PowerSalesJobs.com
Agreed Candidate Profile
Before a performance-based hiring campaign launches, the employer and PowerSalesJobs.com agree in writing on the candidate profile used to determine whether a submission counts as a Campaign-Campaign-Campaign-Campaign-Qualified Applicant.
Required / Knockout Criteria
These are objective, job-related requirements that must be met for campaign qualification. Examples can include:
- Candidate lives within the agreed hiring territory or can satisfy an agreed relocation requirement.
- Minimum years or type of relevant sales experience.
- Required work authorization.
- Required license, certification, or credential when genuinely necessary for the role.
- Required travel, schedule, driving, or territory-coverage capability.
- Other mutually approved objective minimum qualifications.
Preferred Qualifications
Preferred qualifications may improve ranking or interview priority but do not invalidate a candidate who satisfies all required knockout criteria. Examples:
- Direct-industry experience when adjacent-industry sales experience is acceptable.
- Specific CRM experience when equivalent CRM experience is acceptable.
- Bachelor's degree when it is not a true job requirement.
- Existing customer relationships or specialized market familiarity.
- Experience with a preferred sales methodology or technology stack.
Application Completeness
The profile also specifies the information that must be submitted for the entry to be evaluated, such as full contact information, résumé, required screening responses, and consent to be contacted.
What Counts? A Simple Comparison
| Submission | Counts as Campaign-Qualified? | Why |
|---|---|---|
| Meets all required knockout criteria and submits the required information | Yes | Meets the Agreed Candidate Profile based on submitted information |
| Missing a required résumé or required screening response | No | Application is incomplete under the agreed rules |
| Outside the agreed hiring territory when location is a knockout | No | Fails an objective geographic requirement |
| Does not hold an agreed required license or certification | No | Fails an objective minimum qualification |
| Applies more than once to the same campaign | Count once | Duplicate-prevention rule applies |
| Lacks a preferred qualification but meets all required criteria | Yes | Preferred qualifications may affect ranking, not campaign qualification |
| Employer simply prefers another candidate | Yes | Subjective preference is not an agreed knockout criterion |
| Candidate later withdraws or declines an interview | Per SOW | Withdrawal and credit treatment must be defined before launch |
Duplicate Prevention
The Statement of Work should define whether a candidate already active in the employer's pipeline is considered a duplicate, how far back the duplicate lookback period extends, what documentation is required, and how quickly the employer must report the duplicate.
Applicant Credit Policy
A credit or replacement may be requested when a delivered applicant clearly fails an objective requirement contained in the signed Agreed Candidate Profile, is an eligible duplicate under the written duplicate rule, or is otherwise covered by a specific credit condition in the Statement of Work.
Credit requests should:
- Be submitted within the review period stated in the Statement of Work.
- Identify the specific agreed requirement that was not met.
- Include reasonable documentation when the request concerns a duplicate or prior pipeline status.
Credits generally should not apply merely because:
- The employer prefers another candidate.
- A preferred qualification is missing.
- The employer changes the job requirements after launch.
- The employer delays contacting the candidate.
- The candidate later accepts another position or withdraws, unless the Statement of Work explicitly provides otherwise.
Campaign-Campaign-Campaign-Campaign-Qualified Applicant
Campaign-Campaign-Campaign-Campaign-Qualified Applicant means an applicant whose submitted information appears to satisfy the objective required criteria and completeness rules in the signed Agreed Candidate Profile at the time of review.
This designation is a campaign or recruiting classification. It is not a guarantee of employment suitability, résumé accuracy, background clearance, reference verification, interview success, offer acceptance, or hire.
See the complete methodology → See the Statement of Work framework →