What Happens From the First Job Submission to Applicant Delivery
Submit the sales job
Tell us the role, compensation, geography, must-haves, preferences, timeline, applicant goal, and delivery needs.
Review feasibility
We evaluate whether the job and candidate market support a Job Launch, paid campaign, or revisions first.
Define the campaign
Agree on required criteria, preferences, pricing, applicant goal, media budget, delivery method, timing, and credits.
Launch applicant acquisition
Activate the approved job, recruiting, advertising, search, niche, social, or employer-owned channels appropriate to the role.
Validate or qualify
Applications are handled according to the agreed service level—from basic validation to managed CQA screening.
Deliver and optimize
Applicants are routed to the agreed destination while campaign flow, quality, cost, and friction are reviewed.
Three Decisions Happen Before a Paid Campaign Launches
Is the job feasible?
Compensation, geography, requirements, candidate supply, timeline, and application path need to support a realistic campaign.
What counts?
Define the application or Campaign-Qualified Applicant standard before delivery begins.
What are the economics?
Agree on pricing, applicant goal, media budget, delivery timing, and credit rules in writing.
PowerSalesJobs Supports the Funnel. The Employer Makes the Employment Decision.
We can support applicant acquisition, screening, delivery, and optional first-interview coordination. The employer controls the employment relationship and hiring decision.
Questions About How PowerSalesJobs Works
What happens after I submit Employer Intake?
PowerSalesJobs reviews the role, compensation, geography, requirements, application process, applicant goal, timing, and budget. The next step may be a $99 Sales Job Launch, job revisions, or a written paid campaign proposal.
When does a paid campaign begin?
Only after the employer and PowerSalesJobs agree in writing on the campaign scope, applicant definition, price, budget, timing, delivery method, and credit rules.
How is a CQA different from a normal application?
A normal application is delivered under the basic campaign rules. A Campaign-Qualified Applicant is screened against the objective required criteria in the Agreed Candidate Profile.
What happens after applicants are delivered?
The employer reviews applicants and controls interviews, candidate evaluation, background checks, references, offers, and final hiring decisions. Optional interview scheduling can be added.
Can a campaign be changed after launch?
Campaign tactics can be optimized, but changes to pricing, applicant definitions, or other controlling terms should be agreed in writing and should not be applied retroactively.
Do you guarantee results?
No. Optimization can improve eligibility, clarity, usefulness, and competitiveness, but it does not guarantee platform approval, traffic, applications, interviews, offers, hires, performance, or retention.
Send Us the Sales Role.
Employer Intake gives us the information needed to evaluate feasibility before recommending a paid campaign.