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Job outlook for mobile sales consultants in the United States
Mobile sales consultant job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected mobile sales consultant job growth rate is 0% from 2018-2028.
About 1,900 new jobs for mobile sales consultants are projected over the next decade.
Mobile sales consultant salaries have increased 19% for mobile sales consultants in the last 5 years.
There are over 35,843 mobile sales consultants currently employed in the United States.
There are 353,929 active mobile sales consultant job openings in the US.
The average mobile sales consultant salary is $43,181.
Are mobile sales consultant jobs in demand?
Mobile sales consultant job and salary trends over time
Mobile sales consultant jobs over time
Mobile sales consultant job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 35,843 | 0.01% |
| 2020 | 35,601 | 0.01% |
| 2019 | 41,706 | 0.01% |
| 2018 | 42,900 | 0.01% |
| 2017 | 42,920 | 0.01% |
Average mobile sales consultant salary over time
Mobile sales consultant salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $43,181 | $20.76 | +7.2% |
| 2024 | $40,263 | $19.36 | +4.3% |
| 2023 | $38,589 | $18.55 | +4.3% |
| 2022 | $37,010 | $17.79 | +2.3% |
| 2021 | $36,165 | $17.39 | +4.1% |
Mobile sales consultant jobs by state
Most common states for mobile sales consultants
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | Maine | 1,335,907 | 449 | 34% |
| 2 | North Dakota | 755,393 | 250 | 33% |
| 3 | New Hampshire | 1,342,795 | 385 | 29% |
| 4 | Tennessee | 6,715,984 | 1,849 | 28% |
| 5 | Indiana | 6,666,818 | 1,795 | 27% |
| 6 | Alabama | 4,874,747 | 1,331 | 27% |
| 7 | South Dakota | 869,666 | 236 | 27% |
| 8 | South Carolina | 5,024,369 | 1,310 | 26% |
| 9 | West Virginia | 1,815,857 | 479 | 26% |
| 10 | Delaware | 961,939 | 239 | 25% |
| 11 | District of Columbia | 693,972 | 174 | 25% |
| 12 | Virginia | 8,470,020 | 2,009 | 24% |
| 13 | Kentucky | 4,454,189 | 1,067 | 24% |
| 14 | Massachusetts | 6,859,819 | 1,606 | 23% |
| 15 | New Mexico | 2,088,070 | 471 | 23% |
| 16 | Connecticut | 3,588,184 | 776 | 22% |
| 17 | Vermont | 623,657 | 140 | 22% |
| 18 | Michigan | 9,962,311 | 2,118 | 21% |
| 19 | Wisconsin | 5,795,483 | 1,196 | 21% |
| 20 | Colorado | 5,607,154 | 1,187 | 21% |
Most common cities for mobile sales consultants
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Joplin | 1 | 2% | $35,795 |
| 2 | Wilkes-Barre | 1 | 2% | $38,006 |
Mobile Sales Consultant job outlook: Expert opinions
Our panel of mobile sales consultant experts
University of Southern Mississippi
Florida State University
Saint Xavier University - Chicago, IL
University of Hawaii at Manoa
The University of Findlay
University of Mount Union
Landmark College
Franklin and Marshall College
California State University Channel Islands
Penn State Behrend
University of North Carolina at Asheville
Drexel University, Antoinette Westphal College of Media Arts & Design
What Mobile Sales Consultant skills would you recommend for someone trying to advance their career?
Kevin Buckley: Adaptability - The sales environment is evolving rapidly with changes in buyer expectations, technologies, and go-to-market strategies. Successful salespeople will need to be highly adaptable, comfortable with change, and able to quickly adjust their approach as needed. Those stuck in outdated methods will struggle. Digital Selling - The ability to effectively sell through digital channels and virtual interactions is now table stakes. Mastering skills like virtual presentations, video marketing, social selling, and leveraging sales technology tools will separate the top performers. Buyers expect a seamless, digitally-enabled experience. Business Acumen - More than ever, salespeople need the ability to position their products/services as strategic solutions that tangibly impact the client's key objectives, financial metrics, and business outcomes. Knowing how to speak the language of business strategy is crucial for consultative selling.
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 Mobile Sales Consultant 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 certifications/licenses/courses can have the biggest impact for Mobile Sales Consultants?
C. Darren Brooks Ph.D.: As jobs become more complex and require additional knowledge and skills, more advanced qualifications are becoming more the norm. However, this will largely be determined by the type of work a job prospect is seeking. Professional and technical positions often require advanced certifications, licenses, or degrees in certain areas such as a certified public accountant or a certified professional in human resources or a course in SQL. In order to be competitive in a post-pandemic job market, job seekers should research the field(s) of interest to understand what would be considered minimum requirements for a job to evaluate if they should invest in additional licensure or preparation.
What's a good job out of college for Mobile Sales Consultants?
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.
Margie Bernard MBA
Faculty - Graduate Healthcare AdministrationSaint Xavier University - Chicago, IL
Graham School of Management MBA Program
What's a good job out of college for Mobile Sales Consultants?
Margie Bernard MBA: A certificate on how to make Lean Process Improvements, which is something we offer to our graduate management students. This methodology teaches young graduates how to add value to every patient's experience while assuring that wasteful workflow actions or steps are driven out.
Team projects you have helped to complete look excellent on resumes. Make sure to emphasize why results achieved can enhance the lives of patients, family members or community residents this year.
Completed courses in accounting and finance show prospective employers that
you know how to save rather than spend organization resources on the job. Key principles covered
in such classes will also help to grow amounts you keep in your wallet and savings account as well.
Dr. Barbara Joyce
ACCESS Academic Advisor for undergraduate students in Sociology, Departmental advisorUniversity of Hawaii at Manoa
Department of Sociology
What's a good job out of college for Mobile Sales Consultants?
Dr. Barbara Joyce: A good job out of college is one that the graduates want, a job that is meaningful, that uplifts and inspires them, a job in which they use, and continue to develop, their talents and skills, and, of course, a job that provides them with the material resources and benefits they need to enjoy life. Credit where credit is due, Stephen R. Covey writes of the importance of those elements in his book Principle-Centered Leadership. I like his work a lot.
What are the biggest trends we'll see in the Mobile Sales Consultant job market given the pandemic?
Amy Rogan: Certainly, the coronavirus pandemic has had a major effect on all industries including journalism. I think the pandemic has changed how journalists conduct and record interviews and produce stories.
Technology was already allowing reporters to act more independently by allowing more mobile flexibility. I believe this is where the industry will continue to develop for digital reporters, including broadcast and print.
Trends in journalism include more interviews via video services such as Zoom, and finding ways to shoot interviews safely. As has happened a number of times in our industry, what's happening in the world affects the technology we develop and use. Whether it's covering a war from the front lines, or learning the best way to safely conduct an interview (via video call or in person) during a pandemic, the times have always influenced the technology in our business.
But journalists are also fighting an uphill battle to deal with a public that now sees the Fourth Estate as the enemy of the people.
Political leaders have had conflicting messages about the pandemic, which has made it difficult for journalists to report actual facts about a pandemic shrouded in secrecy. This in turn has made it difficult for the public to know who to trust for information about COVID-19.
Finding trusted resources over the last four years has been difficult for the general public. It is overwhelmed with a multitude of media outlets which makes the fight for media literacy increasingly difficult. So new journalists need to develop thick skin quickly, become even more tenacious in the pursuit of facts, and maintain strong ethics and commitment to accuracy to protect their reputation as a trusted news source.
What's a good job out of college for Mobile Sales Consultants?
Amy Rogan: There are any number of ways to break into journalism. There is no one true path. If a journalist is interested in television I recommend they look for assistant producer positions or assignment editor positions. Many people who think they want to be on-air talent figure out they really enjoy producing much better.
Digital content producer is another good way to work a journalist way into on-air television work. It's also a way to work into newspapers as they are now more digitally dependent.
Larger organizations have more specialty digital positions in research or digital analytics. But starting out in a small market allows you to learn a lot and work your way into bigger markets and responsibilities.
Michael Grossman Ph.D.
Professor, Political Studies and International StudiesUniversity of Mount Union
Department of Political Science and International Studies
What certifications/licenses/courses can have the biggest impact for Mobile Sales Consultants?
Michael Grossman Ph.D.: It is less about licenses or courses and more about experiences. In this regard, internships are crucial.
What will help Mobile Sales Consultants 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's a day at work look like for a Mobile Sales Consultant?
Daniel Miller Ph.D.: One of the biggest things to understand is that there likely won't be a typical "day at work" post-Covid. That is, organizations will be all over the place with their organizations and structures following the pandemic. While some will likely seek to go back to their pre-Covid organizational and work models, many (maybe most?) will continue to incorporate elements of the structural changes imposed in response to Covid.
This means, in particular, the graduates are likely to encounter at least some positions in which remote working is a constitutive feature of their jobs. This will bring both costs and benefits to grads, and will provide both challenges and opportunities. Graduates will have to have familiarity with the technologies necessary for remote work, collaboration, and communication. Some will have the opportunity to work remotely full-time, or most of the time, which brings with it flexibility but also requires excellent individual time-management skills. The flexibility that comes with remote is also accompanied by the risk of "work creep," which we're all already familiar with from our mobile devices. The breakdown or softening of the boundaries of the traditional 9-5 workday brings with it the risk of increased after-hours and weekend video meetings, increases already-existing expectations that employees will check and respond to work-related emails in off hours, etc.
Many companies will likely also realize (or have already) that they can cut costs by shifting their employees to remote work options, which will be popular with many employees, for the reasons already noted, as well as others. However, I think one significant downside to this is that some costs traditionally incurred by businesses and other organizations will be passed on to employees. Employees will be increasingly responsible for providing adequate internet service, technical hardware, and suitable workspaces, which would traditionally have been provided by employers. I don't think most employers are going to suitably increase wages or otherwise subsidize these new costs passed on to employees (and will use the economic downturn associated with Covid as a reason not to), and many likely will not maintain IT departments or related resources to serve employees. Adding to all of these costs is the fact that, since the passage of the Republican tax bill in 2017, employees cannot deduct non-reimbursed business expenses on their personal taxes. Finally, shifts to increased remote work will continue to exacerbate and extend inequalities have come into stark relief during the Covid crisis, disproportionately affecting women, parents will children, and communities of color negatively.
What technical skills for a Mobile Sales Consultant stand out to employers?
Daniel Miller Ph.D.: As the American Association of University Professors (AAUP) and other organizations have repeatedly found, students graduating with degrees in the liberal arts (the areas in which I teach and have competence) have the skills and capacities that employers desire (e.g., critical thinking skills, strong verbal and written communication skills, synthetic and analytical thinking skills, etc.). But the technical capacities necessary to communicate and used these skills will be more important than ever. I would anticipate that graduates will have to be comfortable moderating and running meetings on online platforms. They will have to know how to design and share presentations that are well-suited to online and remote platforms. They will have to be able to multi-task in presentations, tracking on-screen discussions as well as simultaneous chat options. Along with all of this, they have to have a greater awareness of creating online and virtual content that is accessible to all users. I would think that graduates who can communicate these skills to employers will be far better situated than those who cannot.
What certifications/licenses/courses can have the biggest impact for Mobile Sales Consultants?
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 technical skills for a Mobile Sales Consultant stand out to employers?
Ekin Pehlivan Ph.D.: Our most recent survey with employers, really emphasize that technical skills are not the priority for most. Almost all mention communication and problem solving skills are the most desired, followed by critical thinking and professionalism. Given the nature of the digital economy, data literacy is one technical skill that would be relevant to almost anyone in the upcoming years. In certain areas learning automation (operations or marketing), and databases (SQL) would also benefit new graduates.
What's a good job out of college for Mobile Sales Consultants?
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.
What technical skills for a Mobile Sales Consultant stand out to employers?
Linda Hajec: I think the basics are still important - the feedback from employers still says that they want to see excellent skills in Excel - but if we are talking about changes as a result of the pandemic, job candidates that can also show a comfort level with remote meeting software will feel more natural and less awkward going forward. If you are going to meet on Zoom, make sure you know where to find the features on the screen and if you need to, practice with someone who knows you are just needing to mess around with the settings.
The last thing you would want to do is accidentally exit your interview halfway through because you didn't know where the "share screen" button was. Being familiar with other online collaboration software such as Teams or GoogleDocs is important, too. Even companies that are not working 100% remote are finding great use for these kind of sites, even just to house documents such as policy manuals that they want to share with a group of employees. The fact that a group can work together an collaborate asynchronously is a reality that many companies had not faced before, so the employee needs to be prepared to remember to follow up on team projects instead of waiting for a meeting to see where everything stands.
What are the biggest trends we'll see in the Mobile Sales Consultant job market given the pandemic?
Linda Hajec: From the standpoint of the business student, I think the trend that will most significantly impact them is in the area of remote work. Certainly there are entire businesses and even industries that are being impacted either positively or negatively by changes in what people are able and willing to do as far as being in public places, so there will be a shift as come companies that used to have a strong annual recruiting pattern may scale back and other companies are scaling up to handle the shift in business. But the individual employee is likely to see a very big change in the recruiting process as well as the work environment, regardless of the sector they enter. Employers in many sectors have discovered that at least the early phases of recruiting, if not the entire recruiting process, can be done remotely. What this means to the applicant in the job market is that they may benefit from being able to complete more of their job search without having to leave home. But it also means that the traditional do's and don'ts of interviewing now have to include being aware of your bandwidth and background for an online interview, and thinking about looking at the camera on your computer instead of looking at the image of the person you are speaking with on the screen. The benefit is that students entering the job market used to juggle interview schedules between cities, missing classes, and sometimes became fatigued, so this approach to recruiting may make it easier to handle the whole process overall as long as the candidates can find a great place from which to hold their end of the conversation.
The other trend that I think job candidates need to be prepared for is remote onboarding. Students that were entering the workforce in 2019 were able to report to a location and go through the hiring process with human resources, meet people in various departments with whom they would be working, and perhaps shadow someone for a period of time. Co-workers tended to look out for the new hire and would check in on them as they passed by their work area. As many companies continue to have a partial or fully remote work environment, new employees will complete the hiring process remotely, and may spend their training period reading and learning more independently. I think this is going to really put pressure on students that perhaps have been hesitant to ask questions. New employees are going to have to keep the notebook by their side at all times and write down things they are not sure they understand so that when they have the opportunity to ask, they do. New hires should always have kept track of questions and asked them; but being remote will make this even more critical and perhaps even a little harder to do, so it's going to have to be a very conscious decision to make sure that happens. No one is going to schedule a Zoom meeting to say, "Hey, how's your first week going? Are you finding everything OK?" the same way they might have stopped at your desk on their way to lunch. New employees are going to have to make that happen for themselves.
What are the biggest trends we'll see in the Mobile Sales Consultant job market given the pandemic?
Sonya DiPalma Ph.D.: Companies will offer more remote positions as cost-savings benefits and work hour flexibility provide a win-win situation. The upside brings more employment opportunities since geography isn't a major factor, however the downside brings more competition for the same reasons. You will be expected to use the online collaboration tools selected by the organization, such as Trello, SharePoint, or Slack. We should see an uptick in hiring by tourism and travel companies as more people receive the COVID-19 vaccination and travel increases domestically and then internationally.
What soft skills should all Mobile Sales Consultants possess?
Sonya DiPalma Ph.D.: Be personable and a person someone wants to talk with and work with on a continuing basis. Listening and note-taking skills will be critical. Great employees listen well and ask good follow up questions. Be versatile and adaptable. If you find some downtime between projects, ask how you may help with another project.
Will there be an enduring impact of the coronavirus pandemic on Mobile Sales Consultants?
Joseph Hancock: Graduates wanting to work in sales will be digital savvy and understand technology. It will be essential to have soft skills and personalize sales in a manner that will suit the current climate of potential distance buying. Your customers will be global citizens and anyone in sales will need to be one as well! Many students have not brushed up on their soft skills in the areas of customer service, they are too enthnocentric and have been raised by helicopter parents. New graduates need to think for themselves, understand they are working across cultures, generations and not everyone thinks like they do. My words of advice, stay current by reading about new methods of customer service and practice through role play. I think we have forgotten role play can be extremely important for feedback on how we can improve.
What's a day at work look like for a Mobile Sales Consultant?
Joseph Hancock: New graduates will need to be self-disciplined and self-motivated. No one is going to hold your hand and tell you "get to work" or you will soon be looking for a new job. The new world may be one where you don't go to an office, but instead work right from home, scheduling appointments and doing your own calendar. My last years working for Target in a regional field position taught me that no one was going to motivate me each day, I had to motivate myself. Also, it can be lonely working from home as a new graduate, so find outside interests and ways to make friends. I am from the old fashion ideologies that getting a hobby is extremely important, and that hobby is not going to the gym or watching television. It includes something that enriches your life to be a better person in society.