Choose the Level of Help You Need
The goal is to avoid paying for services you do not need while keeping the difference between an application and a managed CQA clear.
Free Sales Job Posting
Approved 15-day posting
- No credit card to submit
- Job reviewed before publication
- Basic job-ad improvement assistance
- JobPosting schema / job-search optimization
- You manage applicant review and hiring
Applicant Generation
Per application delivered
- Additional applicant flow
- Agreed basic validation rules
- Delivery to approved destination
- Campaign scope varies by role
- Paid media separate unless stated
Managed Campaign-Qualified Applicants
Per CQA delivered
- Agreed Candidate Profile
- Required vs. preferred criteria
- Screening against objective must-haves
- Written credit policy
- Optional interview coordination
Some Sales Jobs Are Harder to Fill Than Others
Role difficulty
Specialized experience, seniority, licensing, or narrow talent pools can increase campaign difficulty.
Geography
Local candidate supply, territory size, commute expectations, and remote eligibility affect response.
Compensation
Base salary, commission, OTE, benefits, and competitiveness strongly influence candidate interest.
Requirements
Every additional true knockout reduces the available pool and can change campaign economics.
Know What You Are Paying PowerSalesJobs For—and What Goes to Third Parties
PowerSalesJobs fees
Cover the approved service scope, applicant-generation work, screening level, delivery rules, and other professional services stated in writing.
Third-party media
Sponsored job ads, search ads, premium databases, social ads, or other paid channels are normally funded separately unless the written proposal explicitly includes them.
Questions Employers Ask Before Approving a Campaign
Is it really free to post a sales job?
Yes. An approved sales job can run free for 15 days without a credit card. The free posting is separate from paid applicant-generation services.
What does $15+ per application mean?
It is a starting point for basic applicant-generation campaigns. Final pricing depends on the role, geography, compensation, requirements, candidate availability, campaign scope, and delivery rules.
What does $45+ per Campaign-Qualified Applicant mean?
It is a starting point for managed CQA campaigns in which delivered applicants are screened against the objective required criteria documented in the Agreed Candidate Profile.
Are advertising costs included in the applicant price?
Not unless the written campaign scope says otherwise. Sponsored job advertising and other third-party media are normally approved and funded separately by the employer.
Do you charge a placement fee if we hire someone?
The applicant-generation model does not use a traditional percentage-of-first-year-compensation placement fee. Any separate service or fee must be stated in writing before launch.
Is there a minimum campaign budget or applicant goal?
Minimums, if any, depend on the job and campaign. The employer intake is used to evaluate feasibility before a paid scope is proposed.
Can pricing change after launch?
Pricing or scope changes should be documented in writing. New criteria or prices should not be applied retroactively to applicants already delivered.
Submit the Job Before You Commit to a Campaign.
We review the role, requirements, geography, compensation, timing, applicant goal, and budget before recommending a paid structure.