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-Qualified Applicant.

See Our Methodology Statement of Work

Candidate Criteria

Separate true requirements from preferred qualifications

Campaign qualification should be based on objective, job-related criteria agreed to before campaign execution begins.

Required / Knockout Criteria

These are objective, job-related requirements that must be met for campaign qualification.

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.

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

Define what must be submitted before the campaign starts

The Agreed Candidate Profile also specifies the information that must be submitted for an applicant to be evaluated under the campaign rules.

Contact Information

The required identifying and contact information needed for the employer to evaluate and contact the applicant.

Résumé

A résumé may be required when it forms part of the agreed application-completeness standard.

Screening Responses

Required screening questions help determine whether the submitted information appears to satisfy the agreed knockout criteria.

Contact Consent

The application may require appropriate consent for the candidate to be contacted about the employment opportunity.

Qualification Examples

What counts as a Campaign-Qualified Applicant?

Qualification is determined using the objective rules established in the signed Agreed Candidate Profile, not subjective preference after delivery.

COUNTS: YES

Meets all required criteria

The candidate meets all required knockout criteria and submits the required information.

Meets the Agreed Candidate Profile based on the submitted information.

COUNTS: NO

Required information is missing

A required résumé or required screening response was not submitted.

The application is incomplete under the agreed rules.

COUNTS: NO

Outside the hiring territory

The candidate is outside the agreed hiring territory when location is an established knockout criterion.

The submission fails an objective geographic requirement.

COUNTS: NO

Missing required credential

The candidate does not hold an agreed required license or certification.

The submission fails an objective minimum qualification.

COUNT ONCE

Duplicate application

A candidate applies more than once to the same campaign.

The agreed duplicate-prevention rule applies.

COUNTS: YES

Preferred qualification is missing

The candidate lacks a preferred qualification but meets all required criteria.

Preferred qualifications may affect ranking, not campaign qualification.

COUNTS: YES

Employer prefers another candidate

The employer may ultimately prefer another applicant.

Subjective preference is not an agreed knockout criterion.

PER SOW

Candidate later withdraws

A candidate may later withdraw or decline an interview.

Withdrawal and credit treatment should be defined in the Statement of Work before campaign launch.

Duplicate Prevention

Define duplicate rules before launch

The Statement of Work should define whether a candidate already active in the employer's pipeline is considered a duplicate.

The duplicate policy should also specify the applicable lookback period, documentation requirements, and how quickly the employer must report a duplicate.

Duplicate Rule Checklist

Existing-pipeline definition
Duplicate lookback period
Documentation requirement
Employer reporting deadline

Applicant Credit Policy

Credits should follow objective written rules

A credit or replacement may be requested when a delivered applicant clearly fails an objective requirement in the signed Agreed Candidate Profile, qualifies as an eligible duplicate under the written duplicate rule, or falls under another 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.

Definition

Campaign-Qualified Applicant

A 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