Structured scoring
Apply the approved must-haves and weighted preferences consistently across the applicant pool.
SERVICE 06
Focus your attention on 3–5 leading sales candidates.
After the agreed applicant-generation and screening work, we score and rank the strongest campaign candidates, confirm key information, and present a concise shortlist for employer review.
WHAT YOU RECEIVE
A practical service built around the job.
Each engagement is defined before work begins so you understand the deliverables, limitations, timing, and next step.
Candidate ranking
Identify the applicants whose submitted background most closely matches the agreed candidate profile.
Interest confirmation
Contact leading candidates to confirm continued interest and key application information when included in scope.
Shortlist summary
Present 3–5 leading campaign candidates with concise evidence and notes for employer review.
Scheduling assistance
Help coordinate next-step availability when included in the approved workflow.
Employer control
The employer chooses whom to interview, assess, reference-check, and hire.
HOW IT WORKS
From job information to a clear deliverable.
Profile
Approve the agreed candidate profile, scoring factors, and required evidence.
Screen
Review the campaign applicant pool using the approved screening standard.
Curate
Score, rank, and confirm the strongest apparent matches from available information.
Present
Deliver a concise 3–5 candidate shortlist for the employer's next-step review.
SCOPE
What is—and is not—included.
These boundaries protect both the employer and PowerSalesJobs from unclear expectations.
Included
- Agreed scoring framework
- Screening and comparative ranking
- 3–5 leading campaign candidates when the pool supports it
- Candidate summaries and supporting notes
- Interest or information confirmation when included in scope
Not included
- A guarantee that 3–5 suitable people will exist in every applicant pool
- Background, reference, credential, or employment verification
- A guarantee of interviews, acceptance, performance, retention, or hire
- Making the employment decision for the employer
FREQUENTLY ASKED QUESTIONS
Clear answers before you begin.
Does top talent mean the candidates are guaranteed qualified?
No. It means they are the leading candidates from the campaign pool based on the agreed profile and available information. The employer must conduct its own interviews and due diligence.
Are 3–5 candidates guaranteed?
No. The goal is a 3–5 person shortlist when the campaign pool contains enough apparent matches. We will not label weak applicants as top candidates simply to reach a number.
Do you interview candidates?
The standard scope may include limited interest and information confirmation, not a full employer interview. Any deeper phone screening must be defined separately.
How is pricing determined?
Pricing depends on applicant volume, screening depth, scoring requirements, contact expectations, campaign difficulty, and scheduling support.
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NEXT STEP
Ready to discuss curated 3–5 top talents?
Tell us about the role and your goal. We will review the information and explain the appropriate scope before you commit.
Start the employer intake →