Your moving supplies shop is doing well enough that you can't handle the workload alone—that's actually a good problem to have. Bringing on your first employee is the moment you shift from solo operator to small business owner, which means rethinking inventory management, customer service, and your own time. Getting the hire right matters more than rushing to fill the seat.
Know What Role You Actually Need
Before posting a job, be honest about what you're buying back: your time. Are you drowning in after-hours box orders? Losing sales calls because you're stacking inventory? Can't attend to retail customers while managing the warehouse? The role might be part-time stock associate, part-time cashier, or something hybrid. A small moving supplies operation typically starts with someone who can handle 25–30 hours weekly at $16–$19 per hour depending on your region and local labor costs, though you'll likely offer a full-time position eventually.
Write a job description that covers specific tasks: receiving and organizing boxes, packing materials, and tape shipments; processing online and phone orders; helping customers select appropriate supplies; and handling basic inventory counts. This clarity saves you from hiring someone expecting retail work when you need a warehouse operator.
Set Up the Practical Foundations
You need three things before day one: a clear schedule, basic training materials, and a system they'll actually use.
Schedule clarity. Decide whether your first hire works Monday–Friday while you cover weekends, or if you both alternate. Moving businesses see surges around month-end and around university move-in seasons (late August, early September)—so a flexible employee who can pick up extra shifts during peak times is valuable. Document these expectations upfront.
Training materials. Create a one-page checklist of your top 20 SKUs (boxes, tape, bubble wrap, packing paper, etc.) with dimensions, prices, and common customer questions. Show them how to use your point-of-sale system, where everything lives in the warehouse, and your packing-service procedure if you offer one. This doesn't need to be elaborate—a simple binder or shared document beats relying on you explaining everything repeatedly.
Inventory system. Whether you use spreadsheets, basic POS software, or something like Square or Shopify, your employee needs clear authority to log stock changes. Moving supplies shops that struggle usually have one person (you) as the inventory bottleneck. Empower your hire to track what's sold and what needs reordering.
Hiring Strategy for Your Budget
Post on local job boards and Facebook, not just Indeed—your future employee might be someone already in your community. Offer $16–$19 per hour initially (adjust for your market), with a brief trial period of two weeks to confirm fit before committing to a longer schedule.
During interviews, ask scenario questions: "A customer needs 50 boxes for a commercial move in three days—walk me through how you'd handle that" or "You notice we're low on packing tape but it's closing time—what do you do?" Their answers tell you whether they think like a small business operator.
Hire someone with basic retail or warehouse experience if possible, but don't overlook organized people without moving industry background—they're trainable and often more teachable than those with rigid habits.
First 30 Days
Your onboarding should include shadowing you for 3–5 days, then reverse shadowing where you watch them perform key tasks. By week three, they should handle customer interactions independently, accurately pack orders, and flag inventory issues. Set a formal 30-day check-in to review what's working and what needs adjustment.
Expect your first employee to free up 8–12 hours per week of your time. Reinvest those hours into growth—whether that's expanding your product range, reaching out to corporate accounts, or actually marketing your shop online. Listing your inventory and services on Mercoly helps you get found by moving customers searching for supplies, win leads you'd otherwise miss, and ultimately sell more.
Frequently Asked Questions
Q: Should I hire a friend or family member? Only if they'd pass your screening for anyone else—professional relationship dynamics matter, especially when managing performance or addressing mistakes. Personal connections often complicate early-stage business growth.
Q: What happens during busy season if one person isn't enough? Bring on a second part-time employee for peak months (July–September), or offer your existing hire temporary overtime. Many moving supplies shops operate with two part-timers rather than one full-timer for scheduling flexibility.
Q: How do I keep an entry-level employee from leaving after a few months? Offer small raises after three months of strong performance, consistent hours, and genuine feedback on their work. Many people stay for reliability and recognition, not just wages.
Start recruiting this week—quality candidates often get hired quickly in your area.