How to hire a web merchant

How to hire a web merchant, step by step

Here's a step-by-step web merchant hiring guide:

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

Post a web merchant job for free, promote it for a fee

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1. Identify your hiring needs

   Before you post your web merchant 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 web merchant 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 web merchant's background is also an important factor in determining whether they'll be a good fit for the position. For example, web merchants 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 web merchants and their corresponding salaries.

   Type of Web Merchant	Description	Hourly rate
   Web Merchant		$18-79
   E-Commerce Merchant	Selling online is thriving as people are getting more knowledgeable of the works of the internet. E-commerce merchants are one of the many who use the internet for their business... Show more	$6-37
   Merchant	A merchant is responsible for selling goods and services for an organization to generate revenues by reaching out to existing and potential customers and discuss the products' features. Merchants must have extensive knowledge of the goods offered by the company to be able to respond to customers' inquiries and concerns accurately... Show more	$22-57

2. Create an ideal candidate profile

   Common skills:

   • Web Site

   Responsibilities:

   • Manage redesign of site templates and directory structure, incorporating new intranet functionality.
   • Negotiate co-op and promotional funds.
   • Review elements of ongoing website design from a usability perspective to ensure alignment with overall e-commerce and brand objectives.
   • Direct application development, content, design, SEO, SEM, PPC, creative and partner relations.
   • Process monetary transactions through Paypal and credit cards.

3. Make a budget

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

   • Location. For example, web merchants' average salary in kansas is 41% less than in new york.
   • Seniority. Entry-level web merchants earn 76% less than senior-level web merchants.
   • Certifications. A web merchant 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 web merchant's salary.

   Average web merchant salary

   $81,313yearly

   $39.09 hourly rate

   ---

   Entry-level web merchant salary

   $39,000 yearly salary

   Updated January 21, 2026

4. Writing a web merchant job description

   A web merchant 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 web merchant job description:

   Web merchant job description example

   Under the direction of the eCommerce Merchandising supervisor, and in collaboration with the VP, GMM, an eCommerce Site Merchandiser (ESM) is responsible for developing and implementing strategies to drive sales and profitability of assigned categories. The ESM uses consumer and competitive intelligence and insights to collaboratively develop methods to build conversion rates, page views per visitor, average order value and lines per order.
   
   The ESM is a part of a larger team that includes retail Category Directors and Retail Associate Category Managers, who are responsible for developing retail assortments from which the eCommerce assortment is primarily derived. As a part of the larger team, the ESM is responsible for communicating to the retail merchant's category and item performance as it either reinforces or differs from the performance in the retail stores. The ESM is also responsible for understanding the strategy that is being followed by the retail merchants for products and categories so he/she can leverage those strategies to grow eCommerce revenue and margin.
   Primary Responsibilities:
   
   Develops eCommerce sales and margin plans and forecasts for assigned categories using market, consumer and competitive insights, and internal analysis. Develops the right eCommerce assortment , in collaboration with retail merchandising partners, based on consumer and market insights. Leverage vendor partnerships in collaboration with retail merchandising. Generates and reviews weekly key performance indicator reports for assigned categories. Recommends and takes action based on findings. Regularly reviews site product pages in assigned categories to ensure site content is accurate , current and is presented in a way that encourages purchases. Works with marketing, retail merchandising and vendors to develop projects and product sets that are compelling and offer the customer a value-added eCommerce experience. Partner with operations team to manage inventory levels and identify opportunities to support EBITD objectives and sales objectives. Support in optimizing online navigation and presentation based on analytics to determine opportunities for improvements. Identify and propose new site merchandising initiatives based on current trends and potential opportunities. Other duties as assigned.
   Skills Required:
   
   Minimum level of formal education:
   
   BA/BS college degree required
   Area of study:
   Preferably in business
   Special certification or technical skills:
   
   Minimum years experience required:
   Minimum of 5 years of merchandising experience. Prefer 2 years in eCommerce, exhibiting progressively responsible assignments.
   Type of experience the job requires:
   Experience using consumer insights, competitive assessment, pricing, promotional planning, assortment planning, vendor management and financial analysis. Merchandising and forecasting.
   Other:
   
   Successful candidates are detailed oriented self-starters with proven track records of managing multiple tasks, prioritizing workload effectively and driven to thrive in dynamic and complex environment. Strong customer focus with excellent problem solving and analytical skills.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right web merchant 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 web merchant job on Zippia to find and recruit web merchant candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting web merchants 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 web merchant

   Once you've selected the best web merchant candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been 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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