Choose the Sales Recruiting Approach That Fits Your Hiring Goal And Budget
Start with the lowest-risk option and move into managed applicant generation only when your hiring goal requires it.
Preparation
Get the job ready to be promoted across various job boards and search engines.
Job Ads, Content, and Job Description Reviewed And Recommendations For Ranking And Conversion.
Custom Create landing page, dedicated to your company, with images.
SEO coding for Google job compatible code so it maybe listed on their website.
Dashboard to view all application or send to your email, ATS, or website.
Visible on our job listings for 15-30 days.
Preparation + Promotion
Reach target applicants where they search for jobs.
Everything in Preparation Plus:
Job Featured On PowerSalesJobs Website And Our Target Job Sites, Social Sites, Partners, And More.
Promote The Job As Sponsors On Indeed, LinkedIn, Niche, Socials, And More
Build Your Custom Application Form, Designed To Get Answers & "Must Haves"
Email To All Of Our "Job Alert" Applicants Based On Their Desired Job Aspirations
Preparation + Promotion + Screening
Screening plus human verification of continued candidate interest before employer review.
Everything in Preparation + Promotion Plus:
Review All Your Applications To Separate Unqualified From Qualified.
Campaign Monitoring And Adjusting To Ensure Maximum Traffic.
Performance Report On Traffic, Conversion Rate, Source Contribution
Storage Of All Applications And Materials For Future Campaigns
Hiring Qualified Salespeople Shouldn’t Feel Like Buying a Lottery Ticket
You need salespeople who can prospect, build relationships, close business, and generate revenue. But finding them can become a job of its own.
How to Identify A, B & C Players on Your Sales Team—and Proactively Upgrade
The biggest sales-growth opportunity may already be visible in your performance data. Identify the people consistently creating results, develop the middle, diagnose persistent underperformance, and recruit before a weak territory becomes a customer or revenue problem.
A useful sales-team review starts with a written scorecard. Compare representatives using comparable territories, opportunity quality, tenure, quota, revenue, margin, new customers, retention, pipeline creation, forecast accuracy and the behaviors required for the role. Avoid ranking people on personality, favoritism or one unusually large deal.
Why an Upgrade Can Affect More Than Sales, But Your Business & Clients
When executed fairly and successfully, improving weak sales positions may also help:
Team morale: reinforce that performance standards and accountability apply consistently.
Customer continuity: reduce the risk that neglected accounts, poor follow-up or weak territory coverage create preventable losses.
Manager capacity: redirect time from chronic performance intervention toward coaching, strategy and growth.
Pipeline quality: increase prospecting consistency and opportunity coverage.
Growth capacity: create a stronger base for new products, territories and channels.
We can help you evaluate your sales team, plan an upgrade strategy, help local field managers with the process, and more.
Every Week a Sales Position Stays Open Can Cost More Than the Recruiting Fee
An open territory doesn’t produce revenue. An overloaded sales manager has less time to coach. And every hour spent reading unsuitable resumes is an hour your company could spend interviewing stronger candidates.
300 applications in your inbox
Posted on job boards? Sounds impressive—until someone has to review them.
2 minutes each to read each of them
Even a quick first-pass review (1-2 minutes) consumes real staff time.
~10 hours later you pick your candidates
That’s before your first interview even begins. It is possible your competitors have already hired them.
Your time is more valuable and saving this time could allow you to do other more important tasks!
Define the Candidate First. Then Build the Sales Applicant Pipeline.
PowerSalesJobs combines sales recruiting experience with applicant generation, sourcing, screening, digital advertising, and talent acquisition advisory.
Before a managed campaign begins, the goal is to establish an Agreed Candidate Profile so both sides know what “qualified” means before money is spent.
Define the salesperson
Document objective requirements such as experience, geography, compensation, work authorization, travel, licensing, and work arrangement.
Build the campaign
Review the market, geography, compensation, competition, applicant target, pricing, budget, and campaign terms.
Generate and screen
Applicants are reviewed against the agreed campaign requirements instead of being passed through unchecked.
Verify candidate interest
When included, selected candidates receive a human verification step to confirm continued interest, basic availability, and willingness to move forward.
You decide who advances
You control reviews, interviews, offers, and hiring decisions. PowerSalesJobs supports the top and middle of the funnel.
The Agreed Candidate Profile Removes the Moving Target
“Qualified” shouldn’t become an argument after applicants arrive. Objective required criteria can be documented before managed campaign execution.
More Than an Application
For selected campaigns, PowerSalesJobs can add human verification before presenting a candidate to the employer.
- Confirms continued interest in the specific opportunity
- Reviews agreed must-have qualifications
- Confirms basic availability and interview readiness
- Flags obvious mismatches before employer review
Human verification does not guarantee a hire or interview. It provides an additional quality-control step before qualified candidates are presented.
Example: B2B Account Executive — Atlanta
A Campaign-Qualified Applicant might be required to:
- Have 2+ years of agreed B2B sales experience
- Live within the approved Atlanta market
- Be authorized to work in the United States
- Accept the stated compensation range
- Meet agreed travel requirements
- Meet agreed licensing requirements
Your criteria are customized to the position.
Built Around Sales Hiring Experience—and Written Qualification Rules
PowerSalesJobs brings decades of experience across sales, sales management, recruiting, and business development to sales-focused applicant generation.
“Upgraded a Declining Sales Team Before Launching a New Service in a New Channel”
“Built a Commercial Sales Team to Sell Products While Improving Retail Store Performance”
Choose the Sales Recruiting Approach That Fits Your Hiring Goal
Start with the lowest-risk option and move into managed applicant generation only when your hiring goal requires it.
Preparation
Test the platform with a 15-day standard sales job posting.
No credit card required. Sales job seekers are always looking for strong opportunities.
Assistance with writing job ads/descriptions to ensure clarity and encourage applications.
Campaign Promotion Plan, designed to generate traffic and conversion rate.
Company Landing Page With Logo, so the candidate can get answers to questions they might want to ask.
Post My Sales Job Free →Preparation + Promotion
Need more applicant flow? Start with a managed campaign focused on generating completed applications.
Tell us how many candidates you need in your pool, your specifications about the job and the ideal person, and we will do the rest.
The applicants will be filtered so that you only will see qualified applicants, and not non-sales job seekers.
Starting range per application. Campaign structure varies by role, market, and media cost.
- Campaign promotion and traffic generation
- Applicant source tracking
- Application delivery to the agreed destination
- Optional screening or sourcing can be added separately
Preparation + Promotion + Screening
Includes Campaign-Qualified Applicant screening plus human verification of continued candidate interest before employer review.
Starting price per Verified Campaign-Qualified Applicant.
- Agreed required qualifications reviewed
- Candidate interest confirmed
- Basic availability confirmed when applicable
- Willingness to interview confirmed if selected
- Candidate delivered for employer review
Ready to Build a Better Sales Candidate Pipeline?
Define who you need first. Then choose whether a free job posting, pay-per-application campaign, Campaign-Qualified Applicant campaign, or Verified CQA campaign fits your hiring goal.
Frequently Asked Questions
Is it really free to post a sales job?
Yes. Employers can post an approved standard sales position for $0 without entering a credit card. Managed applicant-generation campaigns are separate paid services.
What is a Campaign-Qualified Applicant?
A CQA is an applicant whose submitted information appears to satisfy the objective required criteria and completeness rules established for the campaign.
What is a Verified Campaign-Qualified Applicant?
A Verified CQA is a Campaign-Qualified Applicant who has also completed a human verification step to confirm continued interest in the specific opportunity, basic availability when applicable, and willingness to participate in an employer interview if selected.
Does human verification guarantee an interview or hire?
No. Human verification is an additional quality-control step. It does not guarantee an interview, interview attendance, offer, acceptance, continued availability, hire, or employment outcome.
Who decides who gets hired?
Your company does. PowerSalesJobs can help generate and screen applicants, but your company controls reviews, interviews, offers, and hiring decisions.