How to hire a store manager and buyer

How to hire a store manager and buyer, step by step

Here's a step-by-step store manager and buyer hiring guide:

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

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1. Identify your hiring needs

   The store manager and buyer 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

   Hiring the perfect store manager and buyer 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.

   This list presents store manager and buyer salaries for various positions.

   Type of Store Manager And Buyer	Description	Hourly rate
   Store Manager And Buyer	Buyers and purchasing agents buy products and services for organizations to use or resell. They evaluate suppliers, negotiate contracts, and review the quality of products.	$20-52
   Merchandise Planner	A merchandise planner is responsible for monitoring the adequacy of stock inventories and requesting purchase orders by researching current market trends to meet customer demands. Merchandise planners assist with marketing campaigns and promotional offers of the business, selling goods and services to the customers based on their needs and budget requirements... Show more	$22-49
   Buyer	A buyer's duties include product sourcing and comparing resources for the best product range that would suit the specific needs of the business. Buyers must have excellent communication and negotiation skills to evaluate items that most likely benefit the customer and improve the sales of daily operations with cost-efficient products... Show more	$17-36

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Product Knowledge
   • Payroll
   • Market Trends
   • Inventory Control
   • Trade Shows
   • Apparel
   • Boutique
   • POS
   • Store Operations
   • Sales Floor
   • Instagram
   • Sales Associates
   • Retail Store

   Check all skills

   Responsibilities:

   • Manage Instagram and Facebook page of the company.
   • Utilize QuickBooks software to manage inventory, sales orders, purchase orders, point of sale, etc.
   • Ensure maintenance of store including cleanliness and overall aesthetics and manage the load process and backroom activities/organization.
   • Maintain store operations by refreshing store visuals and inserting products into the POS system.
   • Create comprehensive social media campaigns that boost the company's presence through multiple outlets such as Instagram, Facebook and email.
   • Select and purchase appropriate seasonal ready-to-wear fashion merchandise from national and international clothing manufacturers for boutique retail sales.

3. Make a budget

   Including a salary range in your store manager and buyer job description is one of the best ways to attract top talent. A store manager and buyer can vary based on:

   • Location. For example, store managers and buyer' average salary in hawaii is 55% less than in new york.
   • Seniority. Entry-level store managers and buyer 61% less than senior-level store managers and buyer.
   • Certifications. A store manager and buyer 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 store manager and buyer's salary.

   Average store manager and buyer salary

   $68,964yearly

   $33.16 hourly rate

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   Entry-level store manager and buyer salary

   $43,000 yearly salary

   Updated December 20, 2025

4. Writing a store manager and buyer job description

   A job description for a store manager and buyer 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 store manager and buyer job description:

   Store manager and buyer job description example

   Job DescriptionKid to Kid the Woodlands is looking for fun and friendly associates to cashier, appraise, and process incoming product, as well as maintain an organized, upscale store.
   
   For individuals who enjoy shopping and following trends this can be a very enjoyable job. The individual will be working in a small team but will have a lot of responsibility.
   What Makes You a Great Fit?
   
   Ideal candidate will be very fast paced, have excellent customer service demeanor, and be very knowledgeable about kid's fashion. Knowledge about kid's fashion is required as the individual will be spending most of their time checking in customers who would like to sell their children items to the store and sorting through their items making decisions on what would be good items for the store to buy and which would not. Individual needs to know what colors, patterns, fabrics, and more are current within the last couple years and which are dated. Individuals will need to stay very organized in their work, be knowledgeable with products, and always be willing to bounce around multi-tasking and helping others. Responsibilities:
   
   Provide fast, friendly service in a fun environment. Tag and hang and merchandise. Learn to use new technology. Cross train for various positions and work in other areas of the store as needed. Be proactive and act quickly to solve customer concerns. Training will be done hands Staying Current on Fashion Staying Current with trends
   
   Schedule Requirement:
   
   This candidate will work 25-32 per week and available Monday, Wednesday, Thursday, Friday and every other Saturday & Sunday. Must be have flexibility to help close the store. Must be able to work holidays.
   
   Kid to Kid is always looking for fun, friendly people to join our team who are willing to work hard, multi-task, and that take pride in keeping the store organized and shoppable. Our team members cross train and work in other areas of the store as needed and there are multiple advancement opportunities. We offer flexible schedules that compliment your busy life, great employee discounts and fun retail environment.
   
   Every day, more than 10,000 kids open a little pink door to a shopping experience that’s unmatched for value and selection by any other retail children’s store. With more than 125 locations across the United States, Canada and Portugal, Kid to Kid is making a difference in a variety of communities by providing growing families with items that they need and love at a fraction of the retail cost.
   
   Customers love us for our daily-changing selection, our value, and the convenience of selling their outgrown kids’ items for cash on the spot. Our product is locally sourced and sustainable, and we actually put money back into the local economy. And our love of kids motivates us raise hundreds of thousands of dollars to build schools in underprivileged countries.
   
   Apply today!
   This franchise is independently owned and operated by a franchisee. Your application will go directly to the franchisee, and all hiring decisions will be made by the management of this franchisee. All inquiries about employment at this franchisee should be made directly to the franchise location, and not to BaseCamp Franchising Corporate.

   Copy this example

   

5. Post your job

   To find store managers and buyer 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 store managers and buyer they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level store managers and buyer 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 store manager and buyer job on Zippia to find and recruit store manager and buyer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit store managers and buyer, 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 store manager and buyer

   Once you've decided on a perfect store manager and buyer 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 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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