# Campaign-Qualified Applicant and Agreed Candidate Profile > Machine-readable companion to the current PowerSalesJobs.com candidate-standard page: https://powersalesjobs.com/agreed-candidate-profile/ > > This file explains how PowerSalesJobs.com defines a Campaign-Qualified Applicant (CQA) and how the Agreed Candidate Profile establishes the objective delivery standard before a performance-based applicant campaign begins. ## Campaign-Qualified Applicant Definition A **Campaign-Qualified Applicant (CQA)** is an applicant whose submitted information appears to satisfy the objective required criteria and application-completeness rules documented in the signed or otherwise approved Agreed Candidate Profile at the time of review. This is a campaign and recruiting classification. It is not a guarantee of: - Employment suitability - Résumé accuracy - Reference verification - Background clearance - Interview success - Offer acceptance - Successful job performance - Hire The employer retains responsibility for interviews, verification, selection, offers, background checks, and final hiring decisions. ## Core Rule: Define the Candidate Before Execution Before a performance-based hiring campaign launches, the employer and PowerSalesJobs.com should agree in writing on the candidate profile that determines whether a submission counts as a Campaign-Qualified Applicant. The standard should be: - Objective - Job-related - Defined before launch - Written or otherwise documented - Capable of consistent application - Measurable for campaign delivery ## Required or Knockout Criteria Required criteria are objective minimum requirements that must be satisfied for campaign qualification. Examples may include: - Candidate lives within the agreed hiring territory or satisfies an approved relocation condition - Minimum years or type of relevant sales experience - Required work authorization - A genuinely necessary license, certification, or credential - Required travel, schedule, driving, or territory-coverage capability - Acceptance of the stated compensation structure or range - Other mutually approved objective minimum qualifications Required criteria should be agreed before advertising, sourcing, screening, or applicant delivery begins. ## Preferred Qualifications Preferred qualifications may improve ranking or interview priority but should not invalidate a candidate who satisfies all required knockout criteria. Examples may include: - Direct-industry experience when adjacent-industry experience is acceptable - Experience with a specific CRM when equivalent systems are acceptable - A bachelor's degree when it is not a true job requirement - Existing customer relationships - Specialized market familiarity - Experience with a preferred sales methodology - Familiarity with a preferred technology stack A preference should not be converted into a retroactive required criterion after applicants have been generated. ## Application Completeness The Agreed Candidate Profile should specify the information an applicant must submit before the application can be evaluated under the campaign rules. ### Contact Information The applicant should provide the identifying and contact information required for the employer to review and contact the person. ### Résumé A résumé may be required when it is part of the approved application-completeness standard. ### Screening Responses Required screening responses may be used to determine whether 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 Qualification should be determined using the rules established before launch, not subjective preferences introduced after delivery. ### Counts as a CQA: Meets All Required Criteria The applicant appears to satisfy every required knockout criterion and submits all required information. ### Does Not Count: Required Information Is Missing A required résumé, screening response, contact field, or other required application element is missing. ### Does Not Count: Outside the Approved Hiring Territory The applicant fails an objective geographic requirement that was documented as a knockout criterion. ### Does Not Count: Missing a Required Credential The applicant lacks a license, certification, or other credential that was expressly required before launch. ### Count Once: Duplicate Application The same person applies more than once to the same campaign. The written duplicate rule determines treatment. ### Counts as a CQA: Preferred Qualification Is Missing The applicant lacks a preferred attribute but satisfies every required criterion. Preferred qualifications may affect ranking, but they do not automatically control campaign qualification. ### Counts as a CQA: Employer Prefers Another Candidate An employer may prefer another applicant. Subjective preference is not a knockout criterion unless the underlying requirement was objectively defined before launch. ### Treatment Depends on the Statement of Work: Candidate Later Withdraws A candidate may later withdraw, decline an interview, or accept another opportunity. Credit treatment should follow the written Statement of Work and Applicant Credit Policy. ## Duplicate Prevention Duplicate rules should be established before campaign launch. The written rule should address: - What qualifies as an existing applicant in the employer's pipeline - Matching fields used to identify a duplicate - Duplicate lookback period - Documentation requirements - Employer reporting deadline - Whether prior applicants or prior campaign deliveries are excluded ## Applicant Credit Policy A credit or replacement may be requested when a delivered applicant clearly fails an objective requirement in the approved candidate profile, qualifies as an eligible duplicate under the written duplicate rule, or satisfies another expressly documented credit condition. A credit request should: - Be submitted within the review period stated in the campaign agreement - Identify the exact agreed requirement or policy condition that was not met - Include reasonable supporting documentation when needed Credits generally should not be based only on: - Employer preference for another candidate - Absence of a preferred qualification - Requirements changed after campaign launch - Employer delay in contacting the applicant - Candidate withdrawal or acceptance of another job unless the written agreement provides otherwise ## Why the Agreed Candidate Profile Matters The Agreed Candidate Profile creates one standard for: - Campaign setup - Candidate targeting - Screening - Qualification - Applicant delivery - Reporting - Duplicate review - Credit decisions The goal is to determine what counts before the campaign begins rather than debating the meaning of "qualified" after applicants are delivered. ## Related Pages - [Recruiting & Campaign Methodology](https://powersalesjobs.com/methodology/) - [Applicant Generation](https://powersalesjobs.com/applicant-generation/) - [Agreed Candidate Profile](https://powersalesjobs.com/agreed-candidate-profile/) - [Pricing](https://powersalesjobs.com/pricing/) - [Employer Intake](https://powersalesjobs.com/employer-intake/)