How to hire a stower

How to hire a stower, step by step

Here's a step-by-step stower hiring guide:

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

What does a stower do?

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1. Identify your hiring needs

   The stower 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 stower 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 stowers and their corresponding salaries.

   Type of Stower	Description	Hourly rate
   Stower	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$10-16
   General Merchandise Clerk	This individual works in the GM section of a store. They interact with customers and assist them as they purchase merchandise... Show more	$12-20
   Produce Clerk	Produce clerks are responsible for ensuring that the grocery store's fruits and vegetables are displayed orderly and pleasantly to the customers. They check to produce to guarantee that it is fresh and has no defects... Show more	$12-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PET
   • Pallets
   • Basic Math
   • Cleanliness
   • Math
   • Sales Floor
   • Display Cases
   • Customer Service
   • Product Knowledge
   • Stock Shelves
   • Boats
   • Grocery Store
   • Good Communication
   • Unload Trucks

   Check all skills

   Responsibilities:

   • Operate material handling equipment in safe and efficient manner; including forklifts, balers, and compactors.
   • Itemize and total customer purchases at checkout counter, using POS terminal, and accept various forms of payment.
   • Use all equipment in deli/bakery/bistro such as the refrigerators, freezers, slicers, and ovens according to company guidelines.
   • Operate POS cash registers, closing/opening tills, balancing the cash drawer, and ensure customers are greeted and serve quickly.
   • Operate heavy machinery including balers and forklifts.
   • Maintain cleanliness of equipment and floor to ensure safety and sanitation regulations.

   More stower duties

3. Make a budget

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

   • Location. For example, stowers' average salary in florida is 36% less than in washington.
   • Seniority. Entry-level stowers earn 38% less than senior-level stowers.
   • Certifications. A stower 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 stower's salary.

   Average stower salary

   $13.20hourly

   $27,464 yearly

   ---

   Entry-level stower salary

   $21,000 yearly salary

   Updated December 25, 2025

   Average stower salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$32,906	$16
   2	Oregon	$32,151	$15
   3	Maine	$31,283	$15
   4	California	$29,335	$14
   5	Wisconsin	$28,539	$14
   6	Colorado	$27,658	$13
   7	Utah	$27,313	$13
   8	Pennsylvania	$27,282	$13
   9	Ohio	$27,164	$13
   10	Illinois	$27,143	$13
   11	Kansas	$25,943	$12
   12	Nebraska	$25,888	$12
   13	Arizona	$25,795	$12
   14	Virginia	$25,297	$12
   15	Nevada	$25,241	$12
   16	New Mexico	$24,809	$12
   17	Georgia	$24,528	$12
   18	Kentucky	$24,395	$12
   19	Texas	$23,949	$12
   20	Tennessee	$23,764	$11

   Average stower salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Rich Products	$38,240	$18.38	2
   2	Office Depot	$35,954	$17.29	21
   3	Bristol Farms	$33,065	$15.90	3
   4	Staples	$32,564	$15.66	49
   5	Mercy Corps	$31,726	$15.25
   6	Market Basket	$31,514	$15.15
   7	Raley's	$31,429	$15.11	43
   8	Herbalife Nutrition	$31,187	$14.99
   9	Hackensack Meridian Health	$31,067	$14.94	2
   10	Whole Foods Market	$31,053	$14.93	81
   11	Wegmans Food Markets	$30,880	$14.85	49
   12	Trinity Health	$30,818	$14.82	11
   13	Price Chopper Supermarkets-Market 32	$30,612	$14.72
   14	Silver Lake	$30,578	$14.70	2
   15	House of Blues	$30,565	$14.69
   16	Quest Diagnostics	$30,526	$14.68	4
   17	SSM Health	$30,523	$14.67
   18	H-E-B	$30,439	$14.63	12
   19	Cedar Fair	$30,405	$14.62	1
   20	CVS Health	$30,320	$14.58	59

4. Writing a stower job description

   A good stower 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 stower job description:

   Stower job description example

   At Chick-fil-A, the Team Member role is more than just a job, it's an opportunity. In addition to working directly for an independent Operator, team members gain life experience that goes far beyond just serving a great product in a friendly environment. Chick-fil-A is a great opportunity for people of all ages and backgrounds, and no experience is necessary.
   We're looking for our next great Stocker!
   As a Stocker, you will be part of our busy kitchen team. You will organize daily inventory quickly, safely, and accurately! We are looking for friendly, energetic people who enjoy serving others. We will teach you everything else you need to know!
   The position of the Kitchen Stocker is for early in the morning up to 6 days per week (5:30AM-10:30AM). This position is part time and involves heavy lifting and following Chick-fil-A procedures (e.g., first in-first out). There is also an opportunity to work more hours by getting trained to do more kitchen tasks. The expectations include: Treat everyone with Honor, Dignity and Respect Be Honest, Reliable, Teachable, Hark Working, and have an Attitude of Caring for Others Display a positive attitude Be efficient and urgent with tasks Be on time Communicate regularly with kitchen managers Have the physical ability to lift up to 50 lbs. every day
   
   REQUIREMENTS
   Must be eligible to work in the United States Must have a source of reliable transportation (the Metro is not available this early) Must have the ability to handle heavy items & navigate shelving both high and low Reading, writing, and basic math and verbal communication skills required Must be willing and able to work in a hot or cool, noisy, and fast-paced environment Must be able to stand for long periods of time without assistance Must work well under pressure and be positive and accommodating when the unexpected occurs Must be able to work in the mornings while schools are in session
   
   ABOUT THE COMPANY
   At Chick‑fil‑A Western Hills, we believe in providing our guests the best restaurant experience we can. The Kitchen Team is the heart of our restaurant! Our team prides itself on providing great tasting food and a comfortable environment in which to enjoy it. Serving each guest and co-worker with dignity, honor, and respect is an all-day, everyday occurrence.
   Here are some of the great benefits of working at Chick-fil-A: Flexible Hours - You probably have commitments to your family, friends, school or sports teams. We will do our best to help you arrange your work schedule around them. Closed Sundays - All Chick-fil-A restaurants are closed on Sundays so you can have a day off to spend with family and friends. Work Directly with a Chick-fil-A Operator - An Operator is an independent business person, responsible for the operation of the restaurant, who invests time in their employees, teaching them important business skills for the future. Competitive Pay - Along with a competitive paycheck, you will work in a nurturing environment where you will learn valuable business and people skills. Employee Meals - All employees are welcome to enjoy Chick-fil-A food and beverages on days they work. It's a Great Place to Work - At Chick-fil-A, our Operator considers the team members to be more than just employees, they are a highly valued part of each Chick-fil-A restaurant. Our high retention rate is proof that team members really enjoy working at Chick-fil-A.
   Are you our next hard-working, team-oriented, friendly, and trustworthy Team Member?

   Copy this example

   

5. Post your job

   To find stowers 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 stowers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level stowers 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 stower job on Zippia to find and recruit stower 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 stowers, 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 stower

   Once you've found the stower candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   Once that's done, you can draft an onboarding schedule for the new stower. 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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