Standard Listing
Free for 30 Days
One approved, active sales job for 30 days. You control where the application is sent (your Email or ATS). Free review and recommendations!
Post a Free Job →Low setup fee + performance pricing
Generate Better Sales Applicants. Pay More Only When We Deliver Results.
We prepare the campaign, attract applicants and—when you choose our screening service—identify the strongest candidates against criteria you approve.
Focus On Sales
We prepare your job, promote it, and deliver applicants. Choose the Qualified Applicant you want to interview and hire.
Affordable
We tailor our packages to fit every budget and will work with your team to fulfill hiring targets. We can custom build your campaign to fit your needs.
Guarantee
We strive to exceed your expectations on the services we offer. If we fail we will rerun your campaign at no extra cost.
Services & pricing
Choose Your Plan
Post and manage your own sales jobs, or choose hands-on help with job preparation, applicant generation and optional screening. Your team controls interviews, offers and hiring.
Basic Job Listings
Unlimited DIY Employer Membership
$25 Month
Post and manage unlimited basic 30-day sales job listings on PowerSalesJobs with a custom company profile page. Greate for multiple roles and regions.
Join & Post Unlimited Jobs →Performance Pay-Per-Applicant
$199 Upfront Setup + $5 per valid applicant (billed weekly against approved billable cap)
Ideal for small business owners who prefer variable pricing and want to fund their own ad budget separately.
Example:
$199 setup + 20 valid applicants × $5 = $299 in service fees.
With a separate $300 advertising budget (Indeed $150 + LinkedIn Ads $150 = $300),
The total is $599 ($299 + $300 = $599).
Your Cost per Acquisition is $29.95 ($599 / 20 applicants)
All media funds and campaign setup fees must be received prior to campaign launch. Alternatively, ad channels can be billed directly to your company's ad manager account.
Managed Sales Recruitment Campaigns
Multi-channel ad distribution (LinkedIn, Indeed, Google for Jobs) combined with candidate screening. One flat fee covers your media spend, campaign management, and applicant delivery.
Plan 1:
Growth Sales Pipeline
Best for single sales rep or account manager openings.
$1,499 per job launch
Requires $1,000 Prepaid Media Budget (100% directly allocated to LinkedIn & Indeed ad platforms)
- 14-day campaign sprint
- Ad copy optimization & landing page setup
- Up to 15 Valid Applicants delivered
- Direct delivery to your ATS or email
- Add eligible JobPosting structured data for Google job-search eligibility; appearance is not guaranteed
Plan 2:
Pay-per-Applicant Campaigns
Best for single sales rep or account manager openings.
$2,999 per job launch
Requires $2,000 Prepaid Media Budget (100% directly allocated to LinkedIn & Indeed ad platforms)
Most Popular for Mid-Market- 21-day campaign sprint
- Ad copy optimization & landing page setup
- Custom knockout questions & scoring
- 10 Human-Verified CQAs
- Direct delivery to your ATS or email
- Phone verification & review notes
Plan 3:
Enterprise Talent Surge
Best for single sales rep or account manager openings.
$4,999 per job launch
Requires $3,000 Prepaid Media Budget (100% directly allocated to LinkedIn, Indeed, Google ad platforms)
Includes human verification- 30-day campaign sprint
- Multi-role or multi-location setup
- Custom knockout questions & scoring
- 20+ Human-Verified CQAs
- Direct delivery to your ATS or email
- Priority phone calls & custom scorecards
Transparent Media Allocation
Prepaid Media Management: 100% of your designated ad budget goes directly toward platform ad placements.
No Salary Percentage Retainers
Flat campaign pricing protects your budget—never pay 15–20% of first-year salaries.
Direct ATS Integration
Delivers verified candidate profiles straight into Greenhouse, Lever, Workday, or custom forms.
All media funds and campaign setup fees must be received prior to campaign launch. Alternatively, ad channels can be billed directly to your company's ad manager account.
How PowerSalesJobs works
Define the Candidate, Then Build the Pipeline
Before a managed campaign starts, we document an Agreed Candidate Profile so you know how applications will be reviewed.
Approve the Plan
Choose a package and approve the job requirements, campaign timeline, media budget and billable applicant cap.
Prepare the Job
We refine the job ad, landing page and application destination.
Promote the Opening
With a managed package, we launch and optimize promotion on the agreed channels.
Deliver & Review
Applicant Generation delivers valid applicants. The Qualified Applicant Campaign adds screening and human verification.
Interview & Hire
Your team chooses whom to interview and makes every hiring decision.
Written qualification rules
Agree on What “Qualified” Means
An Agreed Candidate Profile records required criteria before a managed campaign begins. Screening checks the information an applicant provides against those criteria.
Define criteria before reviewing applicants, use concise role-related questions, keep the initial application proportionate, and apply a consistent scorecard.
Sales Applicant Screening GuideSales candidates should not have to guess whether a job is real, who receives their résumé, how the pay plan works, what quota means, or whether a job board is actually the employer.
Sales Jobs Candidate TransparencyDefine what counts, what does not count, how duplicates are handled, and how a credit request works before the campaign begins.
Clear Campaign Rules Before Delivery Learn about applicant screening →Example: B2B Account Executive in Atlanta
For this role, the agreed criteria might include:
- At least two years of specified B2B sales experience
- Residence within the approved Atlanta market
- Authorization to work in the United States
- Acceptance of the stated compensation range
- Required travel and licensing, if applicable
Requirements are tailored to each opening.
Sales experience
See the Experience Behind the Campaigns
PowerSalesJobs draws on decades of sales management, recruiting and business development work.
Turning Around a Sales Team
A declining team needed an upgrade before a new service launched through a new channel.
Read the dental case study →Building a Commercial Sales Team
A commercial sales effort was developed while retail store performance also needed attention.
Read the commercial sales case study →Beyond a job-board listing
Support at Each Stage of the Applicant Funnel
A listing gives an opening a place to live. Preparation improves the job page. Promotion helps bring relevant people to it. Screening adds a review against agreed criteria; human verification is available with the Qualified Applicant Campaign.
You can use the level of support that fits your team and keep control over every hiring decision.
Tell us about your sales opening →Choose where applications go
Agree on your email, ATS or application form before the campaign starts, so the response fits your hiring process.
Make review time count
Spend Less Time Sorting Applications
A high application count still leaves someone to review the responses. With the Qualified Applicant Campaign, we compare applicants to the criteria you approved and provide notes on the closest matches when available.
Your team sees the context behind the shortlist and decides whom to interview.
Ask about a screened campaign →Common questions
Frequently Asked Questions
What does PowerSalesJobs do?
We help employers prepare and promote sales openings, generate applications and, when purchased, screen applicants against agreed criteria. Employers handle interviews, offers and hiring decisions.
Is a standard sales job listing free?
Yes. One approved, active standard sales job listing is free for 30 days. Your team manages its applicants and hiring decisions.
What does the $25 employer membership include?
For $25 per month, one approved company can post and manage unlimited basic sales-job listings. Each approved listing can run for up to 30 days while the membership is active. Custom preparation, promotion, screening and advertising are separate.
Does “approved” mean verified by LinkedIn?
No. PowerSalesJobs reviews sales-job submissions before publication and may ask for information about the company and the poster's authority. PowerSalesJobs approval is our own posting review, not LinkedIn verification or an endorsement of the employer or job.
What do the hands-on services cost?
Job Preparation is $99 per job with no applicant fee. Applicant Generation is $199 setup plus $5 per valid applicant delivered. Qualified Applicant Campaign is $399 setup plus $15 per Campaign-Qualified Applicant, with no additional $5 fee on those applicants. Each campaign covers one job and an agreed timeline and billing cap. Employer-funded advertising is separate.
What counts as a valid applicant?
A unique application for the advertised role that includes the required information and usable contact details and meets the agreed submission rules. Duplicates, spam, test submissions and incomplete applications do not count. A valid applicant is not necessarily qualified; qualification review is included only in the Qualified Applicant Campaign. We document the exact rules and credit process before launch.
Can applicant charges exceed my budget?
We agree on a billable applicant limit before launch and will not exceed it without your authorization. Advertising spend has a separately approved budget. Actual applicant volume depends on the role, compensation, market and campaign.
Who pays for advertising and when is it billed?
The employer funds all media spend upfront prior to campaign launch. Media budgets are paid directly to campaign ad networks or prepaid to PowerSalesJobs to fund the active campaign sprint. Setup fees and prepaid media funds are non-refundable once ad distribution begins.
What is a Campaign-Qualified Applicant?
A Campaign-Qualified Applicant is someone whose submitted information appears to meet the objective, required criteria and completeness rules agreed for that campaign.
What does human verification mean?
When included, a person contacts a selected applicant to confirm continued interest, basic availability when applicable, and willingness to proceed if the employer selects them for an interview.
Are interviews or hires guaranteed?
No. Applicant screening and verification do not guarantee an interview, attendance, offer, acceptance or hire.
Where do applications go?
Before the campaign begins, we agree on an application destination such as your email, ATS or a dedicated application form.
Who decides whom to hire?
Your company does. You control applicant review, interviews, offers and every hiring decision.
Ready to begin?
Build a Better Sales Applicant Pipeline
Tell us about the role and choose the amount of preparation, promotion or screening you need.