---
title: "How PowerSalesJobs Works | Sales Applicant Generation"
meta_description: "See how PowerSalesJobs reviews a sales role, defines the candidate profile, launches approved applicant generation, screens applicants, and supports interview flow."
canonical_url: "https://powersalesjobs.com/how-it-works/"
source_url: "https://powersalesjobs.com/how-it-works/"
page_type: "process-page"
---

# Start With the Job. Define the Candidate. Approve the Campaign. Then Generate Applicants.

## Six-Step Process

1. Submit the sales job.
2. Review campaign feasibility.
3. Define the candidate and campaign rules.
4. Launch approved applicant acquisition.
5. Validate or qualify applicants according to the service level.
6. Deliver applicants and optimize campaign performance.

## Process FAQ

### 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 posting, 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.