How to hire a pricing associate

How to hire a pricing associate, step by step

Here's a step-by-step pricing associate hiring guide:

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

What does a pricing associate do?

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1. Identify your hiring needs

   Before you post your pricing associate 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 a pricing associate 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 a pricing associate 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 pricing associate that fits the bill.

   This list presents pricing associate salaries for various positions.

   Type of Pricing Associate	Description	Hourly rate
   Pricing Associate	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.	$15-45
   Pricing Coordinator	A pricing coordinator is responsible for conducting data and statistical analysis to determine the appropriate pricing plans according to market conditions and public demands. Pricing coordinators analyze financial and business reports to identify pricing techniques that would minimize the company's loss and maximize profits reasonably... Show more	$14-25

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Sales Floor
   • Merchandise Displays
   • Pricing Strategy
   • Markdowns
   • Transfer Pricing
   • Plan-O-Grams
   • Inventory Adjustments
   • Presentation Standards
   • Facilitate Identification
   • Bloomberg
   • Product Knowledge
   • Visual Programs
   • Website Navigation

   Check all skills

   Responsibilities:

   • Manage vendor claims processing by ensuring all items are on file and the stores have the correct information in the AS400.
   • work with computer systems and POS system
   • Utilize POS and iOS systems to collect payment and place online orders for customers.
   • Assist portfolio managers and traders in analyzing, modeling and pricing fix income and equity derivative securities.
   • Assist contracts and pricing staff in incorporating custom product and OEM bids into proposals.
   • Work with company's distributor and OEM customer base to provide formal price quotations for enclose gearing products.

   More pricing associate duties

3. Make a budget

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

   • Location. For example, pricing associates' average salary in montana is 47% less than in new york.
   • Seniority. Entry-level pricing associates 65% less than senior-level pricing associates.
   • Certifications. A pricing associate 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 pricing associate's salary.

   Average pricing associate salary

   $56,667yearly

   $27.24 hourly rate

   ---

   Entry-level pricing associate salary

   $33,000 yearly salary

   Updated December 16, 2025

   Average pricing associate salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$77,159	$37
   2	New York	$75,121	$36
   3	Maryland	$68,647	$33
   4	Massachusetts	$68,412	$33
   5	New Jersey	$63,173	$30
   6	Virginia	$61,047	$29
   7	Louisiana	$60,402	$29
   8	Minnesota	$58,455	$28
   9	North Carolina	$55,957	$27
   10	Texas	$53,278	$26
   11	Alabama	$52,238	$25
   12	Tennessee	$52,118	$25
   13	Illinois	$51,503	$25
   14	Kansas	$50,790	$24
   15	South Carolina	$49,092	$24
   16	Missouri	$48,319	$23
   17	Ohio	$48,056	$23
   18	Georgia	$47,606	$23
   19	Florida	$46,653	$22
   20	Utah	$45,806	$22

   Average pricing associate salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Google	$132,220	$63.57
   2	Goldman Sachs	$122,908	$59.09	2
   3	OCC	$121,913	$58.61
   4	Uber Technologies	$120,661	$58.01
   5	D. E. Shaw group	$119,870	$57.63
   6	JPMorgan Chase & Co.	$118,585	$57.01	256
   7	Constellation Energy Partners	$113,847	$54.73
   8	Charles River Associates	$106,281	$51.10
   9	Pwc	$104,437	$50.21	1
   10	QuintilesIMS	$100,757	$48.44	5
   11	Kaiser Permanente	$98,311	$47.26	4
   12	Baker Tilly	$98,111	$47.17	6
   13	GLG	$93,894	$45.14
   14	The Prudential Insurance Company of America, Inc.	$92,381	$44.41
   15	Grant Thornton	$89,245	$42.91	26
   16	CBIZ	$85,284	$41.00
   17	BDO USA	$82,342	$39.59	1
   18	SAIC	$75,020	$36.07
   19	Hyundai Capital Services	$67,049	$32.24
   20	Global Atlantic Financial Group Limited	$66,897	$32.16	4

4. Writing a pricing associate job description

   A pricing associate 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 pricing associate job description:

   Pricing associate job description example

   The work we do has an impact on millions of lives, and you can be a part of it.
   We help protect our customers against life's uncertainties. Regardless of where you work within the company, you'll be helping provide protection and peace of mind when our customers need it most.
   
   Perform actuarial pricing and modelling duties for the Variable Annuity Product Development team. This includes new product development as well as management of inforce products. Location flexible as hiring manager is fully remote.
   Responsibilities:Collaborate effectively with all actuarial stakeholders on pricing (e.g. secure risk approvals, align with existing internal methodologies) Collaborate effectively with non-actuarial product stakeholders to ensure that product effectively reaches the target market (e.g incorporate sales feedback, support marketing materials).Deliver financial projections (Statutory and GAAP) that rely on modelling best practices (currently using GGY AXIS for VA). Serve as a product expert for any questions that concern the model output.Ensure pricing analysis is robust, and timely Perform data analysis on experience data, which could include SQL code, as well as concepts from predictive analytics.Automate processes for efficiency and to reduce the potential for error.
   Qualifications:3-5 year industry experience preferred1-2 year Variable Annuity experience strongly preferred ASA or near- ASA exam progress VA Pricing experience Experience modelling in GGY AXIS ideal Experience interfacing with sales/distribution staff for product training and product feedback a plus Experience with VA Illustrations ideal Experience with SQLExcellent communication skills Initiative to learn and grow is a must -- a drive to establish/maintain relationships
   Salary and Incentives:
   Protective's targeted salary range for this position is $75k to $105k. Actual salaries may vary depending on factors, including but not limited to, job location, skills, and experience. The range listed is just one component of Protective's total compensation package for employees.
   This position also offers additional incentive opportunities through an annual incentive based on individual and Company performance.
   
   Employee Benefits:
   We aim to protect our employees' wellbeing through a broad benefits offering. For example, we protect physical wellbeing through health, dental and vision insurance. We protect mental wellbeing through mental health benefits and an employee assistance program. We protect time away from work with a variety of paid time away benefits (e.g., paid time off, paid parental leave, short-term disability, and a cultural observance day). We protect financial wellbeing through contributions to healthcare accounts, a pension plan, and a 401(k) plan with Company matching. All employees are encouraged to protect their overall wellbeing by engaging in ProHealth Rewards, Protective's platform to improve wellbeing while earning cash rewards.
   
   Eligibility for certain benefits may vary by position in accordance with the terms of the Company's benefit plans.
   
   Diversity and Inclusion:
   At Protective, we are committed to providing an inclusive culture where all employees are able to fully contribute and thrive. Our goal is to grow and develop our people, attract diverse talent and support strong, diverse communities.
   
   We support diversity, equity, and inclusion by working to develop a culture of inclusion and belonging led by leaders who develop potential and embrace unique skills and abilities. Our aim is to create an equitable and accountable environment for all leaders and employees that will drive performance and impact business strategy. In this way, we can increase overall diversity for leadership roles and pipelines of talent by maturing our hiring practices, robust development opportunities and focus on retention of key talent.
   
   We are proud to be an equal opportunity employer committed to being inclusive and attracting, retaining, and growing the talents of a diverse and inclusive workforce.

   Copy this example

   

5. Post your job

   To find pricing associates 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 pricing associates they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level pricing associates 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 pricing associate job on Zippia to find and recruit pricing associate candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with pricing associate 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 pricing associate

   Once you've selected the best pricing associate 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.

   Once that's done, you can draft an onboarding schedule for the new pricing associate. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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