How to hire a sales floor leader

How to hire a sales floor leader, step by step

Here's a step-by-step sales floor leader 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 floor leader job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new sales floor leader
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the sales floor leader you need to hire. Certain sales floor leader 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

   You should also consider the ideal background you'd like them a sales floor leader 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 sales floor leader that fits the bill.

   This list presents sales floor leader salaries for various positions.

   Type of Sales Floor Leader	Description	Hourly rate
   Sales Floor Leader		$14-21
   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
   Floor Supervisor	A floor supervisor is personnel hired by the hospitality and retail establishments who provide a quality experience to guests by inspecting the guest area's cleanliness. To maintain freshness, a floor supervisor collaborates with a manager to deploy custodial staff and train new employees... Show more	$10-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Floor
   • POS
   • Ladders
   • Product Knowledge
   • Store Operations
   • Retail Sales
   • Visual Standards
   • Quality Customer Service
   • Retail Environment
   • Inventory Management
   • Customer Satisfaction
   • Sales Plan
   • Customer Complaints
   • Customer Issues

   Check all skills

   Responsibilities:

   • Manage all lead activity for a specific vertical sales territory, identifying opportunities and engaging appropriate field sales representatives.
   • Assist store manager with daily operations including opening/closing POS system, ordering supplies, inventory processing, staff supervision and motivation.
   • Complete company leadership training program.
   • Deliver outstanding leadership within the retail operation selling computers and focusing on building systems to fulfill customer needs.
   • Administer performance management by diagnosing improvement opportunities, providing effective feedback, coaching, and corrective action plans.

3. Make a budget

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

   • Location. For example, sales floor leaders' average salary in alabama is 33% less than in rhode island.
   • Seniority. Entry-level sales floor leaders 30% less than senior-level sales floor leaders.
   • Certifications. A sales floor leader 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 sales floor leader's salary.

   Average sales floor leader salary

   $37,533yearly

   $18.04 hourly rate

   ---

   Entry-level sales floor leader salary

   $31,000 yearly salary

   Updated December 27, 2025

4. Writing a sales floor leader job description

   A sales floor leader 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 floor leader job description:

   Sales floor leader job description example

   SALES FLOOR LEAD, BOZEMAN
   
   The Sales Floor Lead helps maintain a profitable store that offers an elevated customer experience. You will work with all members of the Retail Store team to maintain customer service standards You will help with all aspects of order management, inventory accuracy and visual merchandising needs, all while ensuring the store hits metrics for sales and profitability. ESSENTIAL DUTIES & RESPONSIBILITIES: · Place sales orders, process returns, and set up exchanges · Support customers by helping them select relevant products or answer gear questions · Close the retail store at designated time and complete associated closing responsibilities · Help uphold coaching and feedback provided to the team by management · Set example to retail store gearheads by providing exemplary customer service · Ensures the retail store is open and ready to receive customers at designated operational hour · Ability to identify order and inventory issues, and seek the right solution · Cycle count to maintain the highest level of inventory accuracy · Maintain cash drawer, spreadsheet and bank deposits · Assist management with onboarding new staff · Maintain, organize, and identify inventory needs for floor and window displays · Assist in store inventory change over process and help the visual merchandiser maintain floor set. QUALIFICATIONS, SKILLS & ABILITIES: · Knowledge of the gear we sell · Proficient with Computers and Software products · Strong ability to multitask · Excellent verbal and written communication skills for multiple audiences including employees and customers · Ability to prioritize and manage conflicting demands · Working knowledge of MS Office products PHYSICAL DEMANDS
   
   • Stand, walk, sit for extended periods.
   • Speak and listen to others in person and over the phone.
   • Use keyboard and read from computer screen and reports.
   • Lift up to 15lbs. Team lift up to 70
   
   ABOUT BACKCOUNTRY
   
   Seek it. Find it. Send it. We help customers seek the perfect gear for their backcountry, find their awe, and send it their way. Through our five brands-Backcountry, Competitive Cyclist, MotoSport, Bergfreunde, and Steep&Cheap-we give our customers the gear, knowledge, and inspiration they need to chase life's greatest moments. We foster local outdoor communities around the locations of our expanding number of retail stores, and we're actively creating a more inclusive and equitable outdoors for all through our Diversity, Equity & Inclusion initiatives. We're a company of Gearheads and we offer personalized expertise at every level of the organization. This means we curate the best assortment of premium gear and apparel, a premium shopping experience, personalized Gearhead advice, super-fast and accurate fulfillment, and aspirational and informative content. We take growth and personal fulfillment seriously. For our employees-aka, our Herd-this means career growth potential and the ability to take ownership and make an impact daily. We offer perks like an exceptional gear discount, an annual summer Adventure Contest, summer barbecues, and a pet-friendly office. When you join the Backcountry Herd, you join a crew that is passionate about their jobs and equally stoked on the outdoors. Pre-dawn skintrack laps are the norm, MTB rides are our lunch break, and you'll regularly find coworkers hitting the trail together post-work. Benefits are competitive and include medical, dental, vision, and disability & life insurance, paid parental leave, 401(k) matching, Flexible Spending or Health Savings Account. 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.
   
   Thanks for exploring our careers! For your time and effort, use promo code CAREERS22 for 15% off full-price items in your cart. Some exclusions apply.
   
   #bcretail
   
   #LI-HL1 #LI-Onsite

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5. Post your job

   There are various strategies that you can use to find the right sales floor leader 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.

   Post your job online:

   • Post your sales floor leader job on Zippia to find and attract quality sales floor leader candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit sales floor leaders, 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.

   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 floor leader

   Once you've decided on a perfect sales floor leader 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.

   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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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