Frequently asked questions
Sales hiring campaign FAQ
Review the service model, definitions, limitations, pricing assumptions, applicant workflows, and employer responsibilities.
Questions and answers
Is PowerSalesJobs.com a job board?
It can publish or promote sales jobs, but the primary service is campaign strategy, landing pages, traffic, applicant conversion, screening support, and measurement.
Is PowerSalesJobs.com a staffing agency?
Not for every engagement. Services can focus on advertising and applicant generation rather than contingency placement or employer-of-record staffing.
Can you guarantee applicants or hires?
No. Any applicant target is subject to the role, market, budget, offer, platform approvals, application process, and written campaign terms. Hires cannot be guaranteed.
What roles do you support?
The focus is sales representatives, account executives, sales managers, sales executives, business development, and selected customer service or marketing roles.
Does a free campaign mean advertising is free?
No. A free review or posting option does not make third-party media, premium placements, landing-page work, screening, or applicant delivery free.
Who pays the advertising budget?
The employer normally funds third-party media separately unless a proposal explicitly includes media spend.
What is a qualified applicant?
The definition is agreed before launch and may include valid contact data, location fit, compensation alignment, minimum experience, and required screening answers.
How are duplicates handled?
The agreement should define duplicate fields, the lookback period, prior ATS applicants, invalid contacts, and the dispute window.
Will an SEO job page rank?
No ranking or inclusion can be guaranteed. The page can be built around sound SEO, content, technical, and conversion practices.
How fast can a campaign launch?
Timing depends on the completeness of the job information, page requirements, approvals, tracking, application process, and media accounts.
What reporting is available?
Reporting may include impressions, clicks, traffic source, applications, conversion rate, cost per applicant, screening outcomes, and recommendations.
Do you provide legal advice?
No. Employers are responsible for lawful job content, screening, hiring decisions, privacy practices, and obtaining appropriate legal guidance.