Pay for the Level of Applicant Support You Actually Need
The distinction between basic applicant generation and managed CQA delivery is intentionally clear.
Sales Job Launch
15 days
Approved employers can begin with a free sales job listing before deciding whether additional applicant acquisition is needed.
Applicant Generation
+ applicant pricing from $18 per application
Generate additional applicant flow and apply the basic validation rules agreed for the campaign before delivery.
Managed Campaign-Qualified Applicants
+ pricing from $45 per CQA
Per CQA delivered
Applicants are screened against the objective required criteria in your Agreed Candidate Profile before delivery.
Example starting prices are illustrative. Final pricing depends on the role, geography, compensation, requirements, candidate availability, campaign scope, and delivery terms.
Define “Qualified” Before the Campaign Begins
For managed CQA campaigns, objective requirements are documented before delivery begins so the standard is not invented after applicants arrive.
Required criteria
- Relevant experience or industry background
- Approved geography or territory
- Compensation alignment
- Work authorization
- Work arrangement and travel requirements
- Licensing or other objective job requirements
Preferred criteria
Preferences can help you prioritize whom to interview, but they should not be confused with true campaign knockouts.
Keeping the two categories separate protects both the employer and the campaign.
A Managed Applicant Campaign in Four Steps
Review the job
We evaluate the role, compensation, geography, requirements, applicant goal, timing, and campaign feasibility.
Agree on the rules
Candidate criteria, pricing, media budget, delivery method, timeline, and credit policy are documented.
Generate applicants
The campaign uses approved recruiting, advertising, job-search, and employer-owned channels appropriate to the role.
Deliver and optimize
Applicants are routed to the agreed destination while campaign quality and flow are monitored.
We Build the Applicant Pipeline. You Make the Hiring Decision.
PowerSalesJobs does not decide whom you hire. Your company controls interviews, background checks, references, offers, and final hiring decisions.
Applicant delivery
Choose email, ATS, career page, campaign form, or another approved workflow.
Interview coordination
Add scheduling and candidate coordination when you want help moving delivered applicants to the first conversation.
Written credit rules
Invalid or nonconforming submissions are handled under the Applicant Credit Policy and campaign agreement.
Applicant Generation FAQ
How does applicant generation work?
PowerSalesJobs reviews the role, candidate requirements, geography, compensation, timing, applicant goal, application process, and campaign feasibility. If approved, the campaign scope and delivery rules are agreed before launch.
What is the difference between a $18+ applicant and a $45+ Campaign-Qualified Applicant?
Basic applicant-generation campaigns focus on generating and delivering applications under agreed validation rules. Managed CQA campaigns add screening against the objective required criteria documented in the Agreed Candidate Profile.
What is a Campaign-Qualified Applicant?
A Campaign-Qualified Applicant is an applicant who meets the objective required criteria documented for the campaign and completes the required application process.
Are paid advertising costs included?
Not unless the written campaign scope says otherwise. Sponsored job advertising and other paid media are normally approved and funded separately by the employer.
Where are applicants delivered?
Applicants can be delivered to an approved employer email, ATS, career page, PowerSalesJobs workflow, or another agreed destination.
Do you guarantee interviews or hires?
No. Applicant delivery does not guarantee an interview, offer, hire, performance, or retention. The employer controls interviews, selection, offers, and hiring decisions.
Can you help schedule interviews?
Yes. Interview scheduling and candidate coordination can be added as an additional service when agreed in advance.
What happens if an applicant does not meet the agreed requirements?
The written Applicant Credit Policy and campaign agreement determine how invalid, duplicate, fraudulent, unreachable, out-of-geography, or otherwise nonconforming applicants are handled.
Start With the Job. We’ll Determine Which Applicant Model Fits.
Submit the role first. If the campaign is feasible, we will recommend the lowest-risk next step and put any paid scope in writing before launch.