How to hire a sales representative supervisor

How to hire a sales representative supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a sales representative supervisor, 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 representative supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, sales representative supervisors 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.

   The following list breaks down different types of sales representative supervisors and their corresponding salaries.

   Type of Sales Representative Supervisor	Description	Hourly rate
   Sales Representative Supervisor		$11-24
   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
   Shift Supervisor	Shift supervisors are responsible for the employees assigned to the shift that they are handling. Shift supervisors ensure that the employees who were expected to report to work at the specific shift came in... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Product Knowledge
   • Inbound Calls
   • Outbound Calls
   • Customer Complaints
   • Sales Floor
   • Cold Calls
   • Outbound Sales
   • Sales Training
   • Sales Techniques
   • Customer Inquiries
   • Sales Reports
   • Inventory Control
   • POS

   Check all skills

   Responsibilities:

   • Create and lead staff development sessions on solution selling techniques/running effective promotions/POS execution/trade math.
   • Assist patients with Critical/Triage calls; document necessary symptoms for medical assistants to determine what medical intervention is necessary.
   • Describe product to customers and accurately explain details about DirecTV services.

3. Make a budget

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

   • Location. For example, sales representative supervisors' average salary in nevada is 43% less than in district of columbia.
   • Seniority. Entry-level sales representative supervisors earn 53% less than senior-level sales representative supervisors.
   • Certifications. A sales representative supervisor 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 representative supervisor's salary.

   Average sales representative supervisor salary

   $35,469yearly

   $17.05 hourly rate

   ---

   Entry-level sales representative supervisor salary

   $24,000 yearly salary

   Updated January 31, 2026

4. Writing a sales representative supervisor job description

   A good sales representative supervisor 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 sales representative supervisor job description:

   Sales representative supervisor job description example

   
   85169
   
   Posted
   
   06-Sep-2022
   
   Service line
   
   GWS Segment
   
   Role type
   
   Full-time
   
   Areas of Interest
   
   Health and Safety/Environment
   
   Location(s)
   
   La Jolla - California - United States of America, San Diego - California - United States of America
   
   JOB SUMMARY HSE Representative
   
   The purpose of this position is to support and assist in the management of HSE (Environmental Health and Safety) programs in a pharmaceutical setting relative to a specific account or market area. This position will have oversight of 5 research facilities which will require 25% travel.
   
   ESSENTIAL DUTIES AND RESPONSIBILITIES
   
   Assists in Managing HSE programs and initiatives to meet regulatory requirements and HSE needs of the client account. Evaluates new and existing programs to assess suitability and the need for changes.
   
   Creates and executes studies to monitor and assess employees' exposure to health risks, and to measure effectiveness of occupational health programs, policies, and procedures
   
   Proposes and leads implementation of programs to protect employee health and implementing ergonomics
   
   Ensures employee awareness of occupational health and safety concerns, programs, and regulations by conducting training and presentations
   
   Implements corrective actions and suspends operations, if required
   
   Conducts Health, Safety and Environmental Inspections, audits, oversight of contractors, shops, and utilities
   
   Proficient knowledge of relevant OSHA and EPA laws, policies, and procedures.
   
   Must possess a thorough knowledge of HSE in an industrial/construction setting
   
   Ensures compliance with applicable Federal, State, & local regulations along with client specific policies and procedures including but limited to
   
   RCRA
   
   HMR/DOT
   
   LDAR
   
   Wastewater
   
   Universal Waste
   
   LOTO
   
   Confined Space
   
   Hearing Conservation
   
   Fall Protection
   
   Respiratory Protection
   
   Excellent communication skills, both verbal and written.
   
   Proficient organizational skills.
   
   Ability to multitask and prioritize tasks.
   
   Root Cause Analysis Investigator for conducting formal investigations for events. Responsible for identifying the root cause(s), near root cause(s), and causal factors; and identifying the appropriate corrective and preventative actions (CAPAs).
   
   WORK ENVIRONMENT
   
   The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. HSE work is both indoors and outdoors. position may, at times, require individual to stand, walk, crouch, bend, and/or reach. The work may be physically demanding and sometimes dirty and unpleasant.
   
   Support the process for monitoring injury, illness, and incident related performance within the assigned account, or market area. Support the development and implementation of strategic solutions that will improve the performance results as required.
   
   Acts as a resource to staff and internal customers as the HSE subject matter expert. Provides direct and timely advise and information to the management responsible for the account, market area, or other assigned area of responsibility in matters related to HSE performance, compliance, trends, and concerns.
   
   Provides direct and timely advise and information to the appropriate management in all matters related to HSE performance, compliance, trends, and concerns.
   
   Assists in overseeing specific HSE plans, playbooks, and procedures for the assigned account or market area, making certain play books are current, complete, and effectively implemented.
   
   Identifies opportunities to reduce costs while enhancing quality of services.
   
   Responds to customer member concerns regarding HSE matters.
   
   Other duties may be assigned.
   
   QUALIFICATIONS
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   EDUCATION and EXPERIENCE
   
   High School Diploma or General Education Degree (GED) required. Minimum of 3 years of related HSE experience.
   
   Working knowledge of federal, state, and local health and safety, and environmental regulations is essential. Direct experience dealing with regulatory agencies and/or compliance officers is preferred.
   
   Experience working in manufacturing, construction, and facility maintenance and management is preferred.
   
   CERTIFICATES and/or LICENSES
   
   Any of the following: Certified Safety Professional (CSP), Certified Industrial Hygienist (CIH), Certified Hazardous Material Manager (CHMM), Occupational Health and Safety Technician (OHST) - preferred.
   
   COMMUNICATION SKILLS
   
   Excellent written and verbal communication skills. Strong organizational and analytical skills. Ability to provide efficient, timely, reliable, and courteous service to customers. Ability to effectively present information. Ability to respond effectively to sensitive issues.
   
   REASONING ABILITY
   
   Ability to comprehend, analyze, and interpret complex documents. Ability to solve problems involving several options in situations. Requires advanced analytical and quantitative skills.
   
   SCOPE OF RESPONSIBILITY
   
   Decisions made with thorough understanding of procedures, company policies, and business practices to achieve general results and deadlines. Responsible for setting work unit and/or project deadlines. Errors in judgment may cause short-term impact to department.
   
   INDSJ
   
   CBRE is an equal opportunity/affirmative action employer with a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.
   
   NOTE: Some, but not all, of our positions may have an additional requirement to comply with COVID-19 health and safety protocols, including COVID-19 vaccination proof and/or rigorous testing. If you have questions about the requirement(s) for this position, please inform your Recruiter.
   
   CBRE, Inc. is an Equal Opportunity and Affirmative Action Employer (Women/Minorities/Persons with Disabilities/US Veterans)

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5. Post your job

   There are various strategies that you can use to find the right sales representative supervisor 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 representative supervisor job on Zippia to find and recruit sales representative supervisor candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with sales representative supervisor 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.

   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 sales representative supervisor

   Once you have selected a candidate for the sales representative supervisor 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.

   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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