01
Message Risk
The title, compensation, opportunity, expectations or candidate value proposition may not be competitive or clear.
Sales Hiring Campaign Audit
Find the Weaknesses Before You Spend Money Promoting the Job
Before building landing pages, purchasing sponsored exposure or committing to applicant goals, evaluate whether the job title, compensation, requirements, geography, candidate message, application process and advertising budget can support the campaign.
Paid consulting deliverable
Actionable recommendations
Employer retains hiring control
Why Audit First
Applicant problems often begin before the job is advertised.
A weak campaign can consume budget while producing low response, poor-fit applications or incomplete candidate information.
02
Distribution Risk
The campaign may rely on the wrong job boards, locations, keywords, channels or advertising budget.
03
Conversion Risk
A slow, confusing or mobile-unfriendly application process can lose qualified candidates after they click.
Audit Deliverables
A complete analysis with recommendations ready to implement.
01
Executive Summary
A concise assessment of the campaign opportunity, major constraints and recommended direction.
02
SWOT Analysis
Strengths, weaknesses, opportunities and threats affecting the likelihood of attracting suitable applicants.
03
Job-Message Review
Review of title, compensation, requirements, opportunity, expectations and candidate value proposition.
04
Advertising-Channel Plan
Recommended mix of owned pages, search, job boards, social channels, niche sites and sponsored media.
05
Application Conversion Review
Assessment of landing page, mobile usability, form length, tracking, response handling and employer follow-up.
06
Prioritized Action Plan
Recommendations organized by urgency, expected impact, cost, dependency and implementation order.
What We Evaluate
The audit examines the complete applicant-generation pathway.
- Job title clarity
- Compensation competitiveness
- Candidate requirements
- Geographic reach
- Candidate value proposition
- Job description quality
- Application friction
- Mobile usability
- Tracking readiness
- Response handling
- Advertising budget
- Campaign timeline
Important: The audit does not guarantee applicant volume, platform approval, indexing, interviews, offers or hires. It provides a professional diagnosis and implementation plan.
Audit Process
Four steps from intake to action plan.
1
Submit the Job
Provide the job description, compensation, location, requirements, target applicant count, timeline and budget.
2
Review the Campaign
We assess the job message, market fit, application path, channels, tracking readiness and conversion risks.
3
Receive the Audit
You receive the written findings, SWOT analysis, channel recommendations and prioritized action plan.
4
Choose the Next Step
Implement the recommendations internally or apply the audit fee toward an approved managed campaign.
Audit Versus Campaign
Know what is included before work begins.
| Service | Campaign Audit | Managed Campaign |
|---|---|---|
| Job and market diagnosis | Included | Included |
| SWOT and action plan | Included | Included |
| Job ad rewriting | Recommendations only | May be included |
| Landing-page implementation | Not included | May be included |
| Job-board or paid-media spend | Not included | Client-funded |
| Applicant generation | Not included | Based on approved scope |
| Applicant screening and scoring | Not included | Available by plan |
| Hiring decision | Employer | Employer |
Frequently Asked Questions
What employers should know before purchasing the audit.
What is included in the campaign audit?
The audit includes an executive summary, SWOT analysis, job-message review, advertising-channel plan, application conversion review and prioritized action plan.
Is the $199 audit fee refundable?
The audit is a paid consulting deliverable and is not refundable after work begins. The fee may be credited toward an approved managed campaign launched within 30 days.
Does the audit include advertising spend?
No. Job-board fees, sponsored media, pay-per-click advertising, premium plugins and third-party platform costs are not included.
Does PowerSalesJobs guarantee applicants or hires?
No. The audit provides recommendations and an action plan. Applicant volume, platform approval, search visibility, interviews, offers and hires are not guaranteed.
What information is needed to begin?
The employer should provide the job description, compensation, location, hiring timeline, candidate requirements, advertising budget, target applicant count and current application process.
Do not buy exposure until the campaign is ready.
Start with the job economics, candidate message, application flow, channel plan, advertising budget and success measures.