How to Write a Job Post That Top Sales Talent Actually Reads
Top AEs skim your job post for 15 seconds. Here is how to make those seconds count — and the red flags that make great candidates bounce.
Hiring great go-to-market talent starts with the job post, and most job posts are terrible. Here is how to fix yours.
Lead with the number that matters
Sales candidates want to know one thing first: can I make money here? Put the OTE, the quota, and — critically — the percentage of reps hitting quota in the first two paragraphs.
Kill the buzzwords
"Rockstar", "ninja", and "fast-paced environment" signal that you do not understand the role. Describe the actual work: deal size, sales cycle length, who they sell to, and what support they get.
Be honest about the stage
A Series A AE role and a public-company AE role are different jobs. Say whether they will have SDR support, marketing air cover, and an established territory — or whether they are building from zero.
Red flags candidates notice
- Unrealistic quota with no attainment data
- "Unlimited earning potential" with a tiny base
- A requirements list that describes three jobs
The best candidates have options. Write the post like you are selling to them — because you are.