How to hire a sales coach

How to hire a sales coach, step by step

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

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

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1. Identify your hiring needs

   Before you start hiring a sales coach, 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

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

   Type of Sales Coach	Description	Hourly rate
   Sales Coach		$17-39
   Inside Sales Representative	An inside sales representative is responsible for selling services and products to clients, driving the company's revenues and increase sales profitability. Duties of an inside sales representative include developing strategic sales pitches, responding to customer's inquiries and requests, offering promotional products and discounts, researching potential clients, creating sales reports, and managing customer's possible complaints... Show more	$13-33
   Lead Sales Representative	A lead sales representative is responsible for selling goods and services to existing and potential customers through electronic communications and area visits. Lead sales representatives should be highly-knowledgeable of the products that the company offers to discuss and demonstrate the features to the client accurately... Show more	$15-42

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Training
   • CRM
   • Call Monitoring
   • Sales Performance
   • Continuous Improvement
   • Product Knowledge
   • Sales
   • Sales Techniques
   • Sales Process
   • Sales Reps
   • Increase Sales
   • Call Planning
   • Sales Floor
   • Sales Targets

   Check all skills

   Responsibilities:

   • Achieve proficiency in all aspects of international business from documentation to freight logistics to pricing negotiations.
   • Prepare new sales representatives by conducting orientation to sales process; developing individual coaching plans; providing resources and assistance.
   • Analyze and recommend strategic plans for sales team, providing analysis and recommendations on ongoing team development and leadership.
   • Maintain detailed accountability of valuable jewelry, handle new merchandise, and maintain employee focus on departmental organization and cleanliness.
   • Create, edit and publish eLearning courses.
   • Contribute to the success of REI by maintaining a working knowledge of REI products and services offer to customers.

3. Make a budget

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

   • Location. For example, sales coaches' average salary in montana is 36% less than in district of columbia.
   • Seniority. Entry-level sales coaches earn 55% less than senior-level sales coaches.
   • Certifications. A sales coach 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 sales coach's salary.

   Average sales coach salary

   $56,159yearly

   $27.00 hourly rate

   ---

   Entry-level sales coach salary

   $37,000 yearly salary

   Updated December 5, 2025

4. Writing a sales coach job description

   A sales coach 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 a sales coach job description:

   Sales coach job description example

   ***Must be licensed to sell healthcare insurance***
   
   The Coach is responsible for working with the site Supervisors to execute on daily plans to drive improved sales performance from the Agents/Representatives. The Coach will be actively engaged side by side with the Agents/Representatives providing coaching guidance real time as well as facilitating coaching calibrations in one-on-one and group settings. They are responsible to be the voice of the Agents/Representative to the Supervisors and collaborate with the Supervisors to instill the UHS culture in a team that is focused and motivated.
   
   Team Coach is expected to be a subject matter expert within the training class for which they will be assigned to support once those Agents/Representatives become live. This role is designed to aid in a smooth transition between training, SPA, and production. The exception to this is if the Team Coach is newly hired and has not yet completed new hire agent/representative training. If they have not yet completed their own new hire training, then they must participate and be fully engaged as a learner in their assigned class.
   
   The Coach is expected to participate fully throughout their assigned new hire training including the scheduled phone time during SPA. In addition, it is a best practice for Coaches to spend upwards of 40 (forty) hours supporting production phone volume immediately following new hire training class. A maximum of 5 (five) hours per week may be used to fulfill staff requirements during peak intervals where all other efforts to meet requirements with agent staff have been exhausted or if called upon by UHS as business dictates. Coaches and Supervisors will not count towards your intraday planning (IDP). Any other use of coaches needs to go through the change management process (Section 1).
   
   Responsibilities:
   
   Responsibilities include but are not limited to:
   
   - Coaches must have the experience of taking calls, applying training and proven proficiency in the role. They must maintain the ability to assist on the phone if needed for consumer escalations or due to understaffing as dictated by UHS only.
   
   - Support training initiatives and strategy.
   
   - Coach Agents/Representatives to improve knowledge engages Consumers, compliantly enroll Consumers into an appropriate plan, and enhance sales skills where appropriate.
   
   - Collaborate with Operations Manager and site Supervisors to develop and then execute upon daily plan to drive improved performance.
   
   - Coach and update Agents/Representatives via call calibrations, one-on-ones, live side-by-sides, huddles, team meetings, etc.
   
   - Drive high-performance sales, compliance and consumer experience standards and outcomes by executing on the details outlined within this Operations Guide as well as the Supervisor/Coach training.
   
   - Recommend changes when necessary.
   
   - Assist in implementation of new processes.
   
   - Collaborate actively and fully with UHS onsite and offsite staff.
   
   - Complete daily call reviews and coaching as outlined in the Standard Operating Procedures section.
   
   - Complete daily Group call reviews and coaching as outlined in the Standard Operating Procedures section. (if applicable).
   
   - Complete UES documentation and coaching.

   Copy this example

   

5. Post your job

   There are a few common ways to find sales coaches 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.

   To find sales coach 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

   Your first interview with sales coach 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 sales coach

   Once you've decided on a perfect sales coach candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

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