How to hire a residential sales

How to hire a residential sales, step by step

Here's a step-by-step residential sales hiring guide:

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

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1. Identify your hiring needs

   The residential 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

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

   This list shows salaries for various types of residential sales.

   Type of Residential Sales	Description	Hourly rate
   Residential 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.	$25-52
   Sales Development Representative	A sales development representative qualifies leads at the sales funnel's initial stages. Sales development representatives need to conduct research for prospective clients and qualify the leads before handing them to the sales team... Show more	$16-37
   Sales Representative	Sales representatives primarily sell the company's products and services to businesses or organizations. They should be adept at closing out sales, negotiating, and providing customer service... Show more	$15-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Product Knowledge
   • Strong Work Ethic
   • HVAC
   • Direct Sales
   • Broadband
   • Bundling
   • Residential Real Estate
   • Door Sales
   • Sales Process
   • Customer Service
   • Inbound Calls
   • Trade Shows
   • Close Rate
   • Sales Territory

   Check all skills

   Responsibilities:

   • Utilize CRM systems to effectively manage accounts; leverage competitor and market intelligence to drive offer posture and capture competitor accounts.
   • Identify customer needs, present ADT products and services, and met/exceed sales quota.
   • Educate residential customers through demonstration of ADT security products.
   • Utilize CRM systems to effectively manage accounts; leverage competitor and market intelligence to drive offer posture and capture competitor accounts.
   • Utilize negotiation and influencing abilities by offering customers solutions using products and services from MCI portfolio.

   More residential sales duties

3. Make a budget

   Including a salary range in your residential sales job description is a great way to entice the best and brightest candidates. A residential sales salary can vary based on several factors:

   • Location. For example, residential sales' average salary in hawaii is 52% less than in washington.
   • Seniority. Entry-level residential sales earn 52% less than senior-level residential sales.
   • Certifications. A residential sales with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a residential sales's salary.

   Average residential sales salary

   $76,748yearly

   $36.90 hourly rate

   ---

   Entry-level residential sales salary

   $53,000 yearly salary

   Updated January 23, 2026

   Average residential sales salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$98,320	$47
   2	New Jersey	$92,394	$44
   3	Wyoming	$90,601	$44
   4	Texas	$88,228	$42
   5	New York	$86,918	$42
   6	Wisconsin	$84,012	$40
   7	California	$83,334	$40
   8	South Carolina	$83,258	$40
   9	Maryland	$79,826	$38
   10	Nevada	$75,424	$36
   11	South Dakota	$75,184	$36
   12	Kansas	$74,790	$36
   13	Colorado	$74,433	$36
   14	Michigan	$74,321	$36
   15	North Carolina	$73,806	$35
   16	District of Columbia	$73,005	$35
   17	Minnesota	$72,021	$35
   18	Georgia	$71,269	$34
   19	Florida	$69,405	$33

   Average residential sales salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	American Residential Services	$104,813	$50.39	60
   2	Buckle	$104,469	$50.23
   3	Integral Ad Science	$101,236	$48.67	2
   4	Patterson Companies	$84,132	$40.45	50
   5	PC WOW	$83,853	$40.31
   6	Ascena Retail Group	$83,174	$39.99
   7	Edifecs	$81,696	$39.28
   8	NICE Systems	$81,283	$39.08	4
   9	Integral Group	$80,731	$38.81	2
   10	Erie Homes for Children and Adults	$79,799	$38.36	46
   11	TOTAL Mechanical	$79,139	$38.05	3
   12	Vector Security	$78,804	$37.89	46
   13	Cc Meyers	$78,072	$37.53
   14	Transwest	$77,949	$37.48	4
   15	Paul Davis USA	$76,805	$36.93	28
   16	WOW! Internet	$76,624	$36.84
   17	Benjamin Franklin Plumbing	$75,460	$36.28	54
   18	Champion Homes	$73,774	$35.47	33
   19	greatoutdoors	$72,355	$34.79
   20	Ollie's Bargain Outlet	$71,760	$34.50

4. Writing a residential sales job description

   A good residential sales 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 residential sales job description:

   Residential sales job description example

   Our National Franchise Organization, rated #1 in our industry has been in business for over 25 years. We have experienced substantial, long-term growth and as a result are searching for another member to add to our close-knit team of individuals who sell and design our products directly to homeowners.Closet Factory is the custom storage solution authority serving the worldwide need for custom space organization throughout the home. We design, sell and install custom closets, home offices, garages, home theaters, pantries, bookshelves and more. Our products are of the highest quality and range from simple to spectacular and everywhere in between. We help our customers get organized and pride ourselves in our customer service excellence throughout our company. We want employees who are creative and innovative as well as dedicated and disciplined in their approach to their jobs. We are a hard working company and are seeking to improve our performance with like-minded team players.Our Design Consultants have great passion for what they do. They create. They design. They turn the chaos of each client's home into an organized work of art. Working closely with each client, they help the client choose the perfect color, moldings and accessories to blend with the decor of their home.We are looking for people to handle the high volume of business we are experiencing. Product knowledge is not as important as skill, energy and the ability to learn. We have the best training, presentation materials, and the best support in the industry. You work from home and in the client's home, set your own schedule, and we provide you with pre-set, qualified appointments. Immediate full-time positions available so take advantage of this excellent opportunity.

   Job Benefits Include:
   F/T positions
   Full Insurance Package
   Paid Training
   401K

   Pre-set qualified leads
   Flexible Hours
   Best training in the industry
   Continual support
   Full time: Earn $4,000-$10,000 per month

   If you are energetic and upbeat, this may be the place for you. We recognize people as our most valuable asset and will train you to excel in your position. A future with Closet Factory has never been brighter. If you are thinking about taking the next big step in your career, this may be the opportunity you have been waiting for.

   Requirements:Must be sales orientated with exceptional communication skills. Will train on all aspects of design. Candidate must have a laptop and reliable transportation. Great closing skills a plus.Visit our web site @ www.closetfactory.com

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right residential sales for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   To find residential sales candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post your job on free job posting websites.

6. Interview candidates

   To successfully recruit residential sales, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 residential sales

   Once you've found the residential sales 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.

   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.

   After that, you can create an onboarding schedule for a new residential sales. 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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