How to hire a receiving manager

How to hire a receiving manager, step by step

Here's a step-by-step receiving manager hiring guide:

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

What does a receiving manager do?

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1. Identify your hiring needs

   First, determine the employments status of the receiving manager you need to hire. Certain receiving manager 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

   A receiving manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, receiving managers 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.

   This list shows salaries for various types of receiving managers.

   Type of Receiving Manager	Description	Hourly rate
   Receiving Manager		$12-21
   Distribution Supervisor	A distribution supervisor is in charge of overseeing all distribution processes in a warehouse or similar setting, ensuring accuracy and smooth workflow. Their responsibilities typically revolve around coordinating deliveries and shipment, managing schedules, delegating tasks, assessing the performance of the workforce, and maintaining records of all transactions... Show more	$19-46
   Stock Supervisor	A stock supervisor maintains supplies in warehouses, manufacturing units, and other storehouses. They give training to staff and update incoming and outgoing accessories records... Show more	$12-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Purchase Orders
   • UPC
   • Sales Floor
   • Safety Standards
   • POS
   • Store Merchandise
   • Depot
   • Scooters
   • Inventory Control
   • Product Knowledge
   • Back Room
   • Customer Complaints
   • Inventory Management

   Check all skills

   Responsibilities:

   • Manage receiving and inventory of all incoming materials physically in warehouse and in an ERP system.
   • Manage efficient receipt of all import containers and LTL deliveries per shift as well as small parcel.
   • Receive new freight, tag merchandise, stock sales floor, & enter all new UPC's into system.
   • Loaded/Unload trucks utilizing RF scanners and computers to track, locate inventory, pull customer orders of various weights and sizes.
   • Train and mentore receiving associates on proper policies, procedures and logistics relate to shipment receiving and inventory management.
   • Receive ups, fed ex, flat beds with pipe, freight trucks.

   More receiving manager duties

3. Make a budget

   Including a salary range in your receiving manager job description helps attract top candidates to the position. A receiving manager salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a receiving manager in Alabama may be lower than in Nevada, and an entry-level receiving manager usually earns less than a senior-level receiving manager. Additionally, a receiving manager with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average receiving manager salary

   $16.76hourly

   $34,854 yearly

   ---

   Entry-level receiving manager salary

   $27,000 yearly salary

   Updated December 23, 2025

   Average receiving manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$36,694	$18
   2	Oregon	$35,947	$17
   3	Pennsylvania	$35,716	$17
   4	Massachusetts	$34,936	$17
   5	Connecticut	$34,747	$17
   6	Colorado	$33,964	$16
   7	Illinois	$33,661	$16
   8	New York	$33,178	$16
   9	Wisconsin	$32,770	$16
   10	Utah	$32,762	$16
   11	Arizona	$32,713	$16
   12	Minnesota	$32,262	$16
   13	Michigan	$31,752	$15
   14	Indiana	$31,635	$15
   15	North Dakota	$30,564	$15
   16	Virginia	$30,285	$15
   17	Texas	$30,250	$15
   18	Delaware	$29,881	$14
   19	Missouri	$28,443	$14
   20	South Carolina	$28,343	$14

   Average receiving manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	BD	$46,719	$22.46	1
   2	Meals on Wheels San Francisco	$41,124	$19.77
   3	Retail	$40,308	$19.38
   4	Natural Grocers	$38,453	$18.49	9
   5	Advantage Media Group	$38,268	$18.40
   6	Ferguson Enterprises	$38,023	$18.28	12
   7	AGCO	$37,570	$18.06	2
   8	TRADEBE TRANSPORTATION	$37,395	$17.98
   9	Performance Food Group	$37,348	$17.96	40
   10	WebstaurantStore	$37,339	$17.95	4
   11	Hajoca	$37,316	$17.94	2
   12	Baker Distributing	$37,172	$17.87	2
   13	Albertsons	$36,731	$17.66	1
   14	JELD-WEN	$36,159	$17.38
   15	TKC Holdings	$36,100	$17.36	2
   16	DSV Panalpina	$35,900	$17.26	33
   17	Randstad North America, Inc.	$35,491	$17.06	1
   18	SHI International	$35,006	$16.83
   19	Menards	$34,889	$16.77	5
   20	The Home Store	$34,873	$16.77

4. Writing a receiving manager job description

   A good receiving manager 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 receiving manager job description:

   Receiving manager job description example

   Job Title: Receiving Manager
   
   Department: Seconds & Surplus
   
   Reports To: Store Manager
   
   General Description: Is responsible for overseeing the daily operations of the department, while making sure that all staff is trained and following safety regulations and guidelines as well as ensuring that our customer's needs are being met with the best service possible.
   
   Essential Job Functions: Includes the following, plus other activities may be assigned as needed: Operate as a "Working Manager." A Working Manager is an individual that gets involved in the daily activities and performs any job duties necessary to keep the store and department operating at maximum efficiency. Manges in stock, inventory integrity, and ensuring all product is labeled properly. Delivers excellent service to ensure high levels of customer satisfaction. Motivates the warehouse team to ensure that trucks ect are loaded and unloaded properly and that all safety polies and procedures are followed. Responsible for making certain that the store is following all health and safety regulations, guidelines, and operating procedures. Responsible for receiving merchandise in accurately and a timely matter. Assigns partners to specific duties as needed. Responsibilities
   
   Supervisory Responsibilities
   
   Directly supervises 6 to 9 partners in the Seconds & Surplus store. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include training employees; planning, assigning, and directing work; as well as addressing complaints and resolving problems.
   
   Performance Behaviors To perform the job successfully, an individual should demonstrate the following performance behaviors:
   
   Managing Department - Focus on maintaining a clean, signed, and organized department, at all times. Manages Inventory integrity in stock throughout the entire department. Effectively trains staff on safety policies and procedures.
   Problem Solving - Identifies and resolves problems in a timely manner; Gathers and analyzes information skillfully; Uses reason even when dealing with emotional topics. Customer Service - Manages difficult or emotional customer situations; Responds promptly to customer needs; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments. Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality and effectively communicates with all partners. Teamwork - Balances team and individual responsibilities; Exhibits objectivity and openness to others' views; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interests; Able to build morale and group commitments to goals and objectives; Supports everyone's efforts to succeed. Delegation - Delegates work assignments; Matches the responsibility to the person; Gives authority to work independently; Sets expectations and monitors delegated activities; Provides recognition for results. Leadership - Exhibits confidence in self and others; Inspires and motivates others to perform well; Effectively influences actions and opinions of others; Gives appropriate recognition to others. Qualifications
   
   Education and/or Experience
   
   Associate's degree (A. A.) or equivalent from two-year college or technical school; or six months to one year related experience and/or training; or equivalent combination of education and experience.
   
   Language Skills
   
   Ability to read and comprehend simple instructions, short correspondence, and memos. Ability to write simple correspondence. Ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization.
   
   Mathematical Skills
   
   Ability to add and subtract two digit numbers and to multiply and divide with 10's and 100's. Ability to perform these operations using units of American money and weight measurement, volume, and distance.
   
   Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   While performing the duties of this job, the employee is frequently required to stand; walk; reach with hands and arms and talk or hear. The employee is occasionally required to sit; climb or balance and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 80 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and ability to adjust focus.
   
   Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   While performing the duties of this Job, the employee is regularly exposed to outside weather conditions. The noise level in the work environment is usually loud.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with receiving manager 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 receiving manager

   Once you've selected the best receiving manager 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 receiving manager. 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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