Sales Job Launch $99 • Featured Promotion $199 • Managed Recruitment Advertising $399 + media
Employer intake • No obligation

Start With the Sales Job. We’ll Determine Whether a Campaign Makes Sense.

Tell us who you need to hire, the must-have criteria, geography, compensation, timing, and applicant goal. We review the role before recommending a paid campaign.

You can start with the $99 Sales Job Launch for one job over 30 days. If you need more applicant flow, we can determine whether a pay-per-applicant or managed Campaign-Qualified Applicant campaign is appropriate.

Start Employer Intake ↓ See How It Works →

No credit card required to submit the intake. Jobs and paid campaigns are subject to approval. Nothing launches until the applicable scope, pricing, budget, and terms are agreed.

What Happens Next

Submitting the Job Starts a Review—Not a Recruiting Contract

The intake gives us enough information to understand the opportunity, identify obvious campaign risks, and recommend the lowest-risk next step.

1

Describe the salesperson you need

Tell us about the role, compensation, territory, work arrangement, required experience, deal breakers, hiring timeline, and number of openings.

2

We review campaign feasibility

We look at the candidate profile, geography, compensation, requirements, applicant goal, application process, timing, competition, and available budget.

3

You choose the next step

The recommendation may be a $99 Sales Job Launch, changes to the job first, or a written proposal for an approved applicant-generation campaign.

Agreed Candidate Profile

Define “Qualified” Before You Pay for a Managed Campaign

For Campaign-Qualified Applicant programs, we separate objective must-have requirements from preferences so both sides know how delivered applicants will be evaluated.

Required criteria can include

  • Relevant sales experience or industry background
  • Approved geography or territory
  • Compensation alignment
  • Work authorization
  • Remote, hybrid, or onsite requirements
  • Travel, licensing, or other objective job requirements

Before a paid campaign launches, we agree on

  • Required vs. preferred candidate criteria
  • Applicant goal and campaign timing
  • Price per application or Campaign-Qualified Applicant
  • Advertising or sourcing budget, when applicable
  • Applicant delivery destination
  • Credit policy and campaign terms
Prepare Before You Start

The Better the Intake, the Better the Campaign Recommendation

You do not need a perfect job description. Give us what you know now and clearly separate true requirements from preferences.

Role and compensation

  • Job title and number of openings
  • Base salary, commission, OTE, and benefits
  • Location, territory, travel, and work arrangement
  • Target start date and hiring urgency

Candidate and campaign requirements

  • Must-have qualifications and deal breakers
  • Preferred qualifications
  • Applicant, interview, and hiring goals
  • ATS, email, career page, or delivery preference
  • Available advertising or recruiting budget
Employer Intake

Tell Us About the Sales Position You Need to Fill

Complete the form below. We use your answers to review the opportunity and determine whether a Sales Job Launch, campaign revision, or paid applicant-generation option makes sense.

Form not displaying? Open the employer intake directly in Jotform.

Questions Employers Ask

Employer Intake FAQ

These answers explain what happens before a Sales Job Launch or paid applicant campaign begins.

Is the employer intake free?

Yes. There is no charge to submit your sales role for review. The intake helps PowerSalesJobs understand the position, candidate requirements, geography, compensation, timing, applicant goal, and delivery preferences before recommending a next step.

Does submitting the form guarantee my job or campaign will be approved?

No. Every job and paid applicant campaign is reviewed for feasibility. PowerSalesJobs may decline a job or recommend changes to compensation, requirements, geography, timing, application process, budget, or other campaign factors before moving forward.

Can I start with a Sales Job Launch?

Yes. Approved sales jobs can start with a $99 Sales Job Launch. A Sales Job Launch is separate from a paid applicant-generation campaign and does not guarantee a specific number of applications, interviews, or hires.

What happens if I need more applicant flow?

If the job is suitable for a paid campaign, PowerSalesJobs can propose a pay-per-applicant or managed Campaign-Qualified Applicant campaign. Before launch, the scope, applicant definition, pricing, budget, delivery method, timeline, and credit policy are agreed in writing.

What is a Campaign-Qualified Applicant?

A Campaign-Qualified Applicant, or CQA, is an applicant who meets the objective required criteria documented in the Agreed Candidate Profile and completes the required application process.

What information should I provide?

Provide the job title, number of openings, compensation, work arrangement, geography, travel or territory requirements, must-have qualifications, preferred qualifications, deal breakers, applicant goal, hiring timeline, application destination, and available recruiting or advertising budget.

Where can applicants be delivered?

Applicants can be routed to an approved employer email address, applicant tracking system, career page, PowerSalesJobs workflow, or another agreed destination. The delivery method is established before a paid campaign begins.

Can PowerSalesJobs help schedule first interviews?

Yes. Interview scheduling and candidate coordination can be added as an additional service when agreed in advance. The employer remains responsible for interviews, candidate evaluation, offers, and hiring decisions.

Next Step

Start With the Job—Then Decide What Level of Help You Need

You do not have to commit to a placement fee or large recruiting contract. Submit the role first so we can review the opportunity and determine whether PowerSalesJobs can help.

Start Employer Intake → Review PowerSalesJobs →