How to hire a sales team leader

How to hire a sales team leader, step by step

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

What does a sales team leader do?

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1. Identify your hiring needs

   The sales team leader 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 sales team leader's background is also an important factor in determining whether they'll be a good fit for the position. For example, sales team leaders 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 team leaders and their corresponding salaries.

   Type of Sales Team Leader	Description	Hourly rate
   Sales Team Leader		$16-35
   Head Of Sales	The head of sales is primarily responsible for overseeing the sales performance of a company and devising strategies to optimize practices. Their responsibilities typically revolve around monitoring the progress of every sales effort, setting objectives and deadlines, performing research and analysis to identify sales opportunities, and coordinating with different departments to improve procedures and reach sales targets... Show more	$52-119
   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 Floor
   • Product Knowledge
   • Customer Service
   • Customer Satisfaction
   • Exceptional Client
   • KPI
   • Sales Targets
   • Sales Process
   • Inventory Management
   • Sales Techniques
   • PowerPoint
   • Customer Complaints
   • POS
   • Business Development

   Check all skills

   Responsibilities:

   • Achieve proficiency in multitasking by performing multiple duties and managing differing responsibilities periodically.
   • Increase electronics sales and attainment goals on a quarterly basis, rank 4th in company in certain KPI.
   • Process cell phone contracts and sales through POS system while helping customers and using computer applications to complete transactions.
   • Facilitate developmental meetings and conversations with sales teams to discuss KPI and metrics like incremental sales and points of purchase.
   • Conduct PowerPoint training presentations for new and present members.
   • Open and closing the store, including counting cash, opening and closing POS's and creating staff assignments.

   More sales team leader duties

3. Make a budget

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

   • Location. For example, sales team leaders' average salary in new mexico is 48% less than in rhode island.
   • Seniority. Entry-level sales team leaders 52% less than senior-level sales team leaders.
   • Certifications. A sales team 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 team leader's salary.

   Average sales team leader salary

   $51,578yearly

   $24.80 hourly rate

   ---

   Entry-level sales team leader salary

   $35,000 yearly salary

   Updated January 30, 2026

   Average sales team leader salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$66,650	$32
   2	Massachusetts	$64,738	$31
   3	New Hampshire	$64,237	$31
   4	New York	$58,186	$28
   5	California	$57,963	$28
   6	Minnesota	$53,620	$26
   7	Ohio	$53,351	$26
   8	South Dakota	$52,790	$25
   9	Nebraska	$52,263	$25
   10	Illinois	$51,850	$25
   11	Wisconsin	$51,783	$25
   12	Nevada	$51,311	$25
   13	Colorado	$51,259	$25
   14	North Dakota	$50,246	$24
   15	Georgia	$50,094	$24
   16	Missouri	$49,998	$24
   17	Texas	$49,756	$24
   18	Washington	$48,872	$24
   19	Kansas	$47,818	$23
   20	Florida	$47,749	$23

   Average sales team leader salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Idera	$95,993	$46.15
   2	Amazon	$94,125	$45.25	143
   3	Citi	$91,525	$44.00	9
   4	Bloomberg	$88,787	$42.69	21
   5	Qualtrics	$82,078	$39.46
   6	Lincare Holdings	$76,244	$36.66
   7	Fifth Third Bank	$74,726	$35.93
   8	MRI Software	$70,927	$34.10	1
   9	FleetCor Technologies	$67,866	$32.63
   10	Ziff Davis	$67,190	$32.30	1
   11	BFA	$65,525	$31.50
   12	Esri	$65,507	$31.49	4
   13	Hilton Grand Vacations	$60,882	$29.27	103
   14	Medline	$59,964	$28.83	88
   15	Marriott International	$58,961	$28.35	116
   16	Crane Co.	$58,342	$28.05	3
   17	A.C.Coy	$58,080	$27.92
   18	James Avery Artisan Jewelry	$58,013	$27.89	8
   19	MICHAEL HOHL AUTOMOTIVE	$57,579	$27.68	1
   20	Zayo Group	$57,077	$27.44	3

4. Writing a sales team leader job description

   A sales team 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. To help get you started, here's an example of a sales team leader job description:

   Sales team leader job description example

   Are you ready to grow your dream career while making others' vacation dreams come true? Marriott Vacations Worldwide is a world premier organization for Vacation Ownership with resorts at destinations around the globe. Join our team and help deliver unforgettable experiences that make vacation dreams come true.
   
   Contribute to the success of the organization and sales distribution site by effectively using sales techniques and processes to convert prospective owners into purchasers as well as reload Owners. Support Sales Executives by performing sales closings as part of a Take-Over process or when the Sales Executive is not licensed to perform closings on their own. Develop relationships with prospective owners by soliciting and following up on referrals and leads. Cater the sales experience to the individual needs and preferences of each potential owner, and follow through with the sales contract process to ensure that all required paperwork and legally required documents are completed accurately and in a timely manner. Maintain the customer relationship after the sale is complete to ensure continued owner satisfaction with the organization and to develop future business opportunities (i.e., reloads, referrals, additional sales). Provide mentoring, coaching, consultation and feedback to Sales Executives on a regular basis. May also be responsible for delivering specific training opportunities as required and directed by sales management.
   CANDIDATE PROFILE
   Required: High school diploma or GED; Proficiency in English (additional language required for certain positions); Incumbent is required to maintain an active and in-good standing professional Hawaii Real Estate License where mandated by law; One-year related experience. Preferred: Bilingual (Spanish). Successful Candidates Will Be Willing To:
   Work at night (occasionally) Must be willing to work weekends and holidays as required by business needs JOB SPECIFIC TASKS
   
   Support Sales Executives
   Perform sales closings as part of a Take-Over process. Perform sales closings for Sales Executives who are not licensed to perform a closing on their own. Assist less experienced Sales Executives with the contract closing process. Provide coaching and feedback to Sales Executives on a regular basis. Work with less experienced Sales Executives to improve their sales process, strategy, script and presentation skills. This may include providing specific training opportunities on a one to one basis or in a group setting as required and directed by sales management. May be required to conduct ride-a-longs to provide feedback on sales executive performance and report back to sales management. Building and Maintaining Customer Base
   Answer owner questions regarding use of properties and location amenities; make recommendations given the background information obtained on the owner through discovery. Follow up on referrals/leads from owners. Fulfill requests from owners or prospects regarding pricing, property maps, property descriptions, room locations, and portfolio/network information. Contact owners to monitor satisfaction, make aware of upcoming promotions, and develop business opportunities (e.g., reloads, referrals). Develop and maintain records on customer contacts and use that information to support effective follow-up opportunities. Monitor contract processing to minimize rescission decisions, provide comprehensive owner assurance and ensure timeliness of closings. Giving Sales Presentations
   Follow and adhere to the Consultative Sales Process when presenting to owners and guests. Establish trust with the prospective owner and Owners throughout the entire sales process to build on-going rapport. Discover the needs of prospective owners and Owners through a series of strategically layered questions/discussion and utilize the information to customize the sales presentation. Provide prospective owners and Owners a Sales Gallery, Property and Model tour specific to their sale distribution site. Explain the features, advantages and benefits of the product and advocate the appropriate amount of points to accommodate the prospective owners and Owners current and future vacation needs. Complete and close the sales contract process by ensuring all required/legal paperwork and documents are signed and notarized. Practice and continue to develop and improve sales script and presentation. Ensure clear understanding of financing options and present as an approach to ownership. Prepare for daily appointments/tours (e.g., review tour sheet, owner history, presentation details, etc). Follow up face-to-face guest interaction with email, phone, or mail correspondence and facilitates use of Vacation Ownership Advisor. Answer Owner and customer questions regarding product information, servicing issues, construction work, financing, maintenance, repairs, and appraisals. Use, demonstrate, and/or coordinate virtual tour (eTour) software for guests. Conducting and Managing Business Transactions
   Assure complete and accurate processing of documents pertaining to sales. Review details of contracts with prospective owners and Owners once they decide on purchase. Thoroughly review loan applications and financial documents with the customer and ensure completed properly. Work with Sales Management to minimize cancellations, provide comprehensive owner assurance and ensure timeliness of closings. Analyze problems and formulate a strategy and plan to overcome challenges of getting work done quickly with a high degree of quality. Complete purchase summary worksheet at end of each sale. Reach out to and influence Legacy Owners and Every Other Year (EOY) Owners to enroll, upgrade and maximize all reload opportunities. Providing Service to Others
   Respond to and monitor the resolution of customer and Owner inquiries in a timely manner with accurate information. Leverage resources for providing service to guests and Owners (e.g., Vacation Ownership Advisors) in an effective manner. Other
   Manage time effectively to punctually attend daily team meetings, training sessions, and guest/owner appointments. Demonstrate total understanding of the culture and processes of the organization. Improve sales presentation approach through self-critique, practice, and lessons from the feedback provided by others (e.g., Sales Manager Coaches, Guests, Owners). Participate in formal training sessions offered by management team. Attend daily huddles and regularly scheduled team/manager meetings. Maintain an awareness of current events (e.g., news, sports, pop-culture) and information on site locations to enable and promote customer relationship building. Perform other duties as assigned. Understand and abide by state and federal regulation around all sales and/or marketing activity (i.e. Do Not Call Lists, State registrations, Exemptions, etc).
   #LI-JM1
   
   Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture

   Copy this example

   

5. Post your job

   To find sales team leaders for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any sales team leaders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level sales team leaders with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   During your first interview to recruit sales team leaders, 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.

   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 team leader

   Once you've decided on a perfect sales team 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.

   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 sales team leader first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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