Sales Recruiting:
A sales job description (also known as a "JD" in the world of sales recruiting) is often the first impression a candidate has of your company and your expectations. A vague or generic posting attracts the wrong people and repels top performers. A clear, honest, and compelling description acts as a filter and a magnet at the same time.
Start with a precise title
Use titles that reflect the real level and type of selling: “Account Executive – Mid-Market SaaS,” “Territory Sales Representative – Industrial Equipment,” or “Outbound SDR – North America.” Avoid inflated or unclear titles.
Describe the mission of the role
In a short paragraph, explain why the role exists and how it contributes to the business. For example: “This role is responsible for generating new business with mid-market manufacturers, driving revenue growth in the Midwest territory.”
Be specific about responsibilities
Replace vague phrases like “responsible for driving growth” with concrete tasks, such as:
- Prospect and qualify new opportunities in assigned territory
- Conduct discovery calls and product demos
- Manage pipeline and forecast in CRM
- Collaborate with sales engineering and customer success teams
Clarity helps candidates self-select based on their actual skills and interests.
Include realistic requirements
List the skills and experience that truly matter:
- Years of relevant sales experience
- Familiarity with similar deal sizes or industries
- Experience with specific tools (e.g., CRM systems)
- Required travel or location expectations
Avoid long wish lists that describe a “unicorn” more than a real person.
Explain compensation and OTE
Top salespeople want to understand how they’ll be incentivized and rewarded. Include:
- Base salary range
- Variable compensation structure
- OTE range
- Whether commission is capped or uncapped
Transparency builds trust and saves time by filtering out misaligned expectations early.
Highlight support and culture
Briefly describe how you support reps:
- Onboarding and training
- Tools and enablement
- Leadership approach and team culture
Strong candidates care as much about the environment as the paycheck.
End with a clear call to action
Tell candidates exactly what to do next and what to expect—apply through a specific link, share a short video intro, or submit a brief note about relevant experience.
An effective sales job description is not about selling a dream; it’s about truthfully showcasing an attractive, well-structured opportunity so that the right people lean in and the wrong people opt out.