shows salaries for various types of managers, sales person.

   Type of Manager, Sales Person	Description	Hourly rate
   Manager, Sales Person	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$23-43
   Business To Business Sales Manager	A business to business sales manager is responsible for monitoring the company's business transactions and ensuring that the team meets sales goals and targets. Business to business sales managers review business accounts and perform adjustments to sales plans as needed to adhere to clients' requests and customer demands... Show more	$20-62
   Distribution Sales Manager	A distribution sales manager is tasked to find whole and retail sellers to distribute goods and services. Alongside distribution, the manager's tasks include monitoring all sales, orders, product performance, and retailer feedback to further improve the product... Show more	$17-53

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Payroll
   • Product Knowledge
   • Retail Sales
   • POS
   • Sales Floor
   • Inventory Control
   • Direct Sales
   • Real Estate
   • Sales Associates
   • Personal Sales
   • Cold Calls
   • Customer Relations
   • Salesperson

   Check all skills

   Responsibilities:

   • Manage office personnel, conduct performance evaluations, oversee training requirements scheduling and payroll.
   • Acquire vast knowledge of merchandise, equipment and POS system.
   • Full knowledge and use of company POS system, intranet, operations, inventory and stock rooms.
   • Master day-to-day operations of market including ordering and organizing inventory, conducting payroll, and supervising staff.
   • Utilize information technology expertise to develop and maintain web presence, create marketing opportunities, CRM management, and increase productivity.
   • Cultivate laser consumable sales to OEM manufacturers through collaboration and contract manufacturing.

3. Make a budget

   Including a salary range in your manager, sales person job description is one of the best ways to attract top talent. A manager, sales person can vary based on:

   • Location. For example, managers, sales person' average salary in alabama is 42% less than in new jersey.
   • Seniority. Entry-level managers, sales person 47% less than senior-level managers, sales person.
   • Certifications. A manager, sales person with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a manager, sales person's salary.

   Average manager, sales person salary

   $66,294yearly

   $31.87 hourly rate

   ---

   Entry-level manager, sales person salary

   $48,000 yearly salary

   Updated December 17, 2025

4. Writing a manager, sales person job description

   A manager, sales 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 manager, sales person job description:

   Manager, sales person job description example

   We are looking for a Personal Training Sales Manager to enhance the competencies of our Retro Fitness franchise by conducting training programs that will boost franchise club performance in alliance with company brand and core values. Our personal training department, known as Retro Results – powered by the New Exercise Order, is centered on generating positive and infectious energy conquering obstacles all clients have. You will be immersed in our Retro Operations culture to fully understand Retro’s strengths. “We are a results driven facility with many different membership options to fit your specific fitness goals”. Full Time position meeting all State and Federal requirements and regulations.
   Live by the RETRO values – integ Rity, dEdication, consis Tency, expe Rience and inn Ovation!
   Responsibilities:
   ⦁ Meeting and exceeding department sales and revenue goals as set by upper management.
   ⦁ Scheduling Retro Results staff hours to stay within company budget.
   ⦁ Scheduling of Retro Results Training Services.
   ⦁ Ensuring the overall credibility of Retro Results Fitness service offerings and the entire Retro Fitness Outlet.
   ⦁ Leading the Retro Results Coaches by example.
   Environment
   Working environment will predominately occur within the Retro Fitness Outlet, however franchisee or upper management may host outside marketing events in which employee may be scheduled for.
   Direct report
   This position is supervised by positions below and in order of:
   ⦁ Retro Fitness General Manager
   Managing
   ⦁ Personal Trainers (Coach)
   Retro Fitness Mission Statement
   Retro Fitness is a Health Club built on the respect and dedication for each of our members who entrust us to help them achieve their health and fitness goals. Our mission is to provide a consistent and innovative customer experience for each member to realize their true fitness potential; making America a healthier place 1 visit, 1 rep, 1 mile at a time. Qualifications: ⦁ Strong desire to help others reach their health and fitness goals.
   ⦁ Basic understanding of computer systems and programs.
   ⦁ Able to conduct training sessions with large and small groups.
   ⦁ Ability to work designated shifts as determined by management.
   ⦁ Understanding of the principles of physical fitness and proper exercise technique.
   ⦁ Strong customer service skills.
   ⦁ NASM, ACE, NSCA or ACSM personal training certification.
   ⦁ CPR/AED certification. Certain duties may be modified or added as determined by the General Manager or Owners.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right manager, sales person for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your manager, sales person job on Zippia to find and recruit manager, sales person candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit managers, sales person, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 manager, sales person

   Once you've selected the best manager, sales person 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 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.

   To prepare for the new manager, sales person 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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