How to hire a pricer

How to hire a pricer, step by step

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

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

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1. Identify your hiring needs

   Before you start hiring a pricer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or 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 a pricer 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 pricer that fits the bill.

   This list presents pricer salaries for various positions.

   Type of Pricer	Description	Hourly rate
   Pricer	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$11-18
   General Merchandise Clerk	This individual works in the GM section of a store. They interact with customers and assist them as they purchase merchandise... Show more	$12-20
   Scan Coordinator	In retail establishments, a scan coordinator is in charge of ensuring that all product prices and specifications are accurate. Among their responsibilities include monitoring the price and information of the products, monitoring discounts and promotions, and conducting inventory inspections... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Floor
   • Quality Standards
   • Customer Service
   • Store Merchandise
   • Competitive Pricing
   • Computer System
   • DCAA
   • Processing Systems
   • Retail Store

   Responsibilities:

   • Manage incoming delivery of all FedEx and containers containing serviceable material.
   • Inventory groceries and reordered from vendors.
   • Categorize and box seasonal clothing, housewares, and shoes.
   • Enter customers' medical receipts through the NASCO processing system submit by either the subscriber or provider.
   • Lead fact-finding, prepare negotiation objectives and support negotiations with designate DCAA customer representatives.
   • Develop and present monthly company-wide training sessions regarding the role inventory plays in reservations and passenger satisfaction.

3. Make a budget

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

   • Location. For example, pricers' average salary in florida is 22% less than in alaska.
   • Seniority. Entry-level pricers 37% less than senior-level pricers.
   • Certifications. A pricer 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 pricer's salary.

   Average pricer salary

   $14.61hourly

   $30,393 yearly

   ---

   Entry-level pricer salary

   $24,000 yearly salary

   Updated December 16, 2025

4. Writing a pricer job description

   A good pricer 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 pricer job description:

   Pricer job description example

   • Ensures 100% donor and customer delight.
   • Sorts donations into salable, salvage, and trash categories and place non-salable apparel, shoes, or handbags into salvage containers. Places all other non-salable items (i.e. broken or non-functioning wares, electrical and mechanical, wet items, etc.) into trash.
   • Prices merchandise using our baseline price guide; special price items of exceptional value.
   • Keeps abreast of merchandise knowledge, industry trends and competitive pricing. Continually learning brands, collectibles.
   • Keeps pricing area clean and organized.
   • Transports merchandise to sales floor, stock shelves, display and rotate merchandise, and performs mark-downs in compliance with agency policy.
   • Transports trash to compactor/dumpster and operate compactor as needed.
   • Adheres to all store and personnel policies and procedures; follow good safety and security practices including reporting safety hazards and injuries to the Team Leader Coach and ATL.
   • Work Quality Appropriate processing, selection and stewardship of donations.
   • Work Quantity Keep River flowing, consistently meet production count goals.

   MINIMUM QUALIFICATIONS:

   • Preferably candidate with knowledge of antiques and collectibles
   • High School Diploma or G.E.D.

   ADDITIONAL FUNCTIONS:

   • Must be willing and able to work evenings and weekends.

   PHYSICAL REQUIREMENTS:

   • Ability to bend, reach and stand for extensive periods of time.
   • Must be able to lift 50lbs.

   Alabama Goodwill Industries (AGI) is an Equal Opportunity Employer committed to creating a diverse workforce. We are proud to be an Equal Opportunity/Affirmative Action-Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class.

   
   
   Job Posted by ApplicantPro
   

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5. Post your job

   There are a few common ways to find pricers 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 pricer job on Zippia to find and recruit pricer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting pricers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 pricer

   Once you've selected the best pricer 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.

   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.

   To prepare for the new pricer 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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