Your sales opening does not need more noise. It needs better filtering.
Most sales hiring campaigns break down after the job goes live. Applicants arrive from different sources, resumes vary wildly, and your team has to decide who is worth a real conversation.
That is where momentum dies. Strong candidates wait. Hiring managers get buried. And the process turns into guesswork instead of a clean interview pipeline.
Without screening support
- Your team reviews every applicant manually.
- Strong and weak candidates sit in the same pile.
- Follow-up slows down while competitors move faster.
- Interview questions are created too late in the process.
With a Qualified Slate
- Candidates are reviewed against agreed role criteria.
- The strongest fits are ranked for interview review.
- You receive notes, scorecards, and risk signals.
- Your team can focus on interviews and final decisions.
Everything needed to move from open role to interview-ready shortlist.
The Qualified Slate Package combines the setup work from Job Launch, the applicant generation work from Candidate Pipeline, and the screening support needed to present a ranked shortlist.
1. Role positioning
We sharpen the job message so candidates understand the opportunity, expectations, compensation range, and sales motion.
- Keyword and competitor review
- Salary and positioning notes
- SEO-friendly job description
- Application flow recommendations
2. Applicant campaign
We help turn the opening into an organized campaign designed to attract and track sales applicant response.
- Job promotion setup
- Google Jobs optimization
- Social and niche distribution
- Weekly applicant reporting
3. Screening + slate
We review, score, and package candidates so your hiring team can quickly decide who to interview first.
- Applicant review
- Candidate scoring
- Top 3–5 shortlist
- Interview question guide
A clear process from intake to shortlist.
Before candidates are scored, we define what “qualified” means for your specific sales role. That keeps expectations clear and makes the final slate easier to evaluate.
Intake and criteria
We document the sales role, target background, must-haves, compensation, territory, and disqualifiers.
Campaign setup
We improve the role presentation and set up promotion paths designed to generate organized applicant flow.
Applicant review
Candidates are evaluated against agreed fit markers, activity signals, experience match, and role risks.
Ranked slate delivery
You receive a practical shortlist with scorecards, notes, and interview questions for faster review.
Sales candidates are reviewed for the signals that matter before the interview.
The goal is not to make the hiring decision for you. The goal is to make your first interviews more focused, more informed, and less dependent on resume guesswork.
Sales fit
Prospecting, quota history, sales cycle, territory, customer type, and comfort with the expected sales motion.
Experience match
Industry exposure, role level, product complexity, deal size, and similarity to your selling environment.
Activity signals
Follow-up, urgency, CRM discipline, pipeline habits, communication quality, and responsiveness.
Risk factors
Unclear motivation, weak metrics, poor role alignment, job movement, compensation mismatch, or location fit.
Best for employers who want interviews, not administrative work.
Qualified Slate is the right package when the role is important enough to require human review, but you do not want to commit to a full placement-fee recruiting model.
Good fit
- Sales teams hiring Account Executives, SDRs, BDRs, or Sales Managers.
- Small businesses without a dedicated sales recruiting team.
- Employers who need screening notes before interviews.
- Hiring managers who want to move faster on qualified candidates.
Not the best fit
- Roles with unclear compensation or unrealistic requirements.
- Employers who cannot respond quickly to candidate recommendations.
- Teams that need formal background checks included.
- Companies requiring a guaranteed hire or placement guarantee.
Choose the level of recruiting support that matches the problem.
| Package | Best when you need... | Main outcome | Starting price |
|---|---|---|---|
| Job Launch | A stronger job post, clearer positioning, and a cleaner applicant path before promotion. | Improved job message and application setup. | $299 per role |
| Candidate Pipeline | Applicant generation and campaign organization without candidate screening. | Organized sales applicant flow. | $999 per role |
| Qualified Slate | Promotion, applicant review, candidate scoring, and a ranked shortlist for interview review. | 3–5 ranked sales candidates with notes and interview questions. | $2,499 per role |
| Pay Per Qualified Applicant | A custom performance-based model tied to written qualification criteria. | Qualified applicant delivery based on agreed rules. | $35–$75+ per qualified applicant |
Advertising budgets, third-party platform fees, and formal background checks are separate unless agreed in writing. Results vary by role, compensation, geography, job requirements, market demand, employer responsiveness, and advertising budget.
Get a screened sales shortlist for one fixed project fee.
$2,499 per role
Includes role positioning, job promotion setup, applicant review, candidate scoring, a ranked shortlist, screening notes, and interview question support.
- Target turnaround: 21 days after completed intake
- Shortlist target: 3–5 qualified sales candidates
- Employer controls interviews, offers, and final hiring decisions
What you can hand to your hiring team.
Instead of forwarding a folder of resumes, you can share a ranked candidate packet built around your role criteria.
- Who looks strongest for the role and why
- Which candidates may need deeper interview follow-up
- What questions to ask based on sales fit and risk signals
- Where compensation, experience, or motivation may create friction
- Which candidates should move to first-round review fastest
Questions employers ask before starting a Qualified Slate.
What is a Qualified Slate?
A Qualified Slate is a curated shortlist of 3 to 5 sales candidates ranked against agreed role criteria.
How is this different from Candidate Pipeline?
Candidate Pipeline focuses on generating and organizing applicant flow. Qualified Slate adds review, scoring, shortlist creation, and interview-support notes.
How is this different from Pay Per Qualified Applicant?
Qualified Slate is a clearer fixed-fee package with promotion, screening, scorecards, and a final shortlist. Pay Per Qualified Applicant is a custom model that depends on written qualification rules.
Do you run full background checks?
No. Employers should use an FCRA-compliant background check provider for formal background screening.
What is delivered?
You receive a ranked shortlist, candidate scorecards, screening notes, and interview questions.
What if fewer than five candidates fit?
The campaign can continue until the agreed slate target is reasonably completed, subject to role fit, compensation, market conditions, and employer responsiveness.
Do you guarantee a hire?
No. This is a recruiting support and screening package. Final hiring decisions, interviews, offers, compensation, and background checks remain with the employer.
Ready to stop sorting and start interviewing?
Start with a short employer intake. We will use your role details to define the screening criteria, position the opening, and build the path toward a ranked sales candidate slate.