Sales Job Launch
Improve the job message, landing page, application path and search visibility before promotion begins.
See job-launch options →Sales applicant generation
Build the Applicant Pipeline. Keep Control of Hiring.
PowerSalesJobs fills the gap between posting a job and paying a large recruiting placement fee. We prepare and promote your sales opening, generate applicants, validate them against agreed rules, and deliver them directly to your ATS or inbox.
Sales-specialized
Media budget stays separate
You make every hiring decision
More support than a job boardCampaign setup, promotion, applicant generation and delivery
Less cost and commitment than traditional recruitingNo percentage-of-salary placement fee
You keep hiring controlYour team controls interviews, selection, offers and hiring
Everything in one place
Turn a Sales Opening Into an Applicant Pipeline.
Choose the amount of recruiting help you need—from job preparation and promotion to pay-per-applicant campaigns and qualified-applicant screening.
Applicant Generation
We promote the opening, generate responses, validate applications and deliver them under agreed campaign rules.
See applicant pricing →Managed CQA Campaigns
Add objective screening when you want applicants checked against required criteria before employer review.
See qualified-applicant pricing →Sales recruiting, made simpler
Focus on the Right Candidates. We Handle the Front End.
PowerSalesJobs manages the recruiting work that happens before interviews so your team can spend more time evaluating people who actually responded to the opportunity.
Applicants delivered directly to your ATS or inbox.
Campaigns built specifically around sales roles.
Promotion across channels selected for applicant generation.
Screen applicants against requirements you approve.
Clear job messaging that helps candidates understand the opportunity.
A different approach
You Don’t Need Another Recruiter. You Need a Reliable Applicant Pipeline.
Traditional contingency recruiting can make a successful hire expensive. PowerSalesJobs takes a different approach: we focus on preparing the campaign, generating applicants and organizing the front end of recruiting. You interview. You select. You hire.
Traditional Recruiting
- Fee may be tied to first-year compensation
- Cost typically triggered after a hire
- Less visibility into media economics
- Recruiter may control more of the process
PowerSalesJobs
- Pay for defined applicant-generation work
- Media budget remains separate and visible
- Applicant rules agreed before billing
- You control interviews and hiring
Campaigns & pricing
Choose How Much Recruiting Help You Need.
The central service is applicant generation. Advertising spend stays separate from PowerSalesJobs service fees.
Sales Job Launch
$99 per job
Preparation and launch support
- Job-ad review and rewrite
- Conversion-focused landing page
- Google Jobs-compatible markup
- Application routing
Applicant Generation
$199 setup
+ $20–$25 per Valid Applicant
- Campaign setup and targeting
- Applicant generation and validation
- Duplicate/spam handling
- Delivery to ATS or inbox
- Written applicant rules before launch
Managed CQA Campaign
$499 setup
+ $45–$65 per CQA
- Everything in Applicant Generation
- Employer-approved candidate profile
- Objective qualification rules
- CQA identification before delivery
See where the money goes
Separate Recruiting Media From Service Fees.
When advertising money is mixed into a large recruiting fee, it is difficult to know what actually went toward finding candidates. PowerSalesJobs keeps the employer-approved media budget separate from campaign setup, applicant-delivery and screening fees.
The employer gains clearer campaign economics, more control over spend, and a better view of what it costs to create applicant flow.
| Media Budget | Planning Applicant Range | Typical Fit |
|---|---|---|
| $600 | 30–40 | Single sales opening |
| $1,000 | 50–65 | Managed sales campaign |
| $2,000 | 100–125 | Competitive / multiple openings |
| $3,000 | 145–180 | Larger-volume campaign |
Planning ranges are estimates, not guarantees. Results depend on compensation, geography, requirements, employer brand, competition, candidate supply and application conversion.
A clear recruiting process
From Job Opening to Applicant Delivery.
A good recruiting process protects time and budget. By defining the role and campaign rules before promotion begins, employers can compare results against a clear target instead of simply counting résumés.
The employer gains a repeatable process, better visibility into campaign performance, and a cleaner handoff from applicant generation to interviews and hiring.
1
Define
Document role, compensation, geography and required criteria.
2
Prepare & Promote
Improve the message and launch the approved channels.
3
Screen
When included, evaluate applicants against objective required criteria.
4
Deliver
Route valid or qualified applicants to your ATS or inbox.
Keep hiring control
You Interview. You Select. You Hire.
PowerSalesJobs supports the candidate-acquisition funnel. Your company decides who advances, conducts interviews, performs background and reference checks, makes offers and controls the employment relationship.
Common questions
Frequently Asked Questions
What does PowerSalesJobs do?
We help employers prepare and promote sales openings, generate applicants, validate responses and, when purchased, screen applicants against agreed criteria. Employers handle interviews, offers and hiring decisions.
How is applicant generation priced?
Applicant Generation is $199 setup plus $20–$25 per Valid Applicant. Advertising media is funded separately.
What is a Valid Applicant?
A completed application from an identifiable candidate who meets the basic campaign rules and is not a duplicate, obvious spam submission or clearly unrelated response.
What is a Campaign-Qualified Applicant?
A valid applicant whose submitted information appears to satisfy the objective required criteria documented in the employer-approved candidate profile.
Do you guarantee interviews or hires?
No. PowerSalesJobs sells advertising, applicant-generation and screening services. Applicant volume and hiring outcomes depend on market conditions and employer decisions.
Who decides whom to hire?
Your company does. You control applicant review, interviews, offers and every hiring decision.
Ready to begin?
Build the Pipeline Before Paying a Large Placement Fee.
Tell us the role, market, compensation and applicant target. We will recommend the simplest campaign structure that fits.