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Your sales job description, ready to post

The role, the base, the variable and the type of sale: a complete job posting with pay explained in figures, reviewed by a quality check (pay range, biased wording, clichés). Editable, ready to copy or print.

A clear posting attracts the right people

Your role

The posting rewrites itself with every change

The role

Title, level, contract, company and location.

Leave empty for the suggested title.

Experience level
Contract
Remote work
d

The sale

What changes the responsibilities and requirements.

Customers
Customer size
Sales cycle
Focus

Compensation

Your figures, gross per year. No amount is suggested by default.

Currency

Display only, no conversion.

/ yr
/ yr

Enter a range: candidates know at once whether the role fits.

/ yr

0 if the role has no variable pay.

Offer and hiring

Benefits, tools, steps and how to apply.

Benefits
Hiring steps
d

In business days. 0 = do not state it.

Tone

The same posting, written differently.

The figures shown in the posting

These figures come from your inputs. Nothing is estimated or compared to a market.

Enter at least one base amount to see the figures.

On-target earnings (OTE) = base + variable paid at 100% of target.

Your job posting

394 words

Plain text for simple forms, Markdown or HTML for job board editors. The link keeps your settings, not your manual edits.

Sales Development Representative (SDR)

[Company name] · [Location] · Permanent, full-time · Hybrid, 2 remote days a week

About the company

[Company name] provides [what you sell, in one sentence] to small and mid-sized businesses.

[Company name] is hiring a Sales Development Representative (SDR) to strengthen its sales team.

The role

You are the first contact for our future customers: you find them, open the conversation and turn their interest into a qualified meeting for the sales team. Your priority is winning new customers.

Deals close in a few conversations: the pace is high and results show quickly. You join the sales team and report to the head of sales.

Responsibilities

  • Identify the companies and people to contact, with the marketing and sales teams.
  • Make contact by phone, email and LinkedIn, following sequences agreed with your manager.
  • Run short discovery calls to understand each prospect’s needs and situation.
  • Book qualified meetings and hand them to the sales team with clear notes.
  • Keep the CRM up to date: every call, every conversation, every next step.
  • Share what you hear on the phone with the team: objections, buying signals, arguments that land.

Targets

  • Your result: qualified meetings held.
  • Your activity: meaningful conversations, meetings booked and meetings actually held.

Your targets are set in writing at the start of each month and reviewed with your manager.

Compensation

  • Base salary: [gross annual pay range to fill in]
  • Variable pay: none, compensation is fully fixed.

Requirements

Must have:

  • Some sales experience, an internship or an apprenticeship is enough: an appetite for talking to people matters more.
  • Comfortable on the phone, including when you hear no.
  • Organized: you keep a steady call rhythm and rigorous follow-up.
  • Clear spoken and written communication.

Nice to have:

  • Knowledge of B2B sales.
  • Hands-on CRM experience.

What we offer

  • 2 remote days a week
  • Health insurance
  • A structured onboarding and training program for your first weeks
  • Laptop and equipment provided (headset included)

Hiring process

  1. A 20 to 30 minute phone call to get to know each other.
  2. An interview with your future manager about your background and the role.
  3. A role play: a simulated cold call, prepared with information we send you in advance.

We reply to every application within 5 business days.

We welcome applications from everyone and assess candidates on skills alone. Let us know if you need any adjustment during the process.

Quality check

Reviews the posting as it stands, edits included. A guide, not legal advice.

6 passed · 2 to review · 0 tips

  • Placeholders left to fill inBlocking

    Replace [Company name], [Location], [what you sell, in one sentence] and [gross annual pay range to fill in] before posting: the form fields fill them in for you.

  • No pay figureBlocking

    Add a gross annual base range. Pay transparency laws in a number of places require it, and candidates who have a choice skip postings without one.

  • No biased wording foundPassed

    The check looks for references to age, sex, family status, appearance, origin, residence, health and beliefs. Read it again anyway: no list is complete.

  • No question about current payPassed

    Directive (EU) 2023/970 and a number of other jurisdictions bar employers from asking about pay history.

  • No hiring clichésPassed

    No “rockstar” or “ninja”: the posting describes the job with facts.

  • 394 wordsPassed

    Enough to answer a candidate’s questions, short enough to be read to the end.

  • 6 requirementsPassed

    Splitting must-haves from nice-to-haves widens the pool without lowering the bar.

  • Hiring process statedPassed

    Steps and a reply time reassure candidates and save you follow-up emails.

Your new rep will spend their days on the phone. Skipcall dials up to four numbers in parallel and chains calls with no dead time: the same targets, in fewer dialing hours.

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Your posting never leaves your browser. The tool sends nothing and stores nothing. How to check

Your job posting · 394 words

6 passed · 2 to review · 0 tips

What a sales job description should include

A sales candidate reads a posting the way they would qualify a prospect: fast, looking for what matters to them. The title, location and remote policy, the contract, pay in figures, what they will sell and to whom, how success is measured, and the hiring steps. A posting that answers these seven questions in one read draws fewer off-target applications and more people who have already done the maths.

Responsibilities describe a real day, not a list of qualities. “Run short discovery calls” says more than “excellent people skills”. Requirements split must-haves from nice-to-haves: every requirement added out of habit turns away people who would have succeeded. The generator starts from these principles and adapts responsibilities, metrics and requirements to the role, the customers, the sales cycle and the focus, new business or existing accounts.

The text is a solid starting point, not a frozen version: edit it directly and the quality check reviews your edit. Then copy it as plain text for simple forms, as Markdown or HTML for job board editors, or print it to PDF for sign-off.

Compensation: writing variable pay people understand

For a sales role, pay reads in two parts: the base, stated as a gross annual range, and the variable, which takes five pieces of information. Its amount at 100% of target, what it is based on (meetings held, qualified opportunities, closed revenue or margin, book growth), how often it is paid, what happens below target (proportional or threshold) and above it (accelerator, cap).

On-target earnings (OTE) add the base and the variable paid at 100%. The generator shows OTE with the pay mix, computed at the middle of your range: a $60,000 to $70,000 base and $20,000 variable give $80,000 to $90,000 OTE, a mix of about 76/24. These are your figures: the tool suggests no amount and compares to no market.

Credible variable pay can be shown. The worked example by attainment (50, 80, 100 and 120%) tells candidates what they earn if they fall a little short, and the share of the team that hit target last period tells them whether the target is realistic. To model a more complex plan, with tiers or several thresholds, the SDR variable pay simulator uses the same vocabulary.

Fitting the posting to the role

Six sales roles, six different postings: what changes from one template to the next.

  • SDR or BDR (prospecting)

    First contact: account research, calls, sequences, qualified meetings handed to the sales team. Variable pay rests on meetings held or accepted opportunities, which the SDR controls, rather than closed revenue.

  • Inside sales

    A full sale run remotely, by phone and video: prospecting, presenting, quoting, closing and follow-up. Variable pay usually rests on closed revenue.

  • Field sales

    Selling across a territory, in person: route planning, presenting, negotiating, retaining. The posting states the territory, the travel and a driving licence when it is needed.

  • Account Executive

    Full-cycle selling on opportunities often sourced by the prospecting team: discovery, demo, proposal, negotiation, forecasting. A long cycle adds stakeholder coordination.

  • Account Manager

    The relationship after signature: book management, renewals, upsells. Variable pay rests on book growth and renewal.

  • Sales Manager

    Leadership: hiring, targets, coaching, metrics and forecasting. The role play becomes a case study presented to leadership.

Pay transparency and fair wording

Rules differ from one country, state or city to the next. The quality check flags wording to review; it does not replace legal advice where the job is based.

  1. 1

    Pay ranges in postings

    In the European Union, Directive (EU) 2023/970 gives applicants the right to know the starting pay or its range, for instance in the job posting, and member states had until 7 June 2026 to transpose it. In the United States, a number of states and cities require a pay range in job postings. Showing a base range is the safest default wherever you hire.

    Directive (EU) 2023/970, Art. 5 and 34

  2. 2

    No questions about pay history

    The same directive bars employers from asking applicants about their pay history, and a number of other jurisdictions have similar rules. Ask for expectations instead.

    Directive (EU) 2023/970, Art. 5

  3. 3

    No wording tied to protected characteristics

    Most anti-discrimination laws protect characteristics such as age, sex, family status, origin, disability and religion. Words like “young”, “digital native”, “native speaker” or “salesman” can read as a preference: describe the skill or experience you need instead.

    Check the law where the job is based

Checked on 22 October 2026.

Classic mistakes in a sales job posting

  • “Competitive salary”

    It says nothing and loses the candidates who have a choice. A base range and an explained variable filter better than any screening call.

  • An OTE nobody reaches

    A big variable the team never hits attracts, then drives people out within months. Show what reps earn at 80% and say how many hit target.

  • SDR variable on closed revenue

    SDRs control neither closing nor the customer’s decision time. Variable pay on meetings held or accepted opportunities is fairer and easier to read.

  • A fifteen-line requirements list

    Requirements written out of habit turn away strong profiles. Keep three or four must-haves and move the rest to nice-to-have.

  • Jargon and clichés

    “Rockstar”, “ninja”, “fast-paced environment”: these words describe neither the job nor the team.

  • A hidden hiring process

    Candidates who do not know how many steps lie ahead chase you, or drop out. State the steps, the role play and your reply time.

Going further

Pages that complete the posting: the comp plan, the role and onboarding.

How to check your posting never leaves your browser

The posting is written by code running in your browser: your figures, your company name and your text are sent neither to Skipcall nor to anyone else. The tool stores nothing, not even in the browser’s local storage. The page address stays blank while you type: the share link, which holds your settings, is only built when you click “Copy link”, and you decide who gets it.

The simplest test: once the page has loaded, turn off your connection (airplane mode or Wi-Fi off) and change a field. The posting and the quality check keep updating, since they need no server.

In your browser’s Network tab you will see the site’s analytics tools, as on every page of the site. None receives what you type: the tool area is excluded from session recording, and only clicks on the copy and print buttons are counted, without their content.

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Frequently asked questions

Answer a candidate’s questions in order: which role, where and how much remote work, what contract, how much (base as a range and variable explained), selling what to whom, how success is measured, and how hiring works. Describe responsibilities as concrete actions, split must-haves from nice-to-haves, and reread to remove any reference to age, sex, origin or family status. The generator builds this structure from your answers and checks it.
Yes, as a range. In the EU, Directive (EU) 2023/970 gives applicants the right to know the starting pay or its range, with a transposition deadline of 7 June 2026, and a number of US states and cities require a range in job postings. Beyond the law, a range filters candidates before the first call. Check the rules where the job is based.
OTE (on-target earnings) is a rep’s total annual pay at exactly 100% of target: base plus variable paid at target. With a $60,000 to $70,000 base and $20,000 variable, OTE runs from $80,000 to $90,000. OTE says nothing about the plan’s shape: two roles with the same OTE can pay very different amounts at 80% attainment, which is why the posting can include a worked example.
What the SDR does day to day (account research, calls, sequences, qualified meetings handed to the sales team), how success is measured (meetings held or accepted opportunities), a variable explained on a unit they control, the experience expected, often entry level, and a role play in the process: a simulated cold call tells you more than an interview.
A job description is an internal document: it describes the role, responsibilities, reporting lines and skills, and supports evaluation and planning. A job posting is public, written to attract and to filter: it takes the essentials of the job description and adds what makes a candidate decide, pay in figures, benefits and the hiring process. The generated text can serve as the basis for both.
No. The posting is generated and checked in your browser, with no network request and no storage, not even local. The page address does not change while you type; the share link, which holds your settings, is only built when you click “Copy link” and sends nothing until you share it yourself.