Why Your Sales Job Post Isn’t Attracting Talent (And How to Fix It)

If you’re putting up a job post for a sales role and you’re not seeing the kind of talent you want, it’s time to take a hard look at your approach. Crafting a job post that stands out is more than just listing a few bullet points about the job and waiting for applicants to roll in. If you’re not attracting your ideal salespeople, something’s not clicking.

Sales professionals are driven by growth, challenges, and making a real impact. If your posting doesn’t tap into those things, you’re missing the mark. Here are the most common mistakes companies make in their sales job postings—and how to fix them.

1. Mistake: Leading With a Laundry List of Demands

Fix It: Focus on what truly matters for the role—values, goals, work ethic, and past performance—while also mentioning any preferred experiences.

When writing a job post, it’s crucial to distinguish between what you must have and what would be nice to have. There are core qualities a sales rep needs to excel in your role: a strong work ethic, a clear drive to hit goals, the ability to work well within your company’s values, and a track record of past performance. These are the “must-haves” that should take center stage in your job post.

However, there’s also a preferred list of experiences—things like familiarity with specific industries, products, or software—that would be a nice bonus. These should be secondary to the foundational qualities, ensuring you attract candidates who are a good cultural and performance fit first, and who can bring the right experience second.

Example rewrite:
“We’re looking for a sales professional with a strong work ethic and a history of delivering results. You must have a passion for meeting goals and a drive to make an impact, all while aligning with our company values of integrity, collaboration, and customer success. Experience in [specific industry/product/software] is a plus, but a proven ability to close deals and build relationships is what will make you stand out.”

Or for a high-growth company:
“To thrive in our fast-paced, ambitious environment, we need a sales rep who’s goal-driven and ready to roll up their sleeves. A proven track record of performance, a solid work ethic, and the ability to hit milestones are non-negotiable. Experience with [industry/software/product] would be helpful, but we’re most interested in someone who can adapt quickly and create lasting client relationships.”

2. Mistake: Using Generic, Overused Language

Fix It: Be specific and authentic. Talk about what’s really going on at your company and what this role will look like day-to-day.

Instead of using buzzwords like “great communication skills,” talk about what they’ll actually be doing.

Example rewrite:
“You’ll be working directly with decision-makers in Fortune 500 companies, crafting tailored solutions for their specific needs.”

And ditch “fast-paced environment” for something like:
“The days here move quickly because we’re always solving problems and pushing forward—if you’re someone who likes to stay on your toes, you’ll fit right in.”

3. Mistake: Overloading on Jargon

Fix It: Keep it simple and focus on key company initiatives like client acquisition, retention, and growth. Speak directly to what matters to a sales rep.

Sales reps aren’t looking for technical language or company-specific tools they’ve never heard of. Instead, focus on the big picture: how their role ties into important company goals like growing your client base, retaining loyal customers, and improving overall profit margins. Make it clear how they’ll contribute to the company’s success and how the work they do will impact the bottom line.

Example rewrite:
“You’ll play a key role in driving new business by building relationships with potential clients and helping us retain our existing customers. While experience with certain software tools is helpful, what matters most is your ability to engage prospects, close deals, and contribute to our growth.”

Or for a high-growth company:
“In this role, you’ll help expand our client base while maintaining strong relationships with current clients to keep them coming back. We’re focused on increasing our profits, and your ability to drive both new business and customer satisfaction will be critical to our success.”

4. Mistake: Failing to Show the Bigger Picture

Fix It: Show how the role fits into the company’s larger goals, and highlight the impact the sales rep will have in achieving those goals.

Salespeople want to know that their work is part of something bigger. They’re not just aiming to hit numbers—they want to contribute to the company’s vision and growth. So, if your company has big plans, like doubling in size over the next few years, make sure that’s front and center in your job post.

Explain how the sales rep’s efforts will directly support that growth and the bigger goals your company has set. This will make the position feel more meaningful and help attract candidates who are driven by a long-term vision.

Example rewrite:
“As part of our goal to double in size over the next three years, we’re looking for a sales rep who can help us expand our client base and drive strategic growth. Your role will directly impact our ability to acquire new clients, retain existing ones, and ultimately, reach our ambitious growth targets.”

Or for a high-growth company:
“We’ve made the decision to double our company’s size by 2027, and we need sales professionals who are up for the challenge. Your contributions will help shape our future by securing key accounts and driving revenue growth, positioning us as leaders in the industry.”

5. Mistake: Ignoring Work-Life Balance

Fix It: Be honest about what the company needs now and where the role is headed.

If there’s a crunch period coming up and work-life balance isn’t ideal, don’t try to sugarcoat it. Be upfront about the reality of the job and the expectations moving forward. If work-life balance is solid, make sure to call that out too.

Example rewrite:

If there’s a challenging period ahead:
“Over the next two years, we’re focused on hitting some pretty big goals, and that’s going to require all hands on deck. During this time, work-life balance won’t be easy to find. But, hitting these targets will bring massive financial rewards for the whole team, and you’ll be part of something exciting.”

Or if balance is good:
“We believe in work-life balance, which is why we offer flexible hours and the ability to work remotely—because we know you’ll do your best work when you’re in the right headspace.”

6. Be Transparent About Compensation and Benefits

Fix It: We can’t stress this enough. Be crystal clear about salary, bonuses, and benefits. Don’t leave candidates guessing about what they’ll get paid or what benefits are included. Even if you are hiring nationally and have pay bands by market, at the very least add a midpoint of salary.

Example rewrite:
Salary: DOE, with a midpoint of $125,000 per year. Quarterly bonuses of approximately $10,000 will be available, offering substantial earning potential.
Benefits: Comprehensive health, dental, and vision insurance; 401(k) with company match; paid time off (PTO); and flexible work options.

7. Mistake: Not Being Clear About Who You Want (and Don’t Want)

Fix It: Be upfront about the type of person who will thrive in this role—and who won’t. This will help you weed out candidates who aren’t the right fit and save both your time and theirs.

Example rewrite:
“This role is perfect for someone who thrives in a dynamic, high-energy environment. If you prefer a set routine and aren’t comfortable with rapid change, this might not be the right fit.”