Campaign Readiness
Can the role realistically attract the needed applicant response? Review title, compensation, geography, requirements, candidate value proposition, application process, budget, and response capacity.
PowerSalesJobs.com
Recruiting & Campaign Methodology
A repeatable methodology creates clear expectations before money is spent, candidates are sourced, or applicants are delivered.
Six-Step Methodology
Move from readiness to measurable delivery
Each stage establishes information needed by the next stage so campaign execution and reporting use the same agreed rules.
Agreed Candidate Profile
Define required knockout criteria, preferred qualifications, completeness, duplicates, review period, and credit rules before paid media or campaign execution begins.
Campaign Build
Create or refine the job message, landing page, application path, tracking, distribution plan, and approved advertising setup.
Applicant Generation
Drive targeted traffic and applications through approved owned, organic, job-board, social, referral, niche, and sponsored channels.
Qualification & Delivery
Evaluate submitted information against the Agreed Candidate Profile and identify Campaign-Qualified Applicants for delivery or employer review.
Measurement & Optimization
Track traffic, conversion, cost per applicant, Campaign-Qualified Applicant rate, credits, source quality, employer follow-up, and recommended changes.
Control Point
Step 2 creates the shared campaign standard
The Agreed Candidate Profile becomes the shared standard for execution, screening, reporting, and—when applicable—campaign credits.
Defining the candidate before sourcing or advertising helps prevent subjective requirements from being added after applicants have already been generated.
Read the Agreed Candidate ProfileQualification Rules
Required is not the same as preferred
Required knockout criteria must be objective and approved before execution. Preferred attributes can influence ranking, but they should not be converted into retroactive disqualifiers after candidates have been generated.
Required criteria
These are objective minimum requirements that must be met for campaign qualification.
- Defined before execution
- Objective and job-related
- Used consistently during review
- Documented in the candidate profile
Preferred qualifications
These may influence ranking or interview priority, but do not automatically invalidate an applicant who meets the required criteria.
- Can improve candidate ranking
- Should be documented separately
- Should not become retroactive knockouts
- Can be evaluated during later hiring stages
Statement of Work
Document the rules before launch
The Statement of Work should record the project scope, Agreed Candidate Profile, duplicate rule, Applicant Credit Policy, review deadline, employer responsibilities, fees, third-party costs, and non-guarantee language.
Candidate Standard
Document required criteria, preferred qualifications, completeness, and qualification rules.
Duplicate Rules
Define matching fields, lookback periods, prior-pipeline treatment, and documentation.
Applicant Credits
Define eligible credit conditions, review deadlines, and supporting documentation.
Fees & Costs
Separate service fees, advertising budgets, platform expenses, and other third-party costs.
Employer Responsibilities
Record approval, response, information, application, review, and hiring-process responsibilities.
Non-Guarantee Terms
Document the limitations of advertising, applicant generation, qualification, interviews, and hiring outcomes.
Related Standards
Use the methodology with the campaign documents
Next Step
Apply the methodology to a real sales role.
Submit the role, compensation, geography, applicant goal, application process, and budget for a no-obligation feasibility review and recommended next step.
The free campaign plan is a preliminary assessment and recommendation. It does not include paid advertising, campaign execution, landing-page production, applicant delivery, screening, or guaranteed results.