Start Free. Add Applicant Generation When You Need It.
Choose the level of support that fits your hiring need. Start with a free posting, increase applicant flow, or pay for managed Campaign-Qualified Applicants screened against agreed requirements.
Post Your Sales Job FREE
Start with a 15-day free sales job posting. Once approved, the listing can be published within 24 hours.
- No credit card required
- Jobs are reviewed before publication; not every job or paid campaign will be approved
- Free assistance improving your job ad
- JobPosting schema + Google job search optimization
- Included in relevant job alerts
- Revisions and updates
Pay-Per-Applicant
Need more applicant flow? Basic pay-per-applicant campaigns can start around:
Per application. Campaign structure, validation, and requirements vary by role.
We generate applicant flow and apply the basic validation rules agreed for the campaign before delivery.
See If My Job Qualifies →Managed Campaign-Qualified Applicants
Starting price per Campaign-Qualified Applicant:
We screen applicants against the objective required criteria in your Agreed Candidate Profile and deliver applicants who meet those campaign requirements.
To expand the search, we can use approved recruiting and advertising channels, which may include sponsored job advertising and professional networks.
See If My Job Qualifies →Example pricing is illustrative. Final pricing, campaign scope, advertising budget, delivery terms, and credit policy are established in writing.
Define “Qualified” Before We Launch
The word “qualified” should not become an argument after applicants arrive. Before an approved managed campaign begins, we document the objective requirements an applicant must meet to count as a Campaign-Qualified Applicant.
Your Agreed Candidate Profile
Required criteria can include:
- Relevant sales experience or industry background
- Approved geography or territory
- Compensation alignment
- Work authorization
- Remote, hybrid, or onsite requirements
- Travel, licensing, or other objective job requirements
Required vs. Preferred
We separate true must-have requirements from preferences. Required criteria determine whether an applicant meets the campaign definition; preferred qualifications can help you prioritize whom to interview.
Before launch, we also agree on timing, pricing, campaign budget, delivery method, and the credit policy.
See If My Job Qualifies →Why Employers Choose PowerSalesJobs
Pay for the part of the recruiting funnel you actually need.
| Option | What You Typically Pay For | What You Still Manage |
|---|---|---|
| Traditional Job Board | Exposure, clicks, postings, or applications | Candidate fit and qualification |
| Traditional Recruiter | Often a significant placement fee | Final hiring decision |
| PowerSalesJobs | Free posting or approved applicant campaign | You keep control of the hiring decision |
Hiring 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.
The resume pile keeps growing
Someone on your team ends up sorting through applications from candidates who may be:
- Outside your territory
- Looking for compensation you can’t offer
- Missing required sales experience
- Unqualified for the position
- Applying to everything they see
- Simply not a fit for the role
Exposure isn’t the same as qualified talent
Traditional recruiters can solve part of the problem—but placement fees can make every hire expensive.
Job boards give you exposure—but exposure isn’t the same as qualified sales talent.
There should be another option.
Every Week a Sales Position Stays Open Can Cost More Than Recruiting Fees
An empty sales territory doesn’t produce revenue. An overworked sales manager has less time to coach the team. And every hour spent reading unsuitable resumes is an hour your company could spend growing the business.
300 applications
Sounds impressive—until your team has to review them and decide whom to interview.
2 minutes each
Even a quick first-pass review takes time. At scale, those minutes add up before you reach the interview stage.
~10 hours
That’s before you conduct a single interview. At a labor cost of $36 per hour, that review time alone would equal $360.
What if you defined “qualified” before the campaign started—and paid for applicants who met those agreed requirements?
A Different Way to Build Your Sales Candidate Pipeline
PowerSalesJobs combines sales recruiting experience with applicant generation, sourcing, screening, digital advertising, and talent acquisition advisory.
With more than 30 years of experience in sales, management, recruiting, and business development, we understand that hiring a salesperson is different from filling a generic position.
Define the salesperson you actually need
Document objective requirements such as experience, location, compensation, authorization, travel, licensing, and work arrangement.
Build the applicant campaign
Review the market, geography, compensation, competition, campaign target, budget, pricing, and credit policy before launch.
Generate and screen applicants
Applicants are screened against the agreed campaign requirements instead of being passed through unchecked.
You decide who moves forward
You control reviews, interviews, offers, and hiring decisions. PowerSalesJobs supports the top and middle of the funnel.
A Clearer Recruiting Process—Before You Spend More Money
PowerSalesJobs is built around a simple principle: define the hiring target, agree on the campaign rules, then measure delivery against those rules. You keep control of interviews, offers, and hiring decisions.
Define “qualified” first
Required qualifications, geography, compensation, work arrangement, timing, and other objective criteria are documented before a managed campaign begins.
Pay for an agreed deliverable
Instead of relying only on exposure or paying a percentage of a new hire’s salary, approved campaigns can be structured around applications or Campaign-Qualified Applicants delivered under written terms.
Keep control of the hire
You decide who to interview, who advances, what offer to make, and whom to hire. PowerSalesJobs supports applicant generation, screening, and optional interview coordination.
Reduce Wasted Recruiting Activity Before It Becomes Hiring Cost
Cost-per-hire includes both internal and external recruiting expense. SHRM's 2025 Recruiting Benchmarking Report reported an average cost-per-hire of $5,475 for nonexecutive positions and $35,879 for executive positions.
PowerSalesJobs is designed to help employers control one part of that equation: the cost and time required to generate, review, and move relevant sales applicants toward an interview.
A Written Credit Policy Protects Both Sides
The criteria and credit rules are established before campaign launch. That means you know what you’re buying before you buy it.
- Invalid applicants
- Fraudulent applicants
- Duplicates within the agreed lookback period
- Applicants outside the approved geography
- Invalid contact information
- Missing agreed required qualifications
Frequently Asked Questions
Understand the free posting, campaign approval process, pricing, delivery, and hiring responsibilities before you begin.
Is it really free to post a sales job?
Yes. Approved employers can post a sales position for $0 for 15 days without entering a credit card. Managed applicant-generation campaigns are a separate paid service.
How long does the free sales job posting stay active?
An approved free sales job posting stays active for 15 days. You can then discuss renewal, additional promotion, or a managed applicant-generation campaign with PowerSalesJobs.
Does every sales job get approved?
No. PowerSalesJobs reviews each job before publication or campaign launch. Approval depends on factors such as the role, compensation, geography, candidate requirements, timeline, campaign feasibility, budget, delivery method, and agreed terms.
What is a Campaign-Qualified Applicant?
A Campaign-Qualified Applicant, or CQA, is an applicant who meets the objective required criteria documented in the Agreed Candidate Profile and submits a valid completed application.
How much does a Campaign-Qualified Applicant cost?
Managed CQA pricing starts around $45 per applicant. Other pay-per-applicant options may start around $15 per application. Final pricing depends on the position, geography, compensation, experience requirements, competition, candidate availability, and campaign scope.
What information do I receive with each delivered applicant?
Delivered applicants include the application information and available contact details needed to review the person and contact them about a first interview. The exact information and delivery method are agreed before the campaign begins.
Can PowerSalesJobs help schedule the first interview?
Yes. Interview scheduling and candidate coordination can be added as an additional service when agreed in advance. Your company still controls the interview, evaluation, offer, and hiring decision.
Is paid advertising included?
No. Any paid advertising budget is approved and funded separately by the employer before the campaign begins unless a written campaign agreement states otherwise.
Do you decide who gets hired?
No. Your company controls all reviews, interviews, offers, and hiring decisions. PowerSalesJobs helps with applicant generation, screening, and optional interview coordination.
What if an applicant does not meet our agreed requirements?
The written campaign credit policy establishes how invalid, duplicate, fraudulent, unreachable, out-of-geography, or otherwise nonconforming applicants are handled.
Are you only for sales positions?
Sales recruiting and sales applicant generation are the core specialties. PowerSalesJobs focuses primarily on revenue-producing roles such as sales representatives, account executives, business development professionals, and sales managers.
Start With the Job. We’ll Determine Whether a Campaign Makes Sense.
Send us the sales position you need to fill. We’ll review the role, candidate requirements, geography, compensation, timing, and campaign feasibility before recommending the next step. Not every job or campaign is approved.