How to hire a national sales executive

How to hire a national sales executive, step by step

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

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1. Identify your hiring needs

   First, determine the employments status of the national sales executive you need to hire. Certain national sales executive roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 national sales executive 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 national sales executive that fits the bill.

   Here's a comparison of national sales executive salaries for various roles:

   Type of National Sales Executive	Description	Hourly rate
   National Sales Executive	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$24-47
   Sales Management Consultant	A sales management consultant's job is to help businesses maximize their sales by providing recommendations for improvements in their processes. Your duties and responsibilities may include conducting training for sales representatives on how to utilize technology to increase sales conversions, building and maintaining good relationships with clients, and supervising junior staff... Show more	$27-60
   New Business Development	New business development focuses on new business opportunities and new product innovation, including product design, business model design, and marketing. This includes a wide scope of responsibilities that includes marketing planning, strategic partnerships, and increased profitability... Show more	$27-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CRM
   • Sales Process
   • Business Development
   • Trade Shows
   • Sales Strategies
   • Product Development
   • Revenue Growth
   • Cloud
   • Customer Relationships
   • Relationship Building
   • Business Relationships
   • Sales Presentations
   • Sales Pipeline
   • Salesforce

   Check all skills

   Responsibilities:

   • Obtain leads and persistent in sales calls through SalesForce.
   • Generate leads through internet research, marketing, trade show participation, internal department cross-selling, and referrals.
   • Create ROI analyses for medical practices.
   • Calculate ROI for product categories to forecast product assortments.
   • Lead prospects through the buying cycle and track progress through Salesforce.
   • Implement CRM software to monitor and drive all existing and perspective customer sales.

3. Make a budget

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

   • Location. For example, national sales executives' average salary in oklahoma is 37% less than in california.
   • Seniority. Entry-level national sales executives 48% less than senior-level national sales executives.
   • Certifications. A national sales executive 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 national sales executive's salary.

   Average national sales executive salary

   $71,086yearly

   $34.18 hourly rate

   ---

   Entry-level national sales executive salary

   $51,000 yearly salary

   Updated December 21, 2025

4. Writing a national sales executive job description

   A national sales executive 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 national sales executive job description:

   National sales executive job description example

   If you aren’t afraid to go toe-to-toe with a CEO of a $100M company, because you think like one, and are confident you can help solve their growth challenges…

   If you are sick and tired of feeling like a cog versus valued for your ideas and insights...

   
   

   If you get fired up at the idea of being a game-changer in the growth of a company and having a real seat at the leadership table…

   
   

   If you are under-appreciated or kept small in your current sales role...

   If no obstacle interferes with sales goal achievement, because let's face it -- you're a beast...

   
   

   If you're a world-class closer...

   ….then this just might be the position for you!

   An internationally award-winning B2B agency embarking on national expansion plans, RedRover Sales & Marketing Strategy – named by the Chamber as one of the “Top 10 Companies to Watch” and by the Business Journal as a "Great Place to Work" – is seeking a high-performing sales veteran with 2+ years of experience driving new business in an advertising agency or marketing firm through outbound efforts and a minimum of 10 years of overall outbound B2B prospecting and closing experience. Candidates must be based out of one of the following metro areas: Dallas, Houston, Atlanta or Memphis. Ideal candidates have a documented track record of generating at least $1M/yr in new business inside of an ad agency/marketing firm through a proven, repeatable outbound strategy. Significant experience calling on middle-market C-Suite executives is a must.

   Position Overview

   The primary responsibility of the National Sales Executive is to attract new clients to the firm through outbound efforts and and shepherd them through the process of exploring a partnership with RedRover. The ideal candidate is able to develop the right mix of strategies to build a pipeline that grows revenue in one of RedRover’s target markets, leveraging a consultative, solution-focused philosophy to sales.

   While the National Sales Executive must be able to consistently secure new prospect meetings independently, they will also pitch/close new opportunities that the lead-gen team brings to the table. In addition, RedRover participates in annual conferences where the National Sales Executive has the opportunity to deliver a featured presentation to a room of prospective CEOs and grow the pipeline from relationships formed at the presentation and the trade show that follows.

   
   

   The National Sales Executive will sit on the leadership team which is charged with operationalizing and leading the charge to execute company strategies designed to realize RedRover's vision.

   
   

   Resources Available

   
   

   The National Sales Executive will have support with lead generation from an internal team, but is expected to consistently generate leads independently as well. They will partner with the VP of Strategy & Accounts in developing and presenting proposed marketing strategies during transition; the amount of support is expected to decline over time. Assets are built out for an 8-step account-based marketing touch-point strategy to be used in independent lead generation. Also available is access to a B2B contact database that offers sales intelligence, and a CRM.

   Knowledge, Skills and Abilities

   Candidates should be prepared to demonstrate the following knowledge, skills and abilities.

   • Track record of consistently closing $100K+ per month in new business.
     
   • Sales plan development experience
     
   • Prospect qualification abilities
   • Complex problem-solving skills
   • Listening and questioning skills
   • Sales-presentation development and delivery experience
   • CRM knowledge and experience
   • Strong understanding of marketing strategy
     
   • Experience working with a variety of B2B industry verticals

   
   

   The selected candidate will demonstrate the highest levels of self and team accountability, receptivity to change, strong work ethic, a desire to join a fast-paced culture, and a passion for joining a high-performance, entrepreneurial company.

   RedRover offers competitive compensation (base + uncapped commissions + boosters for milestone achievements) as well as an innovative benefit package including: annual vacation expense reimbursement to encourage you to get away and unplug; pet insurance; daycare expense reimbursement; fitness/wellness benefits; paid maternity/paternity leave including with newly adopted children; retirement contributions after a period of tenure; healthcare, dental and vision benefits; generous paid time off that escalates with tenure; and flexible hours. Note: This position is remote and can be based out of any of the markets listed above.

   About Culture Index™

   After you apply for this position, you will receive a thank-you email along with a link to a short survey. It's important that you complete this workplace preference survey, as your application cannot be reviewed until it's complete. Great news, though, as it only takes about 8 minutes to complete.

   
   

   Learn About RedRover's Culture

   A love of dogs is a bonus but not required. To learn more about our unique best-in-breed culture, click here.

   
   

   RedRover is an Equal Opportunity Employer.

   Copy this example

   

5. Post your job

   There are a few common ways to find national sales executives for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Your first interview with national sales executive 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 national sales executive

   Once you've decided on a perfect national sales executive 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 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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