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If you’ve Googled “inside sales job description,” you’ve probably seen dozens of articles.
And let’s be honest—they all sound the same.
Bullet points. Buzzwords. Boredom.
They list “responsibilities” and “requirements,” but they don’t actually teach you how to attract a great inside sales rep—someone who thrives on converting leads, loves client conversations, and actually wants to grow with your company.
That’s the problem: most job descriptions are written like checklists for HR compliance—not like tools to help you find the right hire.
But here’s the good news:
You don’t need to be a copywriter or marketer to write a compelling job post. You just need a clear structure, a human tone, and the confidence to speak directly to the kind of person you’re trying to hire.
📘 Want a full breakdown of what makes a job description work?
Check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ — it’ll give you the principles, real examples, and format you can apply to any role.
So if your current job post feels like a formality—or worse, something copied from a template—this guide will help you turn it into your most effective recruiting tool.
You’ll also get two high-converting templates, breakdowns of what makes them work, and a plug-and-play version you can copy and customize.
But first—let’s talk about what an inside sales rep really does (and why so many companies miss the mark when hiring for this role).
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What Does an Inside Sales Rep Actually Do? Their Duties Explained
An inside sales representative sells your product or service remotely—usually over phone, email, or video.
They don’t go door-to-door or travel for sales meetings. Instead, they’re the voice and personality behind your sales process, working from your office (or remotely) to close deals, follow up on leads, and build relationships with prospects.
But here’s what often gets missed in job descriptions:
This isn’t just a “call and close” role.
A great inside sales rep needs to listen actively, handle objections, and follow up with precision. They need to understand your product deeply enough to explain it clearly—and care enough about the customer to tailor the pitch.
The best ones aren’t just good talkers—they’re curious, organized, tech-savvy, and deeply motivated by progress.
In short:
They’re part educator, part consultant, part closer—and when hired right, they can become one of the most profitable people on your team.
Great Inside Sales Representative Job Description Templates
✅ Option 1: Inside Sales Representative (Experienced Hire)
📌 Job Title: Inside Sales Rep for Fast-Growing SaaS Helping Small Businesses Thrive
💼 Job Type: Full-Time | Remote or Hybrid (Austin, TX preferred)
💰 Salary: $55,000–$70,000 base + uncapped commission ($95K+ OTE)
🕒 Schedule: Monday–Friday | Flexible hours with core overlap (10AM–4PM CT)
🎥 A quick hello from our Sales Manager — [Insert Loom or YouTube link here]
Who We Are
At ClarityFlow, we help small service businesses simplify client communication through async video messaging, scheduling, and automation.
Our customers are coaches, consultants, and course creators who want to run lean, efficient businesses without live Zoom calls 24/7.
We’re a remote-first team with a strong asynchronous culture, and we believe great sales come from real conversations—not pushy tactics.
Why This Role Is a Great Fit
We’re growing fast, and we need someone who’s excited to help us scale—someone who knows how to build relationships over email and phone, asks great questions, and loves helping people say “yes” to something that solves a real problem.
If you’re motivated, organized, and want to work in a fast-moving startup with a supportive sales team and no micromanagement, we’d love to meet you.
What You’ll Be Doing
- Responding to inbound leads via email, chat, and phone
● Managing your pipeline and follow-ups using HubSpot
● Giving product demos via Zoom or async video
● Identifying customer pain points and aligning our product as the solution
● Collaborating with marketing to provide feedback on lead quality
● Logging activity, closing deals, and celebrating wins with the team
What We’re Looking For
✅ 2+ years of inside sales or SDR/AE experience (preferably in SaaS)
✅ Strong writing and verbal communication skills
✅ Tech-savvy and confident with CRMs, video tools, and email sequences
✅ Self-starter who loves following up and moving deals forward
✅ Bonus: Experience working in a remote or async team
Perks & Benefits
✔️ Base + commission + monthly bonus incentives
✔️ Full health, dental, and vision coverage
✔️ 20 days PTO + paid holidays
✔️ Home office stipend & coworking allowance
✔️ Access to learning stipends & sales coaching
✔️ Growth path to Account Executive or Team Lead
📥 How to Apply
We use WorkScreen to ensure every applicant gets a fair shot—regardless of resume formatting or keyword tricks.
Click the link below to complete a quick, skill-based evaluation.
👉 [Insert WorkScreen Link]
We’ll review your application carefully and get back to you within 5 business days.
✅ Option 2: Inside Sales Trainee (Entry-Level, Willing to Train)
📌 Job Title: Entry-Level Inside Sales Rep (No Experience Needed — We’ll Train You)
💼 Job Type: Full-Time | In-Person (Columbus, OH)
💰 Salary: $40,000 base + performance bonus + clear path to commission
🕒 Schedule: Mon–Fri | 8:30AM–5PM
🎥 Meet the team and learn about the role — [Insert Loom or YouTube link here]
About Us
We’re NextStep Roofing, a local home services business that believes customer relationships should feel like partnerships—not transactions.
Our inside sales team helps homeowners understand their options, feel confident in their choices, and move forward with trust. No cold calls. No scripts. Just real conversations that help people.
We’re Hiring for Attitude, Not Just Experience
You don’t need a sales background to thrive here.
If you’re coachable, clear on the phone, and comfortable talking to strangers—we can teach you the rest.
What You’ll Be Doing
- Taking inbound inquiries and qualifying leads
● Following up with prospects by phone and email
● Learning how to give product recommendations (no hard closing)
● Scheduling appointments for our field consultants
● Tracking your progress and improving your pitch over time
We’re Looking For
✅ High school diploma or GED
✅ Friendly, clear communicator (written + spoken)
✅ Eager to learn and grow in a sales career
✅ Comfortable using computers and learning software
✅ Reliable, coachable, and positive attitude
What You Get
✔️ Base pay with room to grow
✔️ Weekly coaching and mentorship
✔️ 10 paid days off per year + holidays
✔️ Health insurance and 401(k) after 90 days
✔️ Opportunity for promotion within 6–12 months
📥 How to Apply
We use WorkScreen to get to know the real you—not just what’s on your resume.
Click below to take a quick, fair evaluation.
👉 [Insert WorkScreen Link]
No cover letter required. We’ll review every submission and reply within 1 week.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Inside Sales Rep Job Posts Work
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
- Bad: “Inside Sales Rep” — too generic.
- Good: “Inside Sales Rep for Fast-Growing SaaS Helping Small Businesses Thrive”
Why this matters:
A strong title doesn’t just say what the job is—it tells candidates who it’s for, what they’ll be doing, and why it matters. That attracts the right candidates and sets expectations upfront.
✅ 2. The Intros Build Human Connection, Not Just Company Hype
- Both posts start with a brief, human “Who we are” section that focuses on mission, customer impact, and team vibe.
- Instead of a cold corporate summary, they sound like: “Here’s what we care about, here’s what you’ll help us do.”
Why this works:
Top candidates don’t just want a paycheck—they want to work somewhere meaningful. A warm intro builds emotional connection, which is essential in sales roles.
✅ 3. There’s Salary Transparency
- Salary ranges are clear, whether it’s a base + commission (in the SaaS role) or starter pay with bonus + growth (in the entry-level post).
Why this works:
Salary transparency builds trust. It reduces noise from unqualified applicants and signals confidence in your offer. It also increases applications—especially from women and underrepresented groups.
✅ 4. Benefits and Perks Are Real, Not Fluff
- Paid time off, coaching, health insurance, and promotion paths are listed plainly.
- Even small perks like learning stipends or home office budgets are mentioned clearly and specifically.
Why this works:
Candidates are increasingly comparing offers based on lifestyle fit, not just compensation. Clear, tangible perks help your job stand out—and they show that your company is thinking about retention, not just hiring.
✅ 5. Responsibilities Show Real Impact, Not Just Tasks
- The job posts don’t just say “follow up with leads”—they say “help small businesses thrive by converting warm leads into long-term customers.”
- Each bullet ties back to a bigger goal—whether that’s client trust, closing revenue, or scaling a team.
Why this works:
Sales reps want to know their work matters. When you show how each task contributes to real outcomes, you attract people who take ownership—not just clock in.
✅ 6. The Requirements Are Thoughtful, Not Gatekeeping
- The experienced role sets expectations but stays open (e.g., “Bonus: experience in async teams”).
- The entry-level post explicitly encourages people without experience to apply if they’re coachable and curious.
Why this works:
Great people get filtered out by rigid requirements. Flexible, open language expands your talent pool and shows you’re hiring for potential, not just pedigree.
✅ 7. The Hiring Process Is Transparent and Respectful
- Both posts explain how candidates will be evaluated, when they’ll hear back, and what to expect.
- The use of WorkScreen shows commitment to fair, skill-based hiring—not resume scanning or ghosting.
Why this works:
Clear process = less anxiety, more trust, and higher applicant engagement. Respect breeds better talent.
✅ 8. The Tone Feels Personal and Motivating
- The posts use direct language like “we’d love to meet you,” “you’ll help our team grow,” and “no hard closing—just real conversations.”
- CTAs are warm and empowering: “We use WorkScreen to get to know the real you.”
Why this works:
Tone matters. A conversational, respectful tone signals that your company is modern, thoughtful, and human-first. That’s a magnet for top-tier inside sales candidates.
Example of a Bad Inside Sales Job Description (And Why It Falls Short)
❌ Bad Job Post Example
Job Title: Inside Sales Representative
Company: TechWorld Inc.
Location: Remote
Job Type: Full-Time
Compensation: Not disclosed
Deadline: Rolling
Job Summary
TechWorld Inc. is seeking an Inside Sales Representative to join our growing sales department. The ideal candidate will be responsible for contacting potential clients, explaining products, and closing sales. Must have strong communication and organizational skills.
Key Responsibilities
- Make outbound calls to potential customers
- Present company products and services
- Achieve monthly sales targets
- Maintain accurate records of calls and sales activities
- Coordinate with team members as needed
Requirements
- Bachelor’s degree preferred
- 1–2 years of sales experience
- Excellent communication skills
- Self-motivated and detail-oriented
How to Apply
Please email your resume and cover letter to sales@techworldinc.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
🚫 1. The Job Title Is Generic and Uninspired
“Inside Sales Representative” is accurate, but it says nothing about the industry, customer, or product.
There’s no hook—and nothing that differentiates this role from 100 others with the same title.
🚫 2. The Introduction Is Cold and Copy-Pasted
There’s no personality, no mention of company culture, mission, or even what the product does.
The phrase “growing sales department” is vague and overused.
🚫 3. There’s No Salary or Compensation Info
In today’s hiring market, withholding pay information feels outdated and even shady.
Candidates value transparency, and many will skip a listing like this altogether.
🚫 4. The Responsibilities Are Vague and Repetitive
They could apply to any sales job, at any company.
There’s no sense of workflow, tools used, collaboration, or customer journey.
🚫 5. The Requirements Lack Thought
“Bachelor’s degree preferred” adds little value and may filter out great candidates for no reason.
The soft skills listed (“communication,” “self-motivated”) are generic and untested in the process.
🚫 6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” is a red flag.
It tells applicants: we don’t have time for you unless you’re useful to us.
🚫 7. There’s No Personality in the CTA
“Email your resume and cover letter” is fine… but it’s cold.
There’s no encouragement, no explanation of next steps, and no sense of what the experience will be like.
Bottom line:
This job post checks boxes but does nothing to attract top talent. It’s forgettable, uninspired, and completely disconnected from how great hiring happens today.
Bonus Tips to Make Your Job Description Stand Out
These are the extra touches that elevate your job post from “pretty good” to “seriously impressive.” They don’t take much time—but they signal to candidates that you’re thoughtful, modern, and trustworthy.
✨ Tip 1: Add a Security & Privacy Notice for Applicants
Reassure candidates that your process is safe and professional.
This can be especially important in sales roles, where candidates may be targeted by scams.
Example:
🛡️ “We take your privacy seriously. We will never ask for payment information, banking details, or personal financial data during any part of the hiring process. If you ever receive a suspicious message claiming to be from us, please reach out directly to our team for verification.”
Why it works:
It builds instant trust and sets you apart from sketchy job posts on LinkedIn or Indeed.
✨ Tip 2: Mention Time Off or Flex Days
Sales is a high-output role—candidates want to know they’ll get time to recharge.
Example:
🌴 “Enjoy 20 paid days off per year, plus flex days to rest and recharge—because we believe sustainable energy wins the long game.”
Why it works:
It balances your performance expectations with humanity. Top reps don’t want burnout.
✨ Tip 3: Highlight Training, Coaching, or Growth Opportunities
Great inside sales reps are growth-minded by nature. Show them you invest in that.
Example:
📈 “We offer weekly sales coaching, a learning stipend, and a clear growth path to Senior AE or Sales Team Lead roles. We don’t just hire you—we grow with you.”
Why it works:
Ambitious candidates will read this and think, “This is where I can level up.”
✨ Tip 4: Include a Loom or Video from the Hiring Manager
A short video from the Sales Manager or CEO introduces your company better than text ever could.
What to say in the video (script guide):
- Who you are
- What you’re hiring for
- Why this role matters
- What kind of person thrives on the team
- How to stand out in the application
Why it works:
A video makes your post feel personal. It creates rapport before the interview even happens. Most companies still don’t do this—so it gives you a serious edge.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✨ Tip 5: Replace “Apply Here” with a Respectful, Human CTA
Instead of a cold CTA like:
“Submit your resume to hr@company.com”
Use something more like:
“We know applying takes time. That’s why we use WorkScreen—so you’re evaluated based on skills, not just buzzwords. Click below to complete your short, structured evaluation. We’ll review it and get back to you within 5 business days.”
Why it works:
It shows that you respect the applicant’s effort and gives them clarity.
That’s rare—and refreshing.
AI Caution: Why You Shouldn’t Rely on One-Click AI Job Posts
🤖 Everyone’s Using AI—But That Doesn’t Mean You Should
It’s tempting to let ChatGPT, Workable, or Manatal auto-generate your job post in one click.
It feels fast, efficient, and hey—it “sounds” professional.
But here’s the problem:
Generic in, generic out.
If you don’t feed AI any original thought—no mission, no values, no company story—it’ll give you something that sounds polished… and completely forgettable.
❌ Here’s What Happens When You Rely on AI Alone:
- You get a bland post that could’ve come from any company in your industry.
- You attract low-intent applicants who are just spamming the apply button.
- You miss your chance to stand out in the first impression.
- Worst of all? You risk hiring the wrong person because your job post never connected with the right one.
🧠 Use AI as a Co-Writer, Not a Shortcut
AI is a powerful tool—but only if you give it the right ingredients.
Here’s how to do it the right way:
✅ Prompt AI with Real Inputs Like These:
“Help me write a job post for our company, ClarityFlow. We’re hiring an Inside Sales Rep to help convert warm leads into customers. Our product is a video messaging platform for coaches and consultants. Our team is remote-first, async, and growth-focused. We value curiosity, consistency, and clear communication. We offer $55K–$70K base + commission, flexible work hours, health insurance, and learning stipends. Here’s our hiring process: skill-based evaluation, video interview, final offer. Please write in a friendly, clear, and modern tone.”
Want to go even further? Add:
“Here are a few bullet points and notes I’ve written—can you help me shape it into a great post?”
🧑💻 Don’t Let AI Replace Your Voice—Let It Polish Your Message
Let AI help you:
- Clarify your structure
- Refine your tone
- Reword awkward sentences
- Add flow and rhythm
But never let it remove your story, your values, or your people from the post.
That’s what candidates want to see—and that’s what gets them to apply.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Need Quick Copy-Paste Job Description Templates
✅ Option 1: Conversational Template (Culture-First Style)
📌 Job Title: Inside Sales Rep for a Mission-Driven SaaS
💼 Type: Full-Time | Remote or Hybrid ([Location] preferred)
💰 Salary: $XX–$XX base + commission | OTE $XX+
🎥 Meet your future sales team → [Insert Loom link]
Who We Are
At [Company Name], we help [your customer type] solve [pain point] through [your product or service].
We’re a lean, fast-moving team that values clarity, ownership, and honest work.
Why This Role Matters
We’re growing quickly and need someone to help us turn interest into long-term customers. This isn’t about cold calls or pressure—it’s about real conversations that build trust and deliver solutions that actually help.
If you love learning, selling, and helping people win—this is for you.
What You’ll Do
- Follow up with inbound leads via email, chat, and phone
- Run product demos and guide prospects through next steps
- Use tools like HubSpot and Loom to stay connected
- Log activity, manage your pipeline, and close deals
- Celebrate wins with the team 🎉
What You’ll Need
- XX+ years of sales experience (SDR, AE, or similar)
- Great writing and speaking skills
- Self-starter mindset and curiosity to learn fast
- Bonus: SaaS experience or remote team familiarity
What You’ll Get
- Salary + uncapped commission
- Health, dental, and vision insurance
- PTO + holidays
- Monthly learning budget + sales coaching
- Team retreats (1–2x/year)
📥 How to Apply
We use WorkScreen to evaluate every candidate fairly.
Click below to complete a short, structured evaluation—no resume filters or keyword games.
👉 [Insert WorkScreen link]
📋 Option 2: Traditional Format (Job Brief + Responsibilities + Requirements)
Job Title: Inside Sales Representative
Location: Remote ([Location] preferred)
Type: Full-Time
Salary: $XX–$XX + uncapped commission
Job Brief
[Company Name] is looking for a motivated and results-driven Inside Sales Representative to join our team. This role involves managing inbound leads, delivering product demos, and converting prospects into customers through consultative selling.
Key Responsibilities
- Handle inbound sales inquiries via phone, email, and chat
- Provide detailed product demos to qualified leads
- Maintain pipeline using CRM tools (e.g., HubSpot)
- Meet monthly revenue and conversion targets
- Collaborate with marketing and product teams to improve lead quality
Requirements
- XX+ years in sales, customer service, or related role
- Excellent communication skills—written and verbal
- Familiarity with CRM systems and email automation
- Ability to work independently and manage time effectively
- High-energy, coachable, and team-oriented attitude
Benefits
- Competitive base salary + commission
- Health insurance (medical, dental, vision)
- Generous PTO + flexible scheduling
- Remote work setup + equipment stipend
- Career growth opportunities within the sales org
How to Apply
We use WorkScreen to assess real skills—not just resumes.
Click below to begin your short evaluation.
👉 [Insert WorkScreen link]
Now Let WorkScreen Handle the Next Step
Writing a strong job description is just the beginning.
The real challenge? Figuring out who’s actually a great fit—beyond what their resume says.
That’s where WorkScreen comes in.
Here’s How WorkScreen Helps You Hire Smarter:
🔍 Quickly identify your best candidates
WorkScreen automatically scores and ranks applicants on a performance-based leaderboard—so you can instantly see who’s most promising at a glance, without spending hours sorting through resumes.
🧠 Test real skills—not just credentials
Workscreen lets you administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🛑 Eliminate low-effort, AI-generated applications
WorkScreen automatically filters out low-effort applicants—including those who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
⏱️ Save hours every week
No more resume piles. No more guesswork. Just a clean dashboard that shows you who’s ready to perform.
If you want to stop chasing “perfect resumes” and start hiring based on skill, clarity, and commitment—WorkScreen is your next best hire.
FAQ
The average base salary for an inside sales representative in the U.S. typically ranges between $45,000 and $65,000 per year, depending on industry, experience, and location.
With commission, many inside sales reps earn $70,000 to $100,000+ OTE (on-target earnings) if they’re performing well in a structured incentive environment.
In SaaS or B2B tech industries, OTE can be significantly higher, especially with uncapped commission structures.
The best inside sales reps don’t just know how to talk—they know how to listen, learn, and close.
Here are the top skills to look for:
- Active listening & communication – Understand needs, not just push features.
- CRM proficiency – Familiarity with tools like HubSpot, Salesforce, or Close.io.
- Follow-up discipline – Great reps don’t let leads go cold.
- Objection handling – Can calmly address hesitations and move the deal forward.
- Coachability – Sales is dynamic; the best reps are hungry to improve.
- Organization & time management – Especially important in remote or high-volume environments.
- Resilience – Sales is full of rejection. Look for candidates who bounce back quickly.
Inside sales happens remotely—via phone, email, video, or chat. It’s high-volume, tech-assisted, and often scalable.
Outside sales involves meeting prospects face-to-face, attending events, or traveling to close deals. It’s typically more relationship-driven and used in industries like real estate, field services, or enterprise B2B sales.
Use a structured, skill-based evaluation like the ones offered by WorkScreen. You can test for:
- Email writing
- Call follow-up scenarios
- Objection handling
- CRM task management
- Video response pitches
This gives you real signals, not guesses based on resume fluff.
Not always.
If you’re hiring for an entry-level or junior role, focus more on:
- Communication style
- Energy and curiosity
- Willingness to learn
- Follow-through
You can train the techniques. But mindset, coachability, and grit are harder to teach.
Yes—if it’s competitive and clear.
Transparency around OTE (on-target earnings) attracts serious applicants and sets expectations. If your commission is uncapped or accelerates with performance, that’s a selling point. Use it.
