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How to hire a sales/marketing

Sales/marketing hiring summary. Here are some key points about hiring sales/marketing in the United States:

  • In the United States, the median cost per hire a sales/marketing is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • Human Resources use 15% of their expenses on recruitment on average.
  • On average, it takes around 12 weeks for a new sales/marketing to become settled and show total productivity levels at work.

How to hire a sales/marketing, step by step

To hire a sales/marketing, consider the skills and experience you are looking for in a candidate, allocate a budget for the position, and post and promote the job opening to reach potential candidates. Follow these steps to hire a sales/marketing:

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

What does a sales/marketing do?

Among the responsibilities of working in sales and marketing is to reach out to clients to achieve sales targets and secure customer satisfaction. It is also essential to come up and develop strategies to obtain sales and find new opportunities that will strengthen the client base and improve the company's brand and image. Furthermore, working in sales and marketing requires coordination with team members and superiors, so it is vital to have an active line of coordination and communication.

Learn more about the specifics of what a sales/marketing does
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  1. Identify your hiring needs

    Before you post your sales/marketing 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 sales/marketing 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?

    Hiring the perfect sales/marketing also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

    The following list breaks down different types of sales/marketing and their corresponding salaries.

    Type of Sales/MarketingDescriptionHourly rate
    Sales/MarketingSales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.$11-33
    Marketing And Sales CoordinatorA marketing and sales coordinator is responsible for supporting the marketing and sales operations on developing promotional campaigns and marketing strategies, including analyzing the market trends to present new products and services to meet customer demands and public interests. Marketing and sales coordinators perform various administrative tasks, such as creating sales reports, responding to customers' inquiries and concerns, updating the company's social media platforms, and reaching out to existing and potential clients for new offers, generating revenues and business profitability.$15-29
    Marketing/Sales RepresentativeThe job of marketing/sales representatives is to pitch a company's products and services to potential customers. They work to drive brand awareness through face-to-face consumer interaction... Show more$20-44
  2. Create an ideal candidate profile

    Common skills:
    • Customer Relations
    • Customer Service
    • Digital Marketing
    • Product Knowledge
    • Business Development
    • Facebook
    • Instagram
    • Real Estate
    • Twitter
    • Trade Shows
    • Market Research
    • SEO
    • Account Management
    • Retail Sales
    Check all skills
    Responsibilities:
    • Lead small business strategic marketing team to deliver products, services and solutions, ensuring corporate ROI targets achieve.
    • Develop qualified leads and new account opportunities for SAAS cloud management.
    • Develop and maintain social media marketing channels, manage SEM campaign, and conduct online marketing research.
    • Manage shelf standards and conditions, tagging, rotating, and placing POS materials for products on shelf.
    • Manage and confirm incoming purchase orders from customers and create corresponding invoices for each purchase order using QuickBooks.
    • Manage and negotiate sales quotations and contracts in B2B/B2C with current and potential customers in military and gun markets.
    More sales/marketing duties
  3. Make a budget

    Including a salary range in your sales/marketing job description is a great way to entice the best and brightest candidates. A sales/marketing salary can vary based on several factors:
    • Location. For example, sales/marketing' average salary in utah is 52% less than in new jersey.
    • Seniority. Entry-level sales/marketing earn 67% less than senior-level sales/marketing.
    • Certifications. A sales/marketing 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/marketing's salary.

    Average sales/marketing salary

    $41,130yearly

    $19.77 hourly rate

    Entry-level sales/marketing salary
    $23,000 yearly salary
    Updated December 31, 2025

    Average sales/marketing salary by state

    RankStateAvg. salaryHourly rate
    1New York$61,511$30
    2Pennsylvania$61,381$30
    3Massachusetts$58,135$28
    4California$48,568$23
    5District of Columbia$48,050$23
    6Virginia$47,971$23
    7Maryland$46,097$22
    8Texas$42,918$21
    9Michigan$42,250$20
    10Ohio$40,990$20
    11Arizona$40,080$19
    12Washington$39,634$19
    13Indiana$38,748$19
    14Wisconsin$37,801$18
    15Illinois$37,398$18
    16Nevada$36,900$18
    17Minnesota$36,481$18
    18North Carolina$36,308$17
    19Florida$36,146$17
    20Alabama$35,290$17

    Average sales/marketing salary by company

    RankCompanyAverage salaryHourly rateJob openings
    1KLA$130,340$62.663
    2Meta$129,295$62.1675
    3Accenture$125,242$60.21421
    4Cummins$92,256$44.3515
    5Schlumberger$91,426$43.951
    6SAMSUNG SDS$79,809$38.377
    7Red Hat$78,624$37.80
    8ALOHA$77,286$37.16
    9Sony Electronics$76,808$36.932
    10New York Life Insurance$66,733$32.0814
    11Encompass Health$65,654$31.56107
    12Concierge Home Care$65,532$31.51
    13Amazon$61,775$29.70276
    14Unique Software Development$59,846$28.77
    15Symmetry Financial Group$56,030$26.94
    16NBCUniversal$55,122$26.5042
    17Mutual of Omaha$53,957$25.949
    18Transpo Group$53,716$25.82
    19AmeriLife$52,714$25.344
    20Townsquare Media$50,439$24.2516
  4. Writing a sales/marketing job description

    A job description for a sales/marketing role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a sales/marketing job description:

    Sales/marketing job description example

    We service over 12,000 organizations in 49 states and have access to nearly 1 million

    policyholders. We are backed by Washington National with $5.2 billion in invested

    assets and $3.9 billion in policy reserves.* Our excellent track record in marketing, sales, and

    customer service date back more than 20 years, as PMA USA is the insurance marketing powerhouse that emerged through the combination of three of the most successful regional

    insurance marketing firms in the United States.

    Unmatched Product Portfolio:

    We know that our sales are only as strong as the products we sell. You will be confident that

    what you are offering to clients is the best in the industry. Washington National, a company

    with more than 100 years of service to its policyholders, has paid nearly $5.6 billion in

    claims to supplemental health policyholders to help protect policyholders from the costs of illnesses, injuries, and accidents. Nearly $3 billion has been paid to policyholders through the

    return-of-premium and cash-value benefits.**

    Tremendous Income Opportunity

    Competitive commission compensation with generous bonus structures along with lifetime

    renewal income from your individual and team sales mean your earning potential is unlimited.

    Add in trips, prizes, recognition, and team support and you have a very unique opportunity to

    obtain the life you imagine for yourself, all while providing an invaluable service to the

    community.

    Earn what you’re worth, enhance the lives of others, and have a great time doing it!

    PMA USA is an Equal Opportunity Company.

    *Data as of September 2019

    **The claims and premium-return amount are based on ROP/CV and claims payments to Washington National policyholders from January 1, 1995, through December 31, 2017. The return of premium (ROP) or cash value (CV) (in MO, “cash return”) benefit is subject to state and product

    availability. The benefit has an additional charge and may pay minus claims or regardless of claims based on the policy selected. The policy must remain in force until the end of the ROP/CV period for the benefit to be paid.

    Company DescriptionWashington National Company's largest American marketing partner, PMA USA, is looking for the right individuals who have the desire to earn a good living, work a flexible schedule and provide solutions for wealth preservation and creation to families and individuals. You can make a huge impact on your community and future by educating, advising and servicing clients to improve their quality of life.

    This position is a territory-based, outside sales role, with opportunity for rapid advancement to Field District Manager. You will be servicing our current customers.
  5. Post your job

    To find the right sales/marketing for your business, consider trying out a few different recruiting strategies:

    • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
    • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with sales/marketing they would recommend.
    • Recruit at local colleges. Attend job fairs at local colleges to recruit sales/marketing who meet your education requirements.
    • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.
    Post your job online:
    • Post your sales/marketing job on Zippia to find and recruit sales/marketing candidates who meet your exact specifications.
    • Use field-specific websites.
    • Post a job on free websites.
  6. Interview candidates

    During your first interview to recruit sales/marketing, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

    It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

    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/marketing

    Once you have selected a candidate for the sales/marketing position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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.

    Once that's done, you can draft an onboarding schedule for the new sales/marketing. 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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How much does it cost to hire a sales/marketing?

Hiring a sales/marketing comes with both the one-time cost per hire and ongoing costs. The cost of recruiting sales/marketing involves promoting the job and spending time conducting interviews. Ongoing costs include employee salary, training, benefits, insurance, and equipment. It is essential to consider the cost of sales/marketing recruiting as well the ongoing costs of maintaining the new employee.

You can expect to pay around $41,130 per year for a sales/marketing, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for sales/marketing in the US typically range between $11 and $33 an hour.

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