Parts Counter Sales - RideNow Tri-Cities

United States·Ridenow Tricity - KennewickNormalmid

OtherParts Counter Sales

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Quick Summary

Requirements Summary

Paid factory training, mentorship from master techs, clear paths to level up, relocation assistance for qualified applicants, facilities equipped with OEM-required specialty tools,

Technical Tools

OtherParts Counter Sales

Responsibilities

~2 min read

→Compensation: Hourly training pay is $20.00/hour during the initial 30-day training period. Following training, compensation transitions to a base hourly rate of $17.13/hour plus commission, with employees receiving total earned commissions + hourly base pay OR guaranteed training pay ($20.00/hour), whichever is higher per pay period.

→Base Pay: $17.13 per hour
→Commission Rates:

→$0 – $24,999 in Sales: 2% commission on sales
→$25,000+ in Sales: 3% commission on sales

→Health & Wellness: Medical, Pharmacy, Telemedicine, Dental, and Vision coverage (eligible 1st of the month following 30 days), plus HSA and FSA options.
→Financial & Protection: 401(k) plan, Life and AD&D insurance, Short/Long-Term Disability, and supplemental insurance options.
→Paid Time Off & Holidays: Employees accrue paid time off at a rate of 0.0385 hours per hour worked (approximately 1.54 hours per weekly pay period, totaling 80 hours / 10 days annually for full-time staff). PTO can be used for vacation, personal time, and illness. This policy meets or exceeds the requirements of the Washington State Paid Sick Leave Law. In addition, the company provides 3 paid holidays per year.
→Employee Support & Growth: Paid factory training, mentorship from master techs, clear paths to level up, relocation assistance for qualified applicants, facilities equipped with OEM-required specialty tools, Employee Assistance Program (EAP), and a Pet Discount Savings Plan.
→Discounts: Generous employee discounts on parts, accessories, and gear.

Requirements

~2 min read

Background Screening & Drug Policy: We maintain a drug-free workplace. In compliance with Washington law (RCW 49.44.240), pre-employment drug screening covers controlled substances other than cannabis and does not test for or discriminate based on off-duty cannabis use prior to employment. Post-hire employees are expected to remain free from impairment while on duty or on company premises, and may be subject to reasonable suspicion or post-accident drug and alcohol testing in accordance with company policy and applicable law.
Fitness for Duty: Employees must be capable of performing their essential job duties safely and effectively, without impairment from alcohol, illegal drugs, or medications that affect performance or safety.
Post-Offer Background Screening (Washington Fair Chance Act Compliance): In accordance with the Washington Fair Chance Act (RCW 49.94), criminal history background checks are conducted only after an applicant has received a conditional offer of employment. We do not automatically or categorically exclude individuals with criminal records; if a background check reveals a criminal history, we perform an individualized assessment to evaluate its job-relatedness and business necessity before making a final decision.
Equal Opportunity Employer: We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by federal, state, or local laws.