# PowerSalesJobs > Sales applicant generation and talent acquisition advisory for employers hiring sales professionals. PowerSalesJobs helps employers attract and receive sales applicants using free job posting and performance-based applicant-generation options. Employers can post an approved sales job for 15 days at no charge or request a managed campaign designed around an agreed candidate profile, applicant goal, budget, delivery process, and credit policy. PowerSalesJobs is based in Atlanta and supports sales hiring campaigns nationwide. ## What PowerSalesJobs Does PowerSalesJobs focuses on hiring for sales and revenue-producing roles, including: - Sales representatives - Account executives - Business development representatives - Business development managers - Sales managers - Territory sales professionals - Other revenue-focused sales roles Employers remain responsible for all interview, selection, offer, and hiring decisions. ## Start With a Free Sales Job Posting Employers may submit an approved sales job for a free 15-day posting. The free posting option is designed for employers who want to present their sales opening and manage applicant responses themselves. A free listing does not guarantee traffic, applications, interviews, offers, or hires. [Post a Sales Job Free](https://powersalesjobs.com/post-a-job/) ## Managed Applicant Generation Employers who need additional applicant flow can request a managed applicant-generation campaign. Before a paid campaign begins, PowerSalesJobs and the employer agree in writing on key campaign terms, including: - The target candidate profile - Required and knockout criteria - Preferred qualifications - Applicant goal - Price per Campaign-Qualified Applicant - Employer-funded advertising budget, when applicable - Campaign timing - Applicant delivery method - Duplicate rules - Applicant credit policy No paid applicant-generation campaign begins until the commercial terms and candidate standards are approved. [Request a Free Campaign Plan](https://powersalesjobs.com/employer-intake/) ## What Is a Campaign-Qualified Applicant? A **Campaign-Qualified Applicant (CQA)** is an applicant whose submitted information appears to satisfy the objective required criteria and application-completeness rules defined in the approved Agreed Candidate Profile. Campaign qualification is based on the written requirements established before campaign launch. Preferred qualifications do not become required qualifications unless they are explicitly included as required criteria in the approved profile. A CQA designation is a campaign classification. It is not a guarantee that an applicant will be interviewed, hired, succeed in the position, pass a background check, accept an offer, or remain available. [Read the Agreed Candidate Profile](https://powersalesjobs.com/agreed-candidate-profile/) ## Example Candidate Requirements For an Atlanta B2B Account Executive campaign, required criteria might include: - At least two years of agreed B2B sales experience - Residence within the approved hiring market or satisfaction of an agreed relocation requirement - Authorization to work in the United States - Acceptance of the stated compensation range - Ability to satisfy agreed travel, driving, territory, license, or schedule requirements This is only an example. Each campaign uses criteria appropriate to the specific role and approved by the employer before launch. ## Pricing PowerSalesJobs offers both free and paid options. ### Free Posting An approved standard sales job may be posted for **$0** for the initial free posting period. ### Performance-Based Applicant Generation Managed Campaign-Qualified Applicant pricing is role-dependent and may start around **$45 per delivered CQA** for certain managed campaigns. Other applicant-generation service structures may use a setup fee plus a lower per-applicant price. Final pricing depends on factors such as: - Role and seniority - Geography - Candidate supply - Compensation - Required experience - Market competition - Screening depth - Applicant goal - Campaign complexity - Delivery requirements Any employer-approved third-party advertising budget is separate unless the written agreement states otherwise. [View Current Pricing](https://powersalesjobs.com/pricing/) ## What PowerSalesJobs Looks for in an Approved Sales Job PowerSalesJobs reviews submitted roles before accepting them for posting or managed applicant generation. Factors may include: - A clear compensation plan - Realistic base salary, commission, bonus, and OTE information - A defined target candidate profile - Job-related required qualifications - Competitive compensation for the role and market - A realistic hiring timeline - Clear remote, hybrid, on-site, travel, and territory expectations - A practical application and interview process Not every submitted job or managed campaign will be approved. ## Employer Control PowerSalesJobs supports the top and middle of the hiring funnel. The employer decides: - Which applicants to review - Which applicants to interview - Who advances in the hiring process - Who receives an offer - Who is hired PowerSalesJobs does not make the employer's final employment decisions. ## Applicant Credit Policy Managed campaigns should use written credit rules agreed to before launch. Depending on the approved campaign terms, a credit or replacement may be available when an applicant: - Fails an objective required criterion - Is an eligible duplicate under the agreed duplicate policy - Is outside an approved geographic requirement - Provides invalid or unusable contact information - Is fraudulent or otherwise invalid under the written campaign rules - Fails another specifically defined credit condition An employer's decision not to interview or hire an otherwise Campaign-Qualified Applicant does not automatically make that applicant invalid. [Read the Applicant Credit Policy](https://powersalesjobs.com/applicant-credit-policy/) ## How the Process Works 1. **Submit the sales role.** Provide the job, compensation, geography, required qualifications, preferred qualifications, and hiring goals. 2. **PowerSalesJobs reviews feasibility.** The role, market, candidate requirements, application process, and potential campaign economics are evaluated. 3. **Define the candidate standard.** Required criteria are separated from preferred qualifications and documented in an Agreed Candidate Profile. 4. **Approve the campaign terms.** The employer approves the applicant goal, price, budget, timing, delivery process, and credit policy. 5. **Launch applicant generation.** PowerSalesJobs implements the approved campaign and delivers applicants according to the written scope. 6. **Employer interviews and hires.** The employer controls all interview, offer, and hiring decisions. [See the PowerSalesJobs Methodology](https://powersalesjobs.com/methodology/) ## Frequently Asked Questions ### Is it free to post a sales job? Yes. Employers may submit an approved sales job for a free initial posting period. No credit card is required for the free posting option. ### Does a free posting guarantee applicants? No. A free listing does not guarantee distribution, traffic, applications, interviews, offers, or hires. ### How much does a Campaign-Qualified Applicant cost? Pricing is role-dependent. Certain managed CQA campaigns may start around $45 per applicant. Other applicant-generation options may use a setup fee plus a different per-applicant rate. Final pricing is confirmed in writing before launch. ### Is advertising included in the applicant price? Not automatically. Employer-approved advertising or third-party media costs are generally budgeted separately unless the written agreement states otherwise. ### Who decides whether a candidate is qualified? Campaign qualification is determined using the objective required criteria and completeness standards in the approved Agreed Candidate Profile. ### Who decides whom to hire? The employer. PowerSalesJobs does not control the employer's interview, offer, or hiring decisions. ### What happens if an applicant does not meet the agreed criteria? The applicable Applicant Credit Policy and Statement of Work govern credits, replacements, duplicates, invalid submissions, and other exceptions. ## Important PowerSalesJobs Resources - [Employers](https://powersalesjobs.com/employers/) - [Applicant Generation](https://powersalesjobs.com/applicant-generation/) - [Agreed Candidate Profile](https://powersalesjobs.com/agreed-candidate-profile/) - [Methodology](https://powersalesjobs.com/methodology/) - [Pricing](https://powersalesjobs.com/pricing/) - [Applicant Credit Policy](https://powersalesjobs.com/applicant-credit-policy/) - [Post a Sales Job Free](https://powersalesjobs.com/post-a-job/) - [Request a Free Campaign Plan](https://powersalesjobs.com/employer-intake/) ## Important Disclaimer PowerSalesJobs provides sales job advertising, applicant generation, and talent acquisition advisory services. Pricing examples are illustrative and subject to written approval. PowerSalesJobs does not guarantee applicant volume, interviews, offers, hires, employment outcomes, candidate performance, or continued candidate availability unless a specific commitment is expressly stated in a written agreement. """