How to hire a vending stand supervisor

How to hire a vending stand supervisor, step by step

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

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1. Identify your hiring needs

   Before you post your vending stand supervisor 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 vending stand supervisor 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?

   Yes

   No

   A vending stand supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, vending stand 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.

   This list shows salaries for various types of vending stand supervisors.

   Type of Vending Stand Supervisor	Description	Hourly rate
   Vending Stand Supervisor		$11-25
   Sales Leader	A Sales Leader's responsibility is more than just leading. Most of the tasks involve monitoring the progress of sales, creating strategies to attain financial gains, managing the workforce, and as well as suggesting and enforcing particular options that would be beneficial for the sales and the company... Show more	$15-66
   Team Leader	Team leaders are responsible for managing a team for a specific project or work component. They primarily guide the team members and ensure that they are still working towards the set goals... Show more	$17-60

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Excellent Guest
   • Food Safety
   • Cash Handling
   • Customer Complaints
   • Food Quality
   • Guest Relations
   • Concession Stand
   • Food Production
   • Customer Satisfaction
   • Inventory Control
   • Process Improvement
   • Safety Procedures
   • RF
   • Health Standards

   Check all skills

   Responsibilities:

   • Evaluate daily job objectives and utilize knowledge of math, physics, and engineering to achieve the desired results.
   • Operate a POS cash register when necessary and calculate, process, and deposit daily revenue.
   • Implement quality service procedures to provide best in industry beverages while maintaining superior and comfortable experience for Starbucks patrons.
   • Implement quality service procedures to provide best in industry beverages while maintaining superior and comfortable experience for Starbucks patrons.

3. Make a budget

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

   • Location. For example, vending stand supervisors' average salary in illinois is 51% less than in florida.
   • Seniority. Entry-level vending stand supervisors 56% less than senior-level vending stand supervisors.
   • Certifications. A vending stand supervisor 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 vending stand supervisor's salary.

   Average vending stand supervisor salary

   $16.70hourly

   $34,727 yearly

   ---

   Entry-level vending stand supervisor salary

   $23,000 yearly salary

   Updated December 26, 2025

4. Writing a vending stand supervisor job description

   A vending stand supervisor 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. Below, you can find an example of a vending stand supervisor job description:

   Vending stand supervisor job description example

   Are you innovative and do you excel in identifying opportunities to move business forward? Do you have a high level of integrity and thrive in fast paced , people oriented environments? If yes, come join one of the largest off-price retailers in the nation- join the Burlington Stores team as a Vendor Relations Supervisor
   
   The Vendor Relations Supervisor will lead the team that is the single point of contact for our vendors and buyers for any questions or concerns regarding compliance issues sent and captured by service now. The Vendor Relations Supervisor will work closely with various departments throughout Merchandising and the Supply Chain a viable solution for any issues presented to the team. Provide a single point of contact for vendors, merchandising, and Operations teams where most operational inquiries can be resolved.
   
   * Provide support to the Vendor Relations team as they research and analyze disputed compliance chargebacks or raise questions on processes as they sent from the vendors to the buyers.
   
   * Serve as first level of escalation as the team works with the vendor on the appropriate resolution for a deduction/chargeback.
   
   * Educates and supports team to ensure appropriate response and follow-up on all vendor inquiries which could be compliance issues, understanding deductions or just trying to understand how to ship product to Burlington. These responses could be to both vendors and and/or several areas internally which would include, but not limited to Supply Chain, AP, EDI and the Buying team. The Supervisor will monitor correspondence to make sure proper responses are given.
   
   * Responsible for maintaining and organizing teams workload. Monitoring that all incoming communication is dealt with in an appropriate / timely manner.
   
   * Develop relationships and personal networks with retail customer base to support continuous improvement and resolution of deductions or compliance errors.
   
   * Ensure constructive vendor relationships are created through one on one sessions for both new and established vendors relating to compliance issues.
   
   * Brings escalated disputes to the attention of the Manager; recommends resolutions to maintain the partnership
   
   * Contributes to the maturity of the Vendor Relations team. This includes creating and refining processes, tools and templates that can be utilized across the department
   
   * Continue to become educated on systems such as Traverse, Service Now, Gateway and other Burlington systems which will help to increase the team's knowledge.
   
   * Demonstrates and utilizes strong communication skills in interactions with internal and external business partners creating a customer centric environment
   
   * Responds promptly and accurately to issues and inquiries surfaced by merchants or vendors. Ensures that incidents are handled in a timely manner.
   * Keeps individual, division, and total company goals in mind when making decisions.
   
   * Fosters an environment based on Burlington's core values.
   
   * Responsible for managing chargeback reviews with recommendations of reversals or denials.
   
   * Monitors teams work load and provides recommendations to Manager of potential work balancing.
   
   * Manage a team of 4.
   
   Our ideal candidate will have a Bachelor's Degree + 1 year experience as Assistant Buyer or equivalent level in other business
   
   If you…
   
   …are excited to deliver great values to customers every day;
   
   …take a sense of pride and ownership in helping drive positive results for a team;
   
   …are committed to treating colleagues and customers with respect;
   
   …believe in the power of diversity and inclusion;
   
   …want to participate in initiatives that positively impact the world around you;
   
   Come join our team. You're going to like it here!
   
   You will enjoy a competitive wage and comprehensive benefit package including a generous paid time off plan, a company matched 401(k) and an associate discount. We are a rapidly growing brand, and provide a variety of professional development opportunities so our associates can grow with us. We work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity.
   
   #LI-MM1
   
   Posting Number 2022-181763
   
   Location US-NJ-Burlington
   
   Address 2006 Route 130 North
   
   Zip Code 08016
   
   Workplace Type Hybrid
   
   Position Type Regular Full-Time
   
   Posted Date 2 weeks ago (9/29/2022 10:10 AM)
   
   Career Site Category Corporate
   
   Position Category Supply Chain
   
   Evergreen No

   Copy this example

   

5. Post your job

   To find the right vending stand supervisor 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 vending stand supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit vending stand supervisors 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.

   To find vending stand supervisor candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post your job on free job posting websites.

6. Interview candidates

   Recruiting vending stand supervisors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 vending stand supervisor

   Once you've found the vending stand supervisor 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.

   To prepare for the new vending stand supervisor 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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