How to hire a merchandise sales manager

How to hire a merchandise sales manager, step by step

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

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1. Identify your hiring needs

   Before you post your merchandise sales manager 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 merchandise sales manager 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

   You should also consider the ideal background you'd like them a merchandise sales manager 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 merchandise sales manager that fits the bill.

   This list presents merchandise sales manager salaries for various positions.

   Type of Merchandise Sales Manager	Description	Hourly rate
   Merchandise Sales Manager	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$16-37
   Sales Manager/Sales Trainer	A sales trainer or manager provides training for the sales staff. The target of the training is to improve the sales figures and meet target sales... Show more	$25-74
   Sales Team Manager	A sales team manager is responsible for monitoring the sales performance and goals of an organization by strategizing on efficient techniques to sell goods and services to customers. Sales team managers identify business opportunities by analyzing the current market trends that would increase the company's revenues and profitability... Show more	$16-60

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Sales Floor
   • Sales Associates
   • Inventory Control
   • Increase Sales
   • POS
   • Product Knowledge
   • Loss Prevention
   • Merchandise Sales
   • Retail Sales
   • Inventory Management
   • Store Operations
   • Drive Sales
   • Store Management

   Check all skills

   Responsibilities:

   • Prospect and cold-cal commercial locations, building relationships with distributors and manufacturer representatives to leverage internal leads.
   • Develop a weekly sales report to enable managers to better track sales and POS to goal and prior year.
   • Represent a complete line of paper and janitorial supplies to wholesale distributors, service established accounts and develop new business partners.
   • Increase ROI by narrowing focus on strategic accounts, markets & doors.
   • Create marketing content for pages and promotional initiatives, newsletter design and implementation, create designed and produce PowerPoint presentations.

3. Make a budget

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

   • Location. For example, merchandise sales managers' average salary in oklahoma is 40% less than in district of columbia.
   • Seniority. Entry-level merchandise sales managers 57% less than senior-level merchandise sales managers.
   • Certifications. A merchandise sales manager 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 merchandise sales manager's salary.

   Average merchandise sales manager salary

   $52,766yearly

   $25.37 hourly rate

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   Entry-level merchandise sales manager salary

   $34,000 yearly salary

   Updated January 14, 2026

4. Writing a merchandise sales manager job description

   A merchandise sales 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 merchandise sales manager job description:

   Merchandise sales manager job description example

   Assistant Sales & Merchandising Manager - CUB | 141772Job Posting Oct 10, 2022Primary Location United States of AmericaOther Locations Minnesota-Stillwater Description
   Purpose
   
   The Assistant Sales and Merchandising Manager (ASMM) will support the Category Manager (CM) in maximizing the performance of the CM's categories/subcategories. The ASMM will make recommendations to the CM and coordinate with vendors as needed. The ASMM may manage categories/sub-categories with a focus on the banner's top line while maintaining profitability.
   
   Job Responsibilities and Accountabilities
   
   Planning Responsibilities: Provides input and local insight into categories to the CM as well as identifying local opportunities. Will help layout display plans for weekly ads as well as non-ad display plans that drive top line sales. Critical part of the planning is forecasting the product needs in timely manner to support merchandising initiatives.
   
   Pricing Responsibilities: Provides input into pricing strategies to the Cub pricing team as well as the CM. Executes regular and promo retail pricing activities while maintaining the Cub standard in pricing, promotion, and profitability.
   
   Assortment Responsibilities: Provides input for national items. May manage local vendors and hybrids. Provides performance feedback on items. Manages selection, discontinue and markdown for local items. Gives feedback to CM on category/item performance throughout the year.
   
   Ad/Promo Responsibilities: Works with the CM to have robust promotional plan that aligns with category strategy and is within Cub standards. This includes print ad, digital ad and many more vehicles used for promotions at store level. ASMM will provide CM recaps of performance of ads with recommendations for future rotations, price points and display vehicles.
   
   Procurement Responsibilities: Regular communication with UNFI procurement team to advance book product for ads, displays and other activities. This communication also includes timely updates to ensure Cub receives the right amount of product.
   
   Sourcing Responsibilities: Working with vendors directly to ensure Cub has the product required to cover business needs whether through UNFI warehouse or DSD process.
   
   Operations Responsibilities: Works with operations by communicating expectations and strengthen the relationship and cohesiveness between merchandising and the stores to ensure proper execution of strategies and programs.
   
   Marketing Responsibilities: Works directly with marketing to ensure all needs are covered from a marketing standpoint as well as in store marketing to support display activities.
   
   Job Requirements
   
   Relevant Experience, Education, Certification, Knowledge, Skills and Abilities
   
   Bachelor's degree or equivalent experience plus a minimum of 3 years retail merchandising experience. Greater depth of specific category expertise may be required on a case-by-case basis.
   Must have a strong knowledge base in supermarket retail and an understanding of consumer behavior in relation to product performance; must carry a detailed understanding of cause-effect relations between operational levers and performance (assortment/price vs. volume/margins).
   Ability to plan for the medium term; experience in successfully monitoring performance; strong client management skills, particularly working with vendors; ability to partner with the banners as a team
   Must be able to adapt to competitor and/or market shifts; must be able to learn/adapt quickly to changes and cooperate/promote partnerships with other banners, departments, Enterprise Merchandising, etc.
   Must have a sound fundamental understanding of sales forecasting and planning at the banner level.
   
   Physical Environment
   
   Some work is performed in a temperature-controlled office environment.
   Incumbent may sit for long periods of time at desk or computer terminal.
   Incumbent may use calculators, keyboards, telephone, and other office equipment in the course of normal workday.
   Stooping, bending, twisting, and reaching may be required in completion of job duties.
   Must be available to work flexible or unusual hours as needed, including weekends.
   Travel may be necessary at times.
   
   The above statements are intended to describe the general nature of the work performed by the employees assigned to this job. All employees must comply with Company policy and applicable laws. The responsibilities, duties and skills required of personnel so classified may vary within each department and/or location.

   Copy this example

   

5. Post your job

   To find merchandise sales managers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any merchandise sales managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level merchandise sales managers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting merchandise sales managers 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.

   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 merchandise sales manager

   Once you've decided on a perfect merchandise sales manager candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   To prepare for the new merchandise sales manager 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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