Agreed candidate profile
Define the role's required qualifications, preferences, deal-breakers, and acceptable evidence before screening.
SERVICE 05
Review sales applicants against an agreed candidate profile.
We structure the screening criteria, review submitted information, and organize applicants using required knockouts and preferred qualifications—without quietly discarding the employer's applicant data.
WHAT YOU RECEIVE
A practical service built around the job.
Each engagement is defined before work begins so you understand the deliverables, limitations, timing, and next step.
Knockout separation
Keep genuine requirements separate from preferences so the screening standard remains transparent.
Application review
Compare resumes and application responses against the agreed criteria consistently.
Status organization
Group applicants by screening outcome and preserve notes that explain the result.
Employer visibility
Provide the organized applicant information so the employer retains control of interview and hiring decisions.
Credit policy
Apply the written duplicate, incomplete, irrelevant, and applicant-credit rules agreed before launch.
HOW IT WORKS
From job information to a clear deliverable.
Define
Approve the agreed candidate profile and required knockout questions.
Collect
Route applications and required information into the approved workflow.
Review
Compare each application against the defined screening standard.
Organize
Deliver an understandable applicant list with status and supporting notes.
SCOPE
What is—and is not—included.
These boundaries protect both the employer and PowerSalesJobs from unclear expectations.
Included
- Screening criteria setup
- Resume and application-response review
- Required versus preferred qualification separation
- Applicant status organization
- Screening notes based on submitted information
Not included
- Background checks or reference checks
- Employment eligibility verification
- Skills testing unless separately arranged
- Guarantee that an applicant will interview, accept, perform, or remain employed
FREQUENTLY ASKED QUESTIONS
Clear answers before you begin.
What does screened mean?
Screened means the submitted application information was compared with the agreed candidate profile. It does not mean background-checked, reference-checked, interviewed, or guaranteed qualified for employment.
Do you remove applicants who do not match?
No applicant data is silently discarded. Applicants can be organized by status while the employer retains access and hiring control.
How is the price determined?
Pricing depends on expected applicant volume, number of questions, screening depth, workflow, campaign period, and reporting needs.
Who makes the final hiring decision?
The employer controls interviews, assessments, selection, offers, and hiring decisions.
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Build the level of support you need.
NEXT STEP
Ready to discuss screen applicants?
Tell us about the role and your goal. We will review the information and explain the appropriate scope before you commit.
Start the employer intake →