Free sales coordinator job description templates for inside, hospitality, manufacturing, and small business, with FLSA non-exempt guidance. Download DOCX.
6 free sales coordinator templates by setting, general, inside, hospitality, manufacturing, blended, and small-business, with the FLSA non-exempt analysis the generic templates skip. Download as DOCX.
Sales coordinator is the engine room of a sales team: the person who processes the orders, manages the CRM, talks to customers, and keeps deals moving so the reps can sell. It is a support role, not a quota-carrying one, and for a small business it is often the single highest-leverage early hire, the person who frees an owner and a rep or two from drowning in paperwork. The generic templates online serve that moment badly, written for a corporate sales-operations slot with one thin version, and none of them addresses the classification question that matters most for the role.
At FirstHR, we build for small businesses without HR departments, so this page is written for the real hire. The six templates below, a general coordinator plus inside sales, event and hospitality, manufacturing and wholesale, blended sales and marketing, and a small-business first-hire version, are ready to use, with the setting, tools, pay, and FLSA note carried as fill-in fields. Sales coordinator, sales support specialist, sales administrator, and sales assistant all work under these templates. For the principles behind any posting, the guide to writing a job description covers the fundamentals.
TL;DR
A sales coordinator (also sales support specialist, sales administrator, or sales assistant) supports a sales team: processing orders, managing the CRM, communicating with customers, and coordinating across operations. The role is almost always non-exempt and owed overtime, because order processing and rep support fail the administrative exemption, and federal courts have settled that inside sales is non-exempt. Base pay typically runs $48,000 to $55,000. Six templates, downloadable as DOCX.
What a Sales Coordinator Does
A sales coordinator supports a sales team by owning the work that keeps deals moving: processing orders and quotes, managing the CRM, communicating with customers, supporting reps, and coordinating across operations and fulfillment. It is the support function that lets the sellers focus on selling, and in a small business it is often handled by one organized person who does all of it.
Because the Bureau of Labor Statistics has no dedicated sales coordinator occupation, the role maps across a few codes depending on its mix of duties: customer service representatives (SOC 43-4051) and secretaries and administrative assistants for the support-heavy versions, and wholesale and manufacturing sales representatives (SOC 41-4012) when the coordinator actually sells. The support framing is the common thread, and it is what makes the role both broadly useful and, as a matter of law, non-exempt.
Sales Coordinator Duties and Responsibilities
Sales coordinator duties cluster into four areas: order and quote processing, CRM and data, customer and rep support, and coordination and admin. A strong job description picks the specific responsibilities from each area that match your setting rather than listing every possible task.
Order and quote processing
Process orders, quotes, and contracts accurately
Track orders, backorders, and shipments
Resolve order issues and discrepancies
CRM and data
Keep CRM records current and clean
Maintain pricing, product, and account data
Run sales reports and pipeline updates
Customer and rep support
Communicate with customers on status and questions
Support reps with follow-ups and paperwork
Be the point of contact that keeps deals moving
Coordination and admin
Coordinate across sales, operations, and fulfillment
Manage scheduling, calendars, and follow-ups
Keep sales materials and documents organized
The weighting shifts by version: an inside sales coordinator leans into quotes and inbound, a manufacturing coordinator into order tracking and logistics, a hospitality coordinator into proposals and event details. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your setting and the balance of support versus selling. The core structure is the same across all six, but each emphasizes the duties and systems that fit a specific kind of sales coordinator role. Use this guide to choose the closest fit, then adjust.
General Sales Coordinator
Any industry, the universal base
The core version: order processing, CRM management, rep support, and customer communication, with an FLSA note and pay carried as fill-in fields. The starting point for most companies.
Inside Sales Coordinator
Phone and desk-based support
Inbound and desk focus: managing inquiries, quotes, and orders from the desk, with the non-exempt status spelled out, since inside sales is settled as overtime-eligible.
Event / Hospitality Coordinator
Hotels, venues, catering
Event focus: proposals and BEOs, booking calendar, and client coordination from booking through event day, with the long event-day hours that make overtime tracking matter.
Manufacturing / Wholesale
Manufacturers and distributors
Order and logistics focus: purchase orders, shipment tracking, and coordination across sales, production, and shipping, with ERP and inventory-system fields.
Sales & Marketing Coordinator
Blended sales and marketing
The two-hats version: sales support on one side, campaigns and events on the other, for a smaller company that wants one capable person bridging both.
Small-Business First Hire
First sales-support hire
A practical, do-everything version for a smaller company hiring its first sales-support person: own the orders, the CRM, and the customer, scoped and priced honestly.
Match the Template to the Role
A general sales-support role in any industry: General. A desk and phone-based role managing inquiries and quotes: Inside Sales. A hotel, venue, or catering booking role: Event / Hospitality. A manufacturer or distributor coordinating orders and shipments: Manufacturing / Wholesale. A blended role spanning sales support and marketing: Sales & Marketing. A smaller company hiring its first sales-support person: Small-Business First Hire. When in doubt, the General version is the baseline to adapt.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, an FLSA note, compensation, and how to apply, with an EEO statement, and the setting, tools, and pay carried as fill-in fields. Fill in the brackets and post.
Download All 6 Job Description Templates
General, inside sales, hospitality, manufacturing, blended, and small-business first hire. All in one DOCX.
Template 1: General Sales Coordinator
The universal base: order processing, CRM management, rep support, and customer communication, with an FLSA note and pay as fill-in fields. The starting point for most companies.
[One or two sentences about your company, what you sell, and the sales team
this coordinator will support.]
JOB SUMMARY
[Company Name] is hiring a Sales Coordinator to keep our sales team running
smoothly: processing orders and quotes, managing the CRM, supporting reps,
and keeping customers informed from first contact through delivery. This is
a support role that keeps deals moving and the whole sales operation
organized, not a quota-carrying selling role.
KEY RESPONSIBILITIES
•Process orders, quotes, and contracts accurately and on time
•Keep the CRM clean and current: data entry, updates, and reporting
•Support sales reps with scheduling, follow-ups, and paperwork
•Communicate with customers on order status, timing, and questions
•Coordinate between sales, operations, and fulfillment so orders ship
•Prepare sales reports, pipeline updates, and basic forecasts
•Maintain price lists, sales materials, and document templates
•Handle administrative tasks that keep the sales team selling
REQUIRED QUALIFICATIONS
•[1-3+] years in sales support, administration, or customer service
•Strong organization and attention to detail under deadlines
•Comfortable with a CRM [Salesforce / HubSpot / Zoho: ____________]
and spreadsheets
•Clear written and verbal communication
•Reliable, proactive, and calm juggling many open items
FLSA NOTE (read before posting)
A sales coordinator is typically NON-EXEMPT and owed overtime. The role
processes orders and supports reps on established procedures, which usually
fails the administrative exemption's discretion-and-independent-judgment
test. Classify by the real duties, not the title, and confirm with an
advisor when close. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay: [$_ per hour / $_____ per year] [+ bonus / benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Template 2: Inside Sales Coordinator
Inbound and desk focus: managing inquiries, quotes, and orders from the desk, with the non-exempt status spelled out, since inside sales is settled as overtime-eligible.
Inside Sales Coordinator Job Description
INSIDE SALES COORDINATOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Inside Sales Manager / Sales Manager]
Event focus: proposals and banquet event orders, the booking calendar, and client coordination from booking through event day, with the long event-day hours that make overtime tracking matter.
Order and logistics focus: purchase orders, shipment tracking, and coordination across sales, production, and shipping, with ERP and inventory-system fields.
A practical, do-everything version for a smaller company hiring its first sales-support person: own the orders, the CRM, and the customer, scoped and priced honestly.
We are a [growing company] hiring our first dedicated sales-support person.
This is a hands-on, do-it-all role: you will own order processing, the CRM,
customer communication, and the administrative work that frees our sellers
to sell. Ideal for someone organized who wants to own the role and grow
with us.
WHAT YOU WILL DO
•Process orders, quotes, and customer paperwork end to end
•Set up and maintain the CRM so nothing falls through the cracks
•Be the customer's point of contact for status and questions
•Support the owner and reps with scheduling, follow-up, and reporting
•Coordinate with operations and fulfillment so orders ship on time
•Keep pricing, materials, and records organized
•Spot and fix the small process gaps that slow the team down
•Bring order and follow-through to a busy small team
WHAT WE ARE LOOKING FOR
•[1+] years in sales support, admin, or customer service
•Organized, reliable, and comfortable owning a broad role
•Comfortable learning a CRM and basic tools
•Clear communicator with customers and the team
•Practical problem-solver who likes bringing order to chaos
FLSA NOTE (read before posting)
A first sales-support hire is almost always NON-EXEMPT and owed overtime,
since the work is order processing and support on established procedures.
Pay overtime over 40 hours and classify by duties, not title. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay: [$_ per hour / $_____ per year] [+ benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
FLSA: Are Sales Coordinators Exempt or Non-Exempt?
This is the part the generic templates skip, and it is the most important thing to get right for this role: the sales coordinator is almost always non-exempt, and misclassifying it as exempt is a common, expensive mistake. Here is how to think about it.
The administrative exemption usually does not fit a sales coordinator
This is the single most important thing to get right, and the part every generic template skips. The administrative exemption has three prongs: a salary at or above the federal threshold, a primary duty of office work directly related to management or general business operations, and the exercise of discretion and independent judgment on matters of significance. A sales coordinator who processes orders, enters CRM data, and supports reps on established procedures fails the third prong almost universally, and often the second, because the work is sales support rather than running or servicing the business. Job titles do not determine exempt status, as the DOL states plainly in its fact sheets; the actual duties do. Classify the role by what the person really does, and when paid a salary near the line, run the duties test rather than assuming. This is general information, not legal advice.
Inside sales is settled law: it is non-exempt and owed overtime
If the coordinator role leans toward selling, especially inside sales, the law is now settled against exemption. In Su v. F.W. Webb (2024), the First Circuit held that a wholesaler's inside sales representatives were misclassified as exempt administrative employees, because their primary duty was to make the company's sales, which is the business's product, not work related to running or servicing the business. The Supreme Court declined to review the decision in March 2025, leaving it final, and the employer deposited roughly $4.2 million in back wages for more than 700 workers. The DOL has long taken the same position: inside sales is production work that fails the administrative exemption. For a sales coordinator whose duties shade into selling, treat the role as non-exempt. This is general information, not legal advice.
Pay-transparency laws may require a salary range in the posting
Because the job description usually becomes the public job posting, pay-transparency rules can apply directly. A growing number of states and cities now require employers to include a good-faith pay range in postings, and the thresholds vary: some apply to employers with as few as one employee, others at ten, fifteen, or thirty or more. Remote postings often trigger the strictest applicable state's rule. For a small business, the size, location, and whether the role is remote decide whether a salary range is legally required in the posting, not optional. Check the current rule in your state and city before you publish, and when in doubt, posting an honest range is the safer and more candidate-friendly default. This is general information, not legal advice.
Commission and the 7(i) retail exemption rarely change the answer
Some sales coordinator roles include a commission or bonus component, which raises the question of the Section 7(i) retail-and-service overtime exemption. That exemption applies only when the employer is a retail or service establishment, the employee's regular rate exceeds one and a half times the minimum wage, and more than half of the employee's earnings come from commissions. A typical sales coordinator earns mostly hourly or salary pay with commission as a minority, so the commission-majority prong fails and 7(i) does not apply. Adding a modest commission does not make the role exempt. Keep the coordinator non-exempt and pay overtime unless a genuine, fully documented 7(i) analysis says otherwise. This is general information, not legal advice.
Almost Always Non-Exempt, and Inside Sales Is Settled
A sales coordinator who processes orders and supports reps on established procedures fails the administrative exemption (DOL Fact Sheet 17C), which requires discretion and independent judgment on matters of significance. For roles that lean toward selling, the law is settled: in Su v. F.W. Webb (1st Cir. 2024, review declined by the Supreme Court in 2025), inside sales reps were held non-exempt, and the employer deposited roughly $4.2 million in back wages.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the tests in plain terms. The practical rule for a small business: treat the sales coordinator as non-exempt, track hours, and pay overtime, unless a documented duties analysis clearly says otherwise.
Skills and Requirements
Sales coordinator roles run on organization, communication, and comfort with systems, not on credentials. The strong versions ask for evidence of handling many moving pieces accurately, not a degree.
Requirement
What to look for
Education
No degree required; high school diploma or some college typical
Experience
1 to 3 years in sales support, admin, or customer service
Systems
Comfortable with a CRM (Salesforce, HubSpot, Zoho) and spreadsheets
Core skills
Organization, accuracy, and communication under deadlines
Temperament
Proactive and calm juggling many open orders and follow-ups
Classification
Non-exempt; overtime over 40 hours a week
Keep every requirement job-related and neutral, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Sales Coordinator Pay
Sales coordinator pay typically runs in the high $40,000s to mid $50,000s for a base, varying by industry, region, and how much the role sells versus supports. Anchor your range to the closest federal proxies, then adjust.
Base Typically $48,000 to $55,000 (BLS Proxies)
The BLS has no sales coordinator occupation, so the closest proxies are customer service representatives, median about $42,830 a year in May 2024, and secretaries and administrative assistants, median about $47,460. A coordinator that actually sells maps closer to wholesale and manufacturing sales representatives, median about $66,780. National compensation surveys for the sales coordinator title report a base range of roughly $44,000 to $66,000, sometimes with a modest commission.
The honest base is around $48,000 to $55,000 for most support-focused roles, higher where the coordinator carries some selling. Many small employers pay the role hourly, which is itself a strong signal of its non-exempt status. Set your range using current market data for your industry and the balance of support versus selling, post a range where your state requires one, and remember that a salaried sales coordinator is usually still non-exempt and owed overtime.
Hiring a Sales Coordinator for a Small Business
For a small business, hiring a sales coordinator is usually a turning point: the moment the owner and a rep or two stop drowning in paperwork and start selling again. It is one of the highest-leverage early hires a growing company makes, and the adjacent roles, the sales representative who sells and the sales manager who leads, are distinct postings. Here is the reality worth building into the role.
The sales coordinator is the classic first sales-support hire, and the buyer is usually a small business
A large company hires sales coordinators into a structured sales operations function. A small business hires one for the opposite reason: the owner and a rep or two are drowning in order processing, CRM updates, and customer follow-up, and selling is suffering because nobody has time to coordinate. That makes the sales coordinator one of the highest-leverage early hires a growing company makes, the person who frees the sellers to sell. The generic templates miss this entirely, written for a corporate sales-ops role with a narrow slice of duties. The six versions above, especially the small-business first-hire version, are written for the real situation: one organized person owning orders, the CRM, and the customer, scoped and priced for a company that has never had this role before.
Misclassifying the coordinator as exempt is a common and expensive mistake
The most costly error a small business makes with this role is classifying it as a salaried exempt position to avoid tracking hours and paying overtime. A genuine sales coordinator almost never qualifies for the administrative exemption, because processing orders and supporting reps on established procedures is not the exercise of discretion and independent judgment on matters of significance that the exemption requires. And if the role shades into selling, the law is now settled the other way: courts have held inside sales to be non-exempt production work, with one wholesaler depositing roughly $4.2 million in back wages after losing that fight. The clean approach, used in every template above, is to classify the coordinator as non-exempt, pay overtime over 40 hours, and track hours from day one. It is far cheaper than discovering the mistake in a wage claim.
The role touches customer data, pricing, and the CRM, so onboarding is where the people side gets handled
A sales coordinator sees customer information, pricing, order history, and the whole CRM, which makes a clean onboarding and clear systems access part of doing the job well. After the hire, the people side is straightforward: a signed offer with the correct non-exempt classification and pay rate, Form I-9 and tax forms, confidentiality and data-handling acknowledgment, CRM and systems access, and a structured first-week ramp into the tools and processes. FirstHR fits this for a growing business: e-signature for the offer and confidentiality agreements, document management for I-9 and signed forms, training modules for the CRM and order process with documented sign-offs, and task workflows that turn the first week into a checklist. To be clear about scope, FirstHR is an onboarding and HR platform, not a CRM or sales tool, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and for this role one thing matters more than usual: the coordinator will see customer data, pricing, and the whole CRM, so the correct non-exempt classification, a clean systems setup, and a confidentiality acknowledgment are part of getting started.
Send the offer
Confirm the role, pay rate, and the non-exempt classification in writing. An offer letter template makes this fast and gets the classification on record.
Sign agreements
The role sees customer and pricing data, so confidentiality and data-handling acknowledgments should be signed before CRM access is granted.
Provision the tools
Scope CRM, order-system, and reporting access to what the role needs, and document who approved it.
Ramp and store records
Train on the CRM and order process with documented sign-offs, and keep signed forms and access approvals organized.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, confidentiality agreements, CRM and order-process training, and the onboarding workflow in one place so a growing business can run the full process from one system, with the non-exempt classification recorded from day one. FirstHR is an onboarding and HR platform, not a CRM or sales tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Sales coordinator, sales support specialist, sales administrator, and sales assistant are largely the same role: a non-quota support function for a sales team.
Use the template that matches the setting: general, inside sales, event/hospitality, manufacturing/wholesale, blended sales and marketing, or small-business first hire.
The role is almost always non-exempt and owed overtime, because order processing and rep support fail the administrative exemption's discretion test.
Inside sales is settled law: courts held it non-exempt in Su v. F.W. Webb, with the Supreme Court declining review and about $4.2 million in back wages paid.
A salaried sales coordinator is usually still non-exempt; salary alone does not remove the overtime obligation, so track hours either way.
Base pay typically runs $48,000 to $55,000; closest BLS proxies are customer service reps ($42,830) and administrative assistants ($47,460).
Frequently Asked Questions
What does a sales coordinator do?
A sales coordinator supports a sales team by handling the work that keeps deals moving and the operation organized: processing orders, quotes, and contracts, managing the CRM, communicating with customers on order status, supporting reps with scheduling and paperwork, and coordinating between sales, operations, and fulfillment. It is a support role rather than a quota-carrying selling role, and it is often the person who frees the sellers to sell. The specifics shift by setting: an inside sales coordinator manages inbound inquiries and quotes from the desk, an event or hospitality coordinator handles proposals and banquet event orders, and a manufacturing or wholesale coordinator tracks purchase orders and shipments across production and shipping. Sales coordinator overlaps heavily with sales support specialist, sales administrator, and sales assistant, which describe largely the same role.
Is a sales coordinator the same as a sales support specialist or sales administrator?
Yes, these titles describe largely the same role, with differences in emphasis rather than substance. Sales coordinator, sales support specialist, sales administrator, sales assistant, and inside sales coordinator all refer to a support role focused on order processing, CRM management, customer communication, and helping reps sell. Employers use the titles loosely and interchangeably, and candidates searching any of them are looking for the same kind of work. The practical takeaway is to pick one title for consistency in your documents and systems, then let the synonyms appear naturally in the posting so candidates searching any phrase find you. The roles that are genuinely different are the more senior, quota-carrying ones: a sales representative sells, a sales manager leads a team, and an account manager owns relationships, each of which is a distinct posting from the support-focused coordinator.
Is a sales coordinator exempt or non-exempt under the FLSA?
A sales coordinator is almost always non-exempt and owed overtime. The administrative exemption requires a primary duty of office work directly related to management or general business operations and the exercise of discretion and independent judgment on matters of significance, paid on a salary basis above the federal threshold. A typical sales coordinator processes orders, enters CRM data, and supports reps following established procedures, which fails the discretion-and-independent-judgment test and often the directly-related-to-management test, because the work is sales support rather than running the business. Job titles do not determine exempt status, only the actual duties do. If the role leans toward selling, federal courts have held inside sales to be non-exempt production work, reinforcing that overtime is owed. Classify by the real duties, pay overtime over 40 hours, and confirm with an advisor when the role sits near the line. This is general information, not legal advice.
Can a sales coordinator be salaried?
Yes, a sales coordinator can be paid a salary, but salary alone does not make the role exempt from overtime. Being paid a fixed weekly salary and being exempt from overtime are two different things: a non-exempt employee can be paid a salary and still be owed overtime for hours over 40 in a workweek, calculated from their regular rate. Many employers mistakenly assume that putting a sales coordinator on salary removes the overtime obligation, which is wrong and a common source of wage claims. Because the role rarely meets the administrative exemption's duties test, a salaried sales coordinator is usually still non-exempt and must be paid overtime. If you pay a salary, track hours anyway and pay the overtime premium when the week runs long. Classify by duties, not by whether the pay is hourly or salaried. This is general information, not legal advice.
How much does a sales coordinator make?
Sales coordinator pay typically runs in the high $40,000s to mid $50,000s for a base, varying by industry, region, and how much the role sells versus supports. Because the Bureau of Labor Statistics has no dedicated sales coordinator occupation, the closest proxies are customer service representatives, with a median of about $42,830 a year in May 2024, and secretaries and administrative assistants, with a median of about $47,460, both clerical support codes. A coordinator role that actually sells maps closer to wholesale and manufacturing sales representatives, with a median of about $66,780. National compensation surveys that track the sales coordinator title specifically report a wide range, roughly $44,000 to $66,000 in base pay, sometimes with a modest commission or bonus on top. Set your range using current market data for your industry and the balance of support versus selling in your role, and post a range where your state requires one. This is general information, not legal advice.
What is the difference between a sales coordinator and a sales representative?
The difference is selling versus supporting. A sales representative carries a quota and is responsible for closing sales: prospecting, pitching, negotiating, and bringing in revenue, usually paid with a significant commission component. A sales coordinator supports the sales effort without carrying a quota: processing the orders the reps close, managing the CRM, communicating with customers, and coordinating across operations so deals move. One generates revenue directly; the other makes the revenue-generating team efficient. The distinction also affects classification and pay: a sales rep may qualify for the outside sales exemption if they regularly sell away from the employer's place of business, while a coordinator is a non-exempt support role. When you write the posting, decide which you actually need: if you want someone to bring in new business, you are hiring a sales representative; if you want to free your existing sellers from administrative work, you are hiring a coordinator.
Do I have to post a salary range for a sales coordinator?
It depends on your state and city, and increasingly the answer is yes. A growing number of states and cities have pay-transparency laws that require employers to include a good-faith pay range in job postings, and because a sales coordinator job description usually becomes the public posting, those rules can apply directly. The thresholds vary widely: some laws apply to employers with as few as one employee, others only at ten, fifteen, or thirty or more, and remote postings often trigger the strictest applicable state's rule. So a small business's size, location, and whether the role is remote decide whether a range is legally required. Check the current rule in your state and city before you publish. Even where it is not required, posting an honest range tends to attract better-fit applicants and reduce wasted interviews. This is general information, not legal advice.
What should a sales coordinator job description include?
A strong sales coordinator job description makes clear up front that this is a sales-support role, not a quota-carrying selling role, so candidates understand the scope. Include a job summary that frames the support mission, and group responsibilities into order and quote processing, CRM and data, customer and rep support, and coordination and admin. State the required experience in sales support, administration, or customer service, name the CRM and tools, and be specific about the setting, whether general, inside, hospitality, or manufacturing. The most valuable addition that generic templates skip is the FLSA classification: state that the role is non-exempt and hourly or salaried-non-exempt, with overtime over 40 hours, and post a salary range where your state requires one. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
