Low setup fee + performance pricing
We prepare the campaign, attract applicants and—when you choose our screening service—identify the strongest candidates against criteria you approve in advance.
Applicant Generation starts at $199 setup + $5 per valid applicant delivered. Employer-funded advertising is separate.
Services & pricing
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.
Post a single sales job for free, or become a member for $25/month to manage unlimited basic job listings. Listing membership and hands-on per-job services are separate.
Do It Yourself: One approved, active sales job for 30 days. Your company manages its applicants and hiring decisions directly.
Unlimited Job Listings: Ideal for companies hiring actively. Post and manage unlimited basic listings while your membership is active.
Start with a one-time setup fee per job. Applicant Generation adds $5 per valid applicant delivered; the Qualified Applicant Campaign adds $15 per Campaign-Qualified Applicant. Employer-funded advertising is separate.
Choose one package: Job Preparation, Applicant Generation, or Qualified Applicant Campaign. Each higher package includes the work in the preceding package; setup fees are not added together.
Get your sales opening ready for applicants and job-search discovery.
No per-applicant fee.
Launch a campaign to attract and deliver sales applicants.
+ $5 per valid applicant delivered
Add screening and human verification against your approved criteria.
+ $15 per Campaign-Qualified Applicant
How PowerSalesJobs works
Before a managed campaign starts, we document an Agreed Candidate Profile so you know how applications will be reviewed.
Choose a package and approve the job requirements, campaign timeline, media budget and billable applicant cap.
We refine the job ad, landing page and application destination.
With a managed package, we launch and optimize promotion on the agreed channels.
Applicant Generation delivers valid applicants. The Qualified Applicant Campaign adds screening and human verification.
Your team chooses whom to interview and makes every hiring decision.
Written qualification rules
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 →For this role, the agreed criteria might include:
Requirements are tailored to each opening.
Sales experience
PowerSalesJobs draws on decades of sales management, recruiting and business development work.
A declining team needed an upgrade before a new service launched through a new channel.
Read the dental case study →A commercial sales effort was developed while retail store performance also needed attention.
Read the commercial sales case study →Beyond a job-board listing
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 →Agree on your email, ATS or application form before the campaign starts, so the response fits your hiring process.
Make review time count
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
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.
Yes. One approved, active standard sales job listing is free for 30 days. Your team manages its applicants and hiring decisions.
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.
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.
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.
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.
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.
The employer funds the approved advertising budget separately from setup and applicant fees. The proposal identifies the channels, budget and payment arrangement before launch.
A Campaign-Qualified Applicant is someone whose submitted information appears to meet the objective, required criteria and completeness rules agreed for that campaign.
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.
No. Applicant screening and verification do not guarantee an interview, attendance, offer, acceptance or hire.
Before the campaign begins, we agree on an application destination such as your email, ATS or a dedicated application form.
Your company does. You control applicant review, interviews, offers and every hiring decision.
Ready to begin?
Tell us about the role and choose the amount of preparation, promotion or screening you need.