How to hire a national sales coordinator

How to hire a national sales coordinator, step by step

Here's a step-by-step national sales coordinator hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a national sales coordinator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new national sales coordinator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The national sales coordinator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect national sales coordinator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of national sales coordinators and their corresponding salaries.

   Type of National Sales Coordinator	Description	Hourly rate
   National Sales Coordinator		$14-25
   Area Supervisor	An area supervisor opens and closes the store, maintains a comfortable and friendly shop environment, and supervises associates. Area supervisors are responsible for keeping track of daily operations in the business... Show more	$12-29
   Sales Internship	Sales internship is a program that requires work in the business and sales development. Sales interns work as assistants to managers and senior staff... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PowerPoint
   • Account Executives
   • Sales Process
   • Wide Orbit
   • National Accounts
   • CRM
   • Sales Proposals
   • Sales Reports
   • NSM
   • Trade Shows
   • Sales Reps
   • Sales Orders
   • Sales Presentations
   • Administrative Tasks

   Check all skills

   Responsibilities:

   • Optimize operational and financial performance and efficiency by strategically overseeing and managing reports and tracking payroll for the sales staff.
   • Track RFP responses from branches into one master spreadsheet for NAM review.
   • Develop and maintain a library of PowerPoint presentations for domestic Hyatt hotels and resort properties.
   • Coordinate all sales personnel logistics meetings including travel, transportation, lodging and accommodations, catering, audiovisual equipment and entertainment.
   • Use OSI and Medialine programs to enter new orders / revisions.
   • Enter orders for national, paid programming, political, and local contracts in OSI.

3. Make a budget

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

   • Location. For example, national sales coordinators' average salary in arkansas is 43% less than in virginia.
   • Seniority. Entry-level national sales coordinators earn 42% less than senior-level national sales coordinators.
   • Certifications. A national sales coordinator 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 national sales coordinator's salary.

   Average national sales coordinator salary

   $40,120yearly

   $19.29 hourly rate

   ---

   Entry-level national sales coordinator salary

   $30,000 yearly salary

   Updated December 19, 2025

4. Writing a national sales coordinator job description

   A good national sales coordinator job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a national sales coordinator job description:

   National sales coordinator job description example

   The National Sales Coordinator is responsible for providing day-to-day administration related to pre and post-sale activities for National Accounts. This role will support a National Sales team to ensure timely delivery and execution of the sales process. The National Sales Coordinator must possess strong communication and organization skills and a willingness to learn and grow in a fast-paced environment.
   ESSENTIAL FUNCTIONS:
   
   * Work with the Sales team to create and compile media plans per client RFP's
   * Administer the contract process from creation to execution for assigned direct clients or agencies
   * Enter contract terms and supporting information into CMS
   * Create and process any related forms
   * Track materials and deliver proof of performance reports to clients and respond to client inquires.
   * Facilitate daily communication between account teams, creatives, and inventory managers to help fulfill client requests
   * Liaise with sales, billing and the collection teams to assist with the billing process.
   * Place and track production orders
   
   ADDITIONAL FUNCTIONS:
   
   * Establish a good working relationship with clients.
   * Develop and maintain strong relationships with clients, finance, and operations teams
   * Think creatively while juggling several projects and ideas at once.
   
   MINIMUM QUALIFICATIONS:
   
   * Must possess strong organizational skills, attention to detail and ability to prioritize.
   * Must be able to multi-task.
   * Proficiency with Microsoft PowerPoint, Word and Excel.
   * Strong analytic capabilities and interest in advertising, marketing and sales.
   * Self-motivated with 1-2 years of related work experience.
   * Bachelor's Degree. Course of study in Marketing, Digital Marketing, Communications or similar a plus.
   
   To all Recruitment Agencies: OUTFRONT Media LLC does not accept agency and unsolicited resumes. Please do not forward resumes to our OUTFRONT Media employees or any other company location.
   
   OUTFRONT Media is not responsible for any fees related to unsolicited resumes.
   
   OUTFRONT Media Is An Equal Opportunity Employer
   
   All applicants shall receive equal consideration without regard to race, color, religion, gender, marital status, gender identity or expression, sexual orientation, national origin, age, veteran status or disability. Please refer to the OUTFRONT Media Affirmative Action policy statement.

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5. Post your job

   To find national sales coordinators 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 national sales coordinators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level national sales coordinators 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 national sales coordinator job on Zippia to find and recruit national sales coordinator candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit national sales coordinators, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 national sales coordinator

   Once you have selected a candidate for the national sales coordinator 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new national sales coordinator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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