How to hire an outfitter

How to hire an outfitter, step by step

Here's a step-by-step outfitter hiring guide:

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

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1. Identify your hiring needs

   Before you post your outfitter 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 an outfitter 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 an outfitter 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 an outfitter that fits the bill.

   This list presents outfitter salaries for various positions.

   Type of Outfitter	Description	Hourly rate
   Outfitter	Retail sales workers include both those who sell retail merchandise, such as clothing, furniture, and automobiles, (called retail salespersons) and those who sell spare and replacement parts and equipment, especially car parts (called parts salespersons). Both types of workers help customers find the products they want and process customers’ payments.	$12-23
   Sales Team Member	A sales team member is responsible for selling goods and services to the customers, responding to their inquiries and concerns, and updating them with new services and promotional offers. Sales team members play a huge role in generating revenues for the business by maintaining existing clients and attracting potential customers... Show more	$12-21
   Retail Sales Consultant	The primary job of retail sales consultants is to approach customers, identify their needs, and recommend services or products to fulfill those needs. They should be knowledgeable about the functionality and technical specifications of their products as they are the ones who demonstrate these products to customers... Show more	$15-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Product Knowledge
   • Sales Floor
   • Buying Decisions
   • Customer Satisfaction
   • Customer Issues
   • Cleanliness
   • Plumbing
   • Stock Merchandise
   • Background Checks
   • Work Ethic
   • Back Room
   • Customer Service
   • Retail Sales
   • Phone Calls

   Check all skills

   Responsibilities:

   • Require to manage time and employee hours schedule in conjunction with intake of customer PCs in need of repair.
   • Maintain cleanliness and presentation of stockroom and production floor.
   • Maintain the office cleanliness and paper works done correctly.
   • Perform plumbing, electrical work, and roof maintenance.
   • Process shipments utilizing RF system to track receive merchandise.
   • Utilize POS system skills to accept multiple methods of payment.

3. Make a budget

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

   • Location. For example, outfitters' average salary in mississippi is 47% less than in new york.
   • Seniority. Entry-level outfitters 48% less than senior-level outfitters.
   • Certifications. An outfitter 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 an outfitter's salary.

   Average outfitter salary

   $16.81hourly

   $34,974 yearly

   ---

   Entry-level outfitter salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing an outfitter job description

   An outfitter 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 an outfitter job description:

   Outfitter job description example

   **At Polaris Inc., we have fun doing what we love by driving change and innovation. We empower employees to take on challenging assignments and roles with an elevated level of responsibility in our agile working environment. Our people make us who we are, and we create incredible products and experiences that empower us to THINK OUTSIDE.**
   **ABOUT THE ORG**
   
   Polaris Adventures brings together a select network of Outfitters to provide premium ride and drive experiences at popular destinations nationwide. Creating safe, memorable, year-round adventures for all skill levels, Polaris Adventures offers worry free half and full-day options for couples, families and adventure groups in state-of-the-art Polaris™ vehicles.
   
   **JOB SUMMARY**
   
   As Polaris Adventures continues with rapid growth, this position plays a critical role in driving the success of assigned commercial operations outfitters & dealers as a member of the broader Account Management team.
   
   A successful candidate leads the team by example establishing and maintaining relationships across a diverse group of stakeholders, communicating across teams, and making decisions within an established framework to meet onboarding and relationship targets. They are highly collaborative while managing outfitter needs alongside Polaris Adventures core values.
   
   This is an exciting role that requires close team and outfitter partnership skills, leadership, a depth of business process knowledge, proactive problem solving, customer service, and the ability to effectively communicate and manage complex solutions.
   
   **DUTIES AND RESPONSIBILITIES**
   
   _Each Regional Relations Specialist acts as the owner for an assigned group of key Outfitters within a specific region. The Regional Outfitter Relationship Specialist will be based in-region and responsible for management of their Outfitters with in-person meetings as well as working cohesively with our Inside Team. They will also play a key role in our budding Membership Select business (B2C). Each Regional Outfitter Relations Specialist is responsible for key activities in onboarding, maintaining, and growing the business._
   
   _This individual will be responsible for our outfitters within the following region:_ **_Georgia, Tennessee, Florida, Alabama, & the Carolinas._** Candidates must live within a reasonable distance from a major metropolitan airport within **_either Georgia_** **_,_** **_Tennessee &/or Florida._**
   
   **_Onboard_**
   
   + **Customer Service:** Lead and direct onsite ramp-up and operational support for new and existing accounts; provide on-site training of various processes and ensure understanding of program policies and guidelines.
   
   + **Communication:** Establish meeting cadence (in-person, written & verbal) and expectations early; continuously build value proposition of ADV & Select with assigned outfitters and vendors
   
   + **Time Management:** Ensure timely and successful implementation and training on all packages/solutions; coordinate with internal/external vendors, suppliers, and consultants.
   
   **_Maintain_**
   
   + **Attention to Detail:** Identify inconsistencies in data or business process and raises appropriately; forecast and track key account metrics. Work cohesively with Inside Account Manager, identifying any gaps in processes or adherence to processes.
   
   + **Communication:** Uses data and trends to tailor account management plans to outfitters highlighting growth opportunities, initiatives, program compliance, and NPS improvement. Present Monthly Business Reviews to Outfitter, touching on goals, program compliance and any initiatives that are in play.
   
   + **Customer Service:** Anticipate and manage the needs of outfitters with proactive outreach (even out of season) and tailored recommendations; active promoter of self-service portal & tools
   
   + **Customer Service:** Nurture ongoing outfitter relationships and act as an escalation point on specified issues.
   
   **_Grow_**
   
   + **Decision Making/Recommendations:** Use available data sources (market trends, ride statistics, etc.) to formulate strategic plans and make recommendations to outfitters
   
   + **Customer Service:** Identify and grow opportunities within existing accounts; focus on building high quality experiences
   
   + **Proactive:** Listen for opportunities to create warm leads and transfer local market knowledge to business development team (i.e., competitive intelligence, expansion and growth initiatives, marketing activities)
   
   **SKILLS & KNOWLEDGE**
   
   + **Bachelor's degree in Business or related field of focus &/or an Associate's Degree with equivalent working experience is required.**
   
   + **5+ years of in person Client Relationship Management or Account Management experience** ; demonstrated ability to **manage relationships** across multiple organizations and locations, serving a variety of needs
   
   + Experience **leading teams or projects**
   
   + Excellent written and verbal **communication skills** with experience delivering presentations or trainings tailored to the needs of the audience
   
   + Works professionally and effectively with a diverse group of internal and external stakeholders to **build strong relationships**
   
   + **Builds rapport and influence** , using diplomacy, to drive program participation and outfitter success in meeting growth and expansion objectives
   
   + Delivers **client-focused solutions** based on customer need
   
   + Manages multiple projects or outfitters at a time with strict **attention to detail** and service level
   
   + Listens for conflicts or challenges and **provides solution-oriented recommendations**
   
   + **Flexibility** to support ADV core business, Indian Motorcycles, and new programs as they arise
   
   **WORKING CONDITIONS**
   
   + Remote - Home Based Office
   
   + Travel required within Region (>50%)
   
   + _Must live within 30 minutes of a major Airport within the current region of outfitter focus._
   
   \#LI-KT1
   
   \#LI-remote
   
   _We are an ambitious, resourceful, and driven workforce, which empowers us to THINK OUTSIDE._ _Apply today!_
   
   **About Polaris**
   
   As the global leader in Powersports, Polaris Inc. (NYSE: PII) pioneers product breakthroughs and enriching experiences and services that have invited people to discover the joy of being outdoors since our founding in 1954. With annual 2021 sales of $8.2 billion, Polaris' high-quality product line-up includes the Polaris RANGER , RZR and Polaris GENERAL™ side-by-side off-road vehicles; Sportsman all-terrain off-road vehicles; Indian Motorcycle midsize and heavyweight motorcycles; Slingshot moto-roadsters; snowmobiles; and deck, cruiser and pontoon boats, including industry-leading Bennington pontoons. Polaris enhances the riding experience with parts, garments, and accessories, along with a growing aftermarket portfolio. Polaris' presence in adjacent markets includes military and commercial off-road vehicles, quadricycles, and electric vehicles. Proudly headquartered in Minnesota, Polaris serves more than 100 countries across the globe. www.polaris.com
   
   **EEO Statement**
   
   Polaris is an Equal Opportunity Employer and will make all employment-related decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, marital status, familial status, status with regard to public assistance, membership or activity in a local commission, protected veteran status, or any other status protected by applicable law.

   Copy this example

   

5. Post your job

   To find outfitters 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 outfitters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level outfitters 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 outfitter job on Zippia to find and recruit outfitter 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 outfitters, 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 outfitter

   Once you've found the outfitter candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 outfitter. 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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