First-Line Supervisors of Non-Retail Sales Workers

Low Risk
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Explore safer careers (4)

Lower estimated automation risk

Sales Managers
11% automation risk | Minimal Risk
Pays better Higher growth
18.6 pts lower View career
Why it fits

Directly extends sales supervision into territory, quota, staffing, and sales strategy management.

Marketing Managers
21% automation risk | Low Risk
Pays better Higher growth
9.1 pts lower View career
Why it fits

Transfers customer segmentation, campaign feedback, and revenue planning to marketing leadership.

Training and Development Specialists
19% automation risk | Minimal Risk
Higher growth More jobs
10.5 pts lower View career
Why it fits

Uses sales coaching, onboarding, scripts, and performance improvement skills.

Sales Engineers
23% automation risk | Low Risk
Pays better Higher growth
6.5 pts lower View career
Why it fits

Builds on consultative sales management with substantial technical product training.

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Occupation snapshot

What does this snowflake show?
The Snowflake is a visual summary of the five badges: Automation Risk (calculated), Risk (polled), Growth, Wages and Volume. It gives you an instant snapshot of an occupations profile. The colour of the Snowflake relates to its size. The better the occupation scores in relation to others, the larger and greener the Snowflake becomes.
JOB SCORE
5.0/10
What's this?
Job Score (higher is better):

We rate jobs using four factors. These are:

- Chance of being automated
- Job growth
- Wages
- Volume of available positions

These are some key things to think about when job hunting.

Risk & user votes

Calculated automation risk

30% (Low Risk)

Low Risk (21-40%): This occupation has a lower risk of full replacement by AI, software, or robotic systems. Some tasks may be automated or assisted, but the role usually still relies on human judgement, communication, responsibility, physical adaptability, or practical decision-making.

More information on what this score is, and how it is calculated is available here.

Human strengths important in this job

These are human abilities and work contexts that are important in this occupation. They may help explain why parts of the role are harder to replace end-to-end, but they are not the only inputs into the automation score.

Managing and developing people

Very important
Why this matters
Motivate, coach, and direct others, and make hiring and staffing decisions. These people-focused responsibilities rely on judgment, trust, and interpersonal skill and are harder to replace end-to-end with automation.
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Decision-making and problem solving

Very important
Why this matters
Analyze information, weigh tradeoffs, and choose the best solution—especially when situations are ambiguous, high-stakes, or have real-world consequences.
Jobs that also use this strength

Coaching and developing others

Very important
Why this matters
Helps people learn and improve through coaching, mentoring, and feedback. This relies on trust, motivation, and adapting guidance to each person—work that’s hard to replace end-to-end with automation.
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Developing objectives and strategies

Very important
Why this matters
Sets long-term goals and chooses strategies and actions to reach them, weighing tradeoffs and adapting plans as conditions change.
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Social perceptiveness

Quite important
Why this matters
Noticing others’ emotions and reactions in the moment and adjusting what you say or do based on why they’re responding that way.
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Show 4 more strengths

Persuasion

Quite important
Why this matters
Influencing people to change their minds or behavior through conversation, trust, and negotiation.
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Thinking creatively

Quite important
Why this matters
Coming up with original ideas and designs—creating new concepts, products, systems, or artistic work. This kind of open-ended invention and taste-based judgment is harder to automate end-to-end than routine, rule-based tasks.
Jobs that also use this strength

Communicating with people outside the organization

Quite important
Why this matters
Represents the organization to customers, the public, or government—handling questions, concerns, and relationship-building through conversations, writing, calls, or email.
Jobs that also use this strength

Active learning

Quite important
Why this matters
Keeps learning from new information and applying it to make better decisions now and in the future, especially when situations change.
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What users think

Based on 11 votes

What do you think the risk of automation is?

What is the likelihood that First-Line Supervisors of Non-Retail Sales Workers will be replaced by robots or artificial intelligence within the next 20 years?

Pay & outlook

Wages

High paid relative to other professions

In 2024, the median annual wage for First-Line Supervisors of Non-Retail Sales Workers was $84,130 ($40 per hour).

The median annual wage for First-Line Supervisors of Non-Retail Sales Workers was 70.0% higher than the national median annual wage, which stood at $49,500.

View wage trend

Wages over time

* Data from the Bureau of Labor Statistics

Growth

Slow growth relative to other professions.

The number of 'First-Line Supervisors of Non-Retail Sales Workers' job openings is expected to remain the same by 2034

View employment trend

Total employment, and estimated job openings

* Data from the Bureau of Labor Statistics for the period between 2023 and 2033
Updated projections are due 09-2025.

Volume

Greater range of job opportunities compared to other professions

As of 2024 there were 219,010 people employed as 'First-Line Supervisors of Non-Retail Sales Workers' within the United States.

This represents around 0.14% of the employed workforce across the country

Put another way, around 1 in 704 people are employed as 'First-Line Supervisors of Non-Retail Sales Workers'.

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Job description

Directly supervise and coordinate activities of sales workers other than retail sales workers. May perform duties such as budgeting, accounting, and personnel work, in addition to supervisory duties.

O*NET-SOC code: 41-1012.00