1. Employer and Campaign Identification
Identify the employer, job title, number of openings, primary contacts, work location or territory, work arrangement, and campaign start conditions.
2. Campaign Objective
State the purpose of the engagement, such as a Sales Job Launch, applicant-generation campaign, managed CQA delivery, job-ad optimization, landing-page support, interview coordination, or a combination of approved services.
3. Service Scope and Deliverables
List what PowerSalesJobs will provide and what is excluded. Avoid relying on assumptions or marketing-page descriptions when the actual campaign scope can be stated specifically.
4. Agreed Candidate Profile
Document objective required qualifications separately from preferred qualifications. Required criteria can include experience, geography, compensation alignment, authorization, work arrangement, travel, licensing, and other lawful job-related requirements.
5. Applicant Definition
Define what constitutes an application, a valid delivered applicant, and—when applicable—a Campaign-Qualified Applicant. State any completion, contact-data, screening, duplicate, and exclusion rules.
6. Applicant Goal and Delivery
State the campaign target or working goal, delivery destination, delivery format, pacing expectations, ATS or email routing, and any employer response requirements. Unless expressly guaranteed under limited written conditions, goals are not promises of results.
7. Pricing and Payment
State the price per application or CQA, any fixed professional-service fees, deposits, invoicing cadence, taxes, payment timing, minimums, caps, or other campaign economics.
8. Advertising and Third-Party Costs
Identify whether paid media is included or separate, who funds it, any approved budget or cap, and which third-party costs require additional approval.
9. Applicant Credit Policy
Incorporate or reference the written rules for duplicates, invalid or fraudulent submissions, wrong geography, missing required criteria, invalid contact information, unreachable applicants when applicable, dispute timing, evidence, and remedies.
10. Employer Responsibilities
- Provide accurate job, compensation, location, company, and hiring-process information.
- Use lawful, job-related candidate criteria.
- Review delivered applicants promptly.
- Follow the agreed contact and interview workflow when required.
- Control interviews, selection, background checks, references, offers, and hiring decisions.
- Fund approved third-party charges unless the SOW states otherwise.
11. PowerSalesJobs Responsibilities
Describe the approved campaign planning, promotion, applicant generation, screening level, delivery, reporting, communication, and optimization duties included in the engagement.
12. Changes and Amendments
Material changes to the job, criteria, geography, compensation, price, budget, applicant goal, or delivery process should be documented in writing. New qualification rules should not be applied retroactively.
13. Data, Privacy, and Confidentiality
Identify how employer and applicant information is handled, which systems or vendors are involved, and which privacy notices, consents, retention practices, and confidentiality requirements apply.
14. No Guarantee of Employment Outcome
Unless a narrow written commitment explicitly says otherwise, applicant-generation services do not guarantee platform approval, search visibility, traffic, applicant volume, interviews, offers, hires, employee performance, or retention.
15. Term, Pause, Cancellation, and Completion
State when the campaign begins, what pauses it, how either party may stop the work, how outstanding applicants and invoices are handled, and what constitutes completion.
16. Acceptance
The actual SOW should identify how authorized representatives approve the campaign terms and which additional policies or agreements are incorporated by reference.
The SOW Protects the Offer From Becoming Ambiguous
Employer knows what it buys
The deliverable, pricing, candidate standard, budget, and delivery method are explicit.
PowerSalesJobs knows what to deliver
The campaign can be managed against written objectives rather than changing expectations.
Credits have a reference point
Disputes can be compared with the agreed candidate profile and credit rules instead of subjective fit.
Questions About Campaign Agreements
Is this webpage itself a binding Statement of Work?
No. This page explains the subjects a campaign SOW should address. A binding SOW exists only when the employer and PowerSalesJobs approve the actual written campaign document or agreement.
Why does every campaign need a written scope?
A written scope reduces misunderstandings about the role, service level, applicant definition, pricing, budget, timing, delivery, responsibilities, and credits.
What is the Agreed Candidate Profile?
It is the written description of objective required criteria for managed CQA delivery, with preferred qualifications identified separately.
What happens if the job requirements change during the campaign?
Material changes should be reviewed and documented in a written amendment or updated SOW. New requirements should not be applied retroactively to applicants already delivered.
Should advertising spend be included in the SOW?
Yes. The SOW should state whether paid media is included, separate, employer-funded, capped, or managed under another agreed arrangement.
Who owns the hiring decision?
The employer. The SOW should make clear that the employer controls interviews, candidate evaluation, background checks, references, offers, and final hiring decisions.
Does a signed SOW guarantee a hire?
No, unless a very specific limited written commitment says otherwise. Standard campaign terms should not promise interviews, offers, hires, performance, or retention.
First, Submit the Sales Job for Review.
The campaign cannot be scoped responsibly until the role, candidate profile, geography, compensation, applicant goal, timing, and budget are understood.