Prepare
We improve the job ad, landing page, application process, targeting, and campaign setup before advertising begins.
Sales Recruiting Support & Applicant Generation
Sales Hiring Starts Here
Build Your Sales Applicant Pipeline Without Traditional Recruiting Fees
PowerSalesJobs helps employers attract, generate, screen, and deliver sales applicants without charging a percentage of salary or a traditional contingency recruiting fee.
Post a sales job free, pay for Valid Applicants delivered, or let us manage your entire applicant-generation campaign.
You control the advertising budget, interviewing, and hiring decisions.
Front-End Recruiting Support
Sales Applicant Generation Built Around Your Hiring Needs
PowerSalesJobs focuses on the front end of the recruiting funnel. We help you prepare the opportunity, promote it across appropriate recruiting channels, generate applications, screen candidates when requested, and deliver applicants directly to your ATS or email.
Promote
We distribute and advertise the opportunity through appropriate recruiting, job-search, social, and search channels based on the campaign.
Screen
When screening is included, we review applicants against the requirements you approved before the campaign starts.
You interview. You select. You hire.
Flexible Recruiting Options
Choose How Much Recruiting Help You Need
Start free, pay for Valid Applicants delivered, or move to a fully managed applicant-generation campaign.
Basic Sales Job
$0 for 30 Days
Best for employers who want to manage their own recruiting.
- One approved sales job for 30 days
- Company page and job listing
- Internal applicant tracking
- Resume and application collection
- Send applications to your email, ATS, or designated application destination
- Eligible JobPosting structured data for Google job-search eligibility on qualifying job pages
- Employer manages applicants, interviews, and hiring
Pay-Per-Applicant
$99 Campaign Setup
+ $15–$25 per Valid Applicant
Best for small businesses that want applicant-generation help while controlling their own advertising budget.
You approve the maximum number of billable applicants before the campaign begins. Applicant charges are reviewed and billed weekly against that approved cap.
Included
- Job-ad copy optimization
- Dedicated recruiting landing page
- Applicant tracking
- Resume and application collection
- Custom application questions
- Social and recruiting-channel distribution
- Campaign monitoring
- Applicants delivered directly to your ATS or email
- Weekly applicant reporting
You Control the Advertising Budget
Your advertising budget is separate from our fees. You decide how much you want to invest in paid advertising and approve the campaign budget before launch.
Transparent Billing
What Is a Valid Applicant?
A Valid Applicant is a completed application from an identifiable candidate who meets the campaign's agreed basic requirements and is not a duplicate, obvious spam submission, or clearly unrelated applicant.
Before the campaign begins, we document:
- Required qualifications
- Location requirements
- Compensation acceptance when applicable
- Work authorization requirements
- Required experience
- Application completeness rules
- Duplicate rules
- Applicant cap
- Screening questions
You know what counts before you are billed.
Managed Sales Recruitment Campaigns
Need More Than a Job Posting?
Let PowerSalesJobs manage the front end of the recruiting campaign. We prepare the campaign, promote the opportunity across appropriate recruiting channels, monitor applicant flow, evaluate results, and screen applicants when included.
Your media budget is used for approved recruiting advertising and can be shifted among appropriate channels based on campaign performance.
Growth Sales Pipeline
$199 Campaign Launch
+ $15–$25 per Valid Applicant
+ $600 Prepaid Media Budget
Best for one sales representative, account executive, business development, or account manager opening.
14-Day Campaign Sprint
- Job-ad copy optimization
- Recruiting landing-page setup
- Application-process optimization
- Paid recruiting campaign setup
- Applicant tracking
- Social and recruiting-channel distribution
- Campaign monitoring and optimization
- Agreed billable applicant cap
- Direct delivery to your ATS or email
- Eligible Google JobPosting structured data on qualifying job pages
- End-of-campaign performance review
Planning Target
A $600 media budget may reasonably target approximately 30–40 completed applicants under normal campaign conditions.
Most Popular
Pro Applicant Campaign
$299 Campaign Launch
+ $15–$25 per Valid Applicant
+ $1,000 Prepaid Media Budget
Best for employers who want applicant generation plus qualification and human review.
21-Day Managed Campaign
- Everything included in Growth
- Custom knockout questions
- Agreed Candidate Profile
- Candidate scoring criteria
- Application review
- Human applicant verification
- Qualification notes
- Campaign optimization throughout the engagement
- Direct applicant delivery
- Campaign performance reporting
Planning Target
A $1,000 media budget may reasonably target approximately 50–65 completed applicants.
The campaign is designed to identify approximately 10 Campaign-Qualified Applicants, depending on the applicant pool and agreed qualification requirements.
Enterprise Talent Surge
$499 Campaign Launch
+ $15–$25 per Valid Applicant
+ $1,500+ Recommended Media Budget
Best for higher-volume, multi-location, multiple-opening, or more complex sales hiring.
30-Day Managed Campaign
- Everything included in Pro
- Multi-role or multi-location campaign setup
- Advanced screening questions
- Applicant scoring
- Human applicant screening
- Priority candidate review
- Candidate review notes
- Custom scorecards
- Advertising-budget optimization
- Campaign-level performance reporting
- Priority campaign support
Planning Target
Campaigns are designed for larger applicant pools and can target 20 or more Campaign-Qualified Applicants, depending on the position, media investment, candidate supply, and qualification requirements.
Background checks, reference checks, employment verification, and investigative social-media searches are not included unless separately arranged.
Talk to Recruiting StrategyTransparent Media Spending
Your Advertising Money Remains Advertising Money
Your prepaid media budget is reserved for approved recruiting advertising.
Depending on the position and campaign, advertising may be allocated among channels such as:
- Indeed
- Meta / Facebook / Instagram
- Job-search and recruitment channels
- Appropriate niche or local sources
We are not locked into a single advertising platform. Campaign performance helps determine where approved media dollars should be concentrated.
Applicant Quality
Know the Difference
Valid Applicant
A completed, legitimate application that satisfies the campaign's agreed basic requirements.
This is the unit used for Pay-Per-Applicant billing.
Campaign-Qualified Applicant — CQA
An applicant whose submitted information appears to satisfy the more detailed objective criteria established in the Agreed Candidate Profile.
When human verification is included, selected candidates may also be contacted to confirm interest and basic availability.
A CQA is not a guarantee of an interview, offer, acceptance, or hire.
Campaign Planning
See What Your Recruiting Budget Can Produce
| Media Budget | Planning Applicant Range | Best Fit |
|---|---|---|
| $600 | 30–40 applicants | Single sales opening |
| $1,000 | 50–65 applicants | Managed sales campaign |
| $2,000 | 100–125 applicants | Competitive or multiple openings |
| $3,000 | 145–180 applicants | Larger-volume campaign |
These are planning estimates rather than guarantees. Actual results depend on compensation, geography, experience requirements, job attractiveness, advertising competition, application conversion, and candidate availability.
Our Process
How PowerSalesJobs Works
Define the Candidate
We establish the requirements for the position and document what constitutes a Valid Applicant and, when applicable, a Campaign-Qualified Applicant.
Prepare the Campaign
We improve the job advertisement, recruiting message, landing page, application process, screening questions, and campaign setup.
Promote the Opportunity
We launch and distribute the opening through recruiting channels appropriate for the campaign and approved media budget.
Monitor Applicant Flow
We track campaign performance and adjust advertising and messaging when appropriate.
Review and Screen
When screening is included, applications are compared with the criteria established before the campaign.
Deliver Applicants
Applicants and candidate information are delivered directly to your ATS, email, or agreed application destination.
You Take It From There
Your company decides who to interview, who receives an offer, and who gets hired.
A Different Recruiting Model
We Don't Charge You to Make a Hire. We Charge to Build the Applicant Pipeline.
Traditional recruiting fees can amount to thousands of dollars for a single hire. PowerSalesJobs concentrates on the work that happens before the interview:
- Creating a stronger recruiting offer
- Reaching prospective applicants
- Generating applications
- Managing applicant flow
- Screening against objective requirements
- Delivering candidates to your hiring team
There is no percentage-of-salary placement fee.
You retain control of the hiring decision.
Sales Hiring Focus
Built Specifically for Sales Hiring
- Sales Representatives
- Account Executives
- Account Managers
- Business Development Representatives
- Business Development Managers
- Territory Sales Representatives
- Outside Sales Representatives
- Inside Sales Representatives
- Regional Sales Managers
- Sales Managers
- B2B Sales Professionals
Frequently Asked Questions
Questions About PowerSalesJobs
Is posting a sales job really free?
Yes. One approved sales job can be listed for 30 days at no charge. Your company manages the applications, interviews, and hiring.
What does Pay-Per-Applicant mean?
You pay a $99 campaign setup fee and an agreed $15–$25 for each Valid Applicant delivered, up to the billable cap you approve before the campaign starts.
Do advertising costs come out of the applicant fee?
No. Advertising and PowerSalesJobs service fees are separate. This lets you see exactly how much is being invested in media and how much you are paying for applicant-generation services.
Where does the advertising budget go?
Your approved media budget is reserved for recruiting advertising. Depending on the campaign, it may be allocated among Indeed, LinkedIn, Meta, Google, or other appropriate recruiting sources.
Can you move advertising money between channels?
Yes, within the approved campaign strategy. If one source substantially outperforms another, media can be reallocated to improve campaign performance.
What is a Campaign-Qualified Applicant?
A Campaign-Qualified Applicant is someone whose submitted information appears to meet the objective requirements documented in the Agreed Candidate Profile.
Are interviews or hires guaranteed?
No. An application, Valid Applicant, CQA, screening result, or human verification does not guarantee an interview, interview attendance, employment offer, acceptance, or hire.
Who makes the hiring decision?
The employer controls interviews, employment decisions, offers, compensation negotiations, and hiring.
Can applicants go directly into our ATS?
Yes. Depending on your hiring process and available integration or application method, applicants can be directed to your ATS, email, website, or a dedicated campaign application.
Get Started
Ready to Build Your Sales Applicant Pipeline?
Tell us what you're hiring for and we'll recommend the right applicant-generation approach.
PowerSalesJobs
Sales Recruiting Support & Applicant Generation
Applicants, Campaign-Qualified Applicants, campaign estimates, and screening results do not guarantee interviews, offers, acceptances, or hires.