How to hire an owner and sales

How to hire an owner and sales, step by step

Here's a step-by-step owner and sales hiring guide:

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

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1. Identify your hiring needs

   The owner and sales 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

   An owner and sales's background is also an important factor in determining whether they'll be a good fit for the position. For example, owner and sales from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of owner and sales salaries for various roles:

   Type of Owner And Sales	Description	Hourly rate
   Owner And Sales	Wholesale and manufacturing sales representatives sell goods for wholesalers or manufacturers to businesses, government agencies, and other organizations. They contact customers, explain product features, answer any questions that their customers may have, and negotiate prices.	$13-61
   Regional Sales And Marketing Manager	A regional sales and marketing manager's role is to oversee a company's marketing operations, ensuring efficiency and smooth workflow. Their responsibilities include performing research and analysis to identify new business opportunities, gathering and analyzing data to determine the strengths and weaknesses of current programs and procedures, setting goals and budgets, assessing the performance of the workforce, and monitoring the progress of the different company branches within the region... Show more	$26-58
   Sales Account Manager	The account sales manager is in charge of the retention of their customer relationship. They have to supervise the portfolio of existing clients, develop new business with them, and seek new sales opportunities... Show more	$15-48

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Process
   • Project Management
   • Customer Service
   • Product Knowledge
   • Real Estate
   • Payroll
   • Sales Strategies
   • Trade Shows
   • Direct Sales
   • Sales Presentations
   • Sales Techniques
   • Inventory Control
   • Business Plan
   • Customer Relations

   Check all skills

   Responsibilities:

   • Supervise employees and manage administrative responsibilities including accounting and payroll.
   • Collaborate with health care providers to utilize cutting-edge DNA technology and manage patients as individuals with specific metabolic processes.
   • Maintain all billing by using QuickBooks and create customized contracts.
   • Plan, develop and implement remote sales campaigns as an ISO in both the deregulated energy and SEO markets.
   • Process payroll, apply personnel policies, order merchandise and maintain inventory.
   • Authore manufacturer agreements / contracts; customize project plans; prepare PowerPoint presentations; and report progress to manufacturers.

3. Make a budget

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

   • Location. For example, owner and sales' average salary in alaska is 63% less than in new jersey.
   • Seniority. Entry-level owner and sales 78% less than senior-level owner and sales.
   • Certifications. An owner and sales 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 owner and sales's salary.

   Average owner and sales salary

   $59,833yearly

   $28.77 hourly rate

   ---

   Entry-level owner and sales salary

   $28,000 yearly salary

   Updated December 19, 2025

4. Writing an owner and sales job description

   An owner and sales 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 an owner and sales job description:

   Owner and sales job description example

   Must Haves:

   Strong Customer Service mindset Problem solver Relationship builder Interest in Consultative SalesHave a competitive streak Entrepreneurial spirit - desire to be your own boss and leader Desire to help others in your community Property & Casualty and Life & Health Insurance Licenses or willingness to complete licenses prior to appointment

   Education: Bachelors Degree

   Why Us:

   “The relationship our agency has with ERIE is like no other carrier. ERIE's loyalty to its independent agents is evident through superior coverages, stable pricing, and amazing support. We are confident when we offer our clients Erie Insurance that we will deliver on our promise at the time of claim because of the care and attention our local claims adjusters give every client.”

   CHRISTINA NUAR , ERIE AGENT, ROCK CREEK INSURANCE , CHATTANOOGA,TENNESSEE

   
   
   

   "Starting the agency from scratch was challenging, but with ERIE's support, I grew my book of business within a few years and have earned several prestigious sales awards and incentive trips."

   
   
   TOM MAIDEN , ERIE AGENT, INSURANCE OUTFITTERS , SHEPHERDSTOWN, WEST VIRGINIA

   Job Description:

   One of the Best Business to Start in 2022

   Location: Tennessee
   Work Arrangement: Flexible hours, potential for partially Remote
   Compensation: $60,000- $350,000+ Assist with Start Up costs, Residual Commissions, Bonuses, Profit Sharing, Travel Incentive,
   Insurance License: Property & Casualty and Health & Life Licensed Agents or willing to obtain Licenses prior to appointment

   
   
   Some of the professions that have transitioned successfully:
   Teachers, Franchise seekers, Business Owners, Salespeople, Military, Athletes, Golf Pro and many more.

   
   
   Erie Insurance is very selective as to who we appoint as an Erie Principal Agents. There are only a few openings in your areas. Our Independent Agent program assists with start up costs. We provide marketing, training, first year income while you grow your practice and potential to earn incentives starting Day 1.

   Why a Career in Insurance?

   Financial : Include uncapped, residual based commissions, bonuses, profit sharing, incentive trips
   Customers : Everyone needs insurance
   Stability: Recession resistant
   Community : Become the first line of defense when disaster strikes your town, neighbor and/or community
   Training : Become a business owner with a billion-dollar company teaching you how to be the best
   Retirement : Build a legacy you can pass down at retirement or ERIE can assist in finding a perpetuation plan
   Non-Captive: Able to add other insurance carriers to your offering

   
   
   Are you?

   • A self-starter that is goal-oriented
   • Excited about building a personal brand
   • Ready to prove you can have what it take to be a leader
   • Well-connected in your community
   • Customer Service minded
   • Aptitude for Sales
   • Defined by your unrivaled work ethic

   About Us:

   Since 1925, we've been providing the protection our customers need and the service they expect - all at a great value. See why Independent Insurance Agents choose Erie Insurance:

   • The largest CMP insurer in the state of Tennessee and second largest business insurance carrier in the state overall
   • Fortune 500 company
   • We've helped over 2,200 Independent Agents become successful business owners
   • Been in business 97 years
   • Financial Strength awarded A+ Best rating
   • 90% Customer Retention
   • Ranked "Best Insurance Company" 2022 by Forbes
   • Won "Achievement in Customer Excellence"
   • Awarded Ward's 50 top performing Property Causality insurers

   Posted: 28 days

   APPLY

   PandoLogic. Keywords: Insurance Agent, Location: Memphis, TN - 38109

   Copy this example

   

5. Post your job

   To find the right owner and sales for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with owner and sales they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit owner and sales who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your owner and sales job on Zippia to find and recruit owner and sales 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

   Your first interview with owner and sales 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 owner and sales

   Once you've selected the best owner and sales candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new owner and sales 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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