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If you’ve Googled “sales executive job description,” chances are you’ve seen the same thing repeated a hundred different ways—bullet points, vague language, and copy-paste content that feels like it was written by a robot.
But here’s the truth: job descriptions like that don’t attract great salespeople. They attract desperate ones. Or worse—ones who can talk the talk but can’t actually sell.
If you’re hiring a sales executive, you’re not just filling a seat. You’re bringing on someone who will represent your brand, win business, and grow revenue. That means your job post needs to sell too. It has to be specific, human, and intentional—otherwise, top performers will scroll right past it.
In this guide, we won’t just give you a generic template. We’ll show you how to:
- Write a sales executive job description that actually resonates
- Customize it for experience level or growth potential
- Avoid the common mistakes that scare off qualified applicants
- And yes—give you copy-paste templates you can tailor to your brand
Before we dive in, you might want to 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/. if you haven’t already—it breaks down why most job posts fail and how to make yours stand out in a noisy hiring market.
Let’s start with the basics.
Smart Hiring Starts Here
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What A Sales Executive Actually Does - Their Duties
A Sales Executive isn’t just someone who makes calls and closes deals. At their best, they’re relationship builders, problem solvers, and brand ambassadors all in one.
In plain terms:
A sales executive is responsible for identifying new business opportunities, reaching out to potential customers, understanding their needs, and offering the right solution. They’re the ones turning leads into loyal customers—and doing it with confidence, empathy, and persistence.
But here’s the part most job descriptions miss:
Great sales executives don’t just sell a product—they sell trust. They listen more than they talk. They follow up. They hit targets without making prospects feel pressured. They’re driven, but not pushy. Strategic, but not robotic. And in many ways, they shape how your business is perceived in the market.
So when you write your job description, you’re not just listing responsibilities—you’re defining the kind of sales culture you want to build.
Two Great Sales Executive Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description Template 1: Experienced Sales Executive
📌 Job Title: B2B Sales Executive – SaaS (Remote, Full-Time)
💼 Type: Full-Time | Location: Remote (US Time Zones Preferred)
💰 Salary: $65,000–$80,000 base + commission + performance bonuses
🎥 [Watch a quick video from our Sales Director on what success looks like in this role – insert Loom link]
🧠 Who We Are
We’re RelayFlow, a growing SaaS company that helps operations teams in logistics and manufacturing automate repetitive tasks, streamline communication, and improve real-time visibility across teams. Over 2,000 companies trust our platform to run smoother, faster, and more profitably.
We’re a bootstrapped, profitable team with a strong culture of ownership, curiosity, and results—and now, we’re hiring an experienced sales executive to help us scale even faster.
🚀 What You’ll Be Doing
- Own the full sales cycle from first contact to signed contract
- Build and manage a healthy outbound and inbound pipeline
- Run product demos, handle objections, and close deals confidently
- Deeply understand customer pain points and tailor solutions
- Report on key metrics and collaborate with the product and marketing teams
- Help iterate on our sales playbook and improve internal processes
🎯 What We’re Looking For
- 2+ years in a full-cycle B2B sales role (SaaS preferred)
- Ability to listen, ask smart questions, and build relationships fast
- Confidence closing deals over Zoom, phone, and email
- Experience with HubSpot or similar CRM tools
- Results-oriented, self-managed, and comfortable working remotely
🎁 Perks & Benefits
- Remote-first team with flexible hours
- Competitive base + uncapped commission
- Monthly wellness stipend ($100/month)
- Annual learning & development budget ($1,000/year)
- Health, dental, and vision insurance (US-based employees)
- 15 paid vacation days + 10 public holidays + 5 flex days
- 401(k) match after 6 months
- Quarterly virtual team retreats and learning days
🌟 Why This Role Is Worth Your Time
We’re not just hiring a rep—we’re hiring a builder. Someone who wants to shape the future of a product that’s solving real business problems. You’ll have autonomy, clear expectations, and a leadership team that genuinely supports your growth.
📥 How to Apply
We care more about skills than flashy résumés. That’s why we use WorkScreen.io to assess candidates through real-world scenarios.
Click the link [insert application link] to start. We respond to every application.
✅ Job Description Template 2: Entry-Level / Trainable Sales Executive
📌 Job Title: Sales Development Associate – No Experience Needed (We’ll Train You)
💼 Type: Full-Time | Location: On-site – Charlotte, NC
💰 Salary: $18–$22/hr base + bonuses | Full benefits
🎥 [Meet your future team leader and learn more about the role – insert Loom link]
🧠 Who We Are
We’re GreenEdge Marketing, a small but fast-growing digital agency that helps local landscaping and home services businesses stand out, get found online, and grow their revenue. Our work is all about results—and behind that is a team that genuinely cares.
Now we’re looking for a motivated, people-oriented person who wants to break into sales and grow with us. No experience? No problem. If you bring the energy and work ethic, we’ll teach you the rest.
💡 What You’ll Be Doing
- Learn the basics of relationship-driven sales through hands-on coaching
- Reach out to prospects by phone and email to understand their needs
- Set qualified appointments for our senior sales consultants
- Follow up consistently and professionally with warm leads
- Shadow sales calls and support the close
- Update our CRM with contact info, notes, and progress
🌱 Who This Role Is For
- Friendly, curious, and confident talking to people
- Good listener who asks thoughtful questions
- Motivated by goals and team success
- No experience required—but must be reliable and open to learning
- High school diploma or GED preferred
🎁 Perks & Benefits
- In-office team culture with weekly team lunches and coffee breaks
- Training allowance + mentorship from senior sales leaders
- Health and dental insurance after 60 days
- Paid time off: 10 vacation days + 5 sick days + 6 holidays
- Performance bonuses up to $600/month
- Clear path for promotion into full Account Executive role
- Free parking and a stocked break room (snacks on us)
🌟 Why This Role Is a Launchpad
At GreenEdge, we don’t hire robots—we hire potential. We know that the best salespeople often come from non-traditional backgrounds, and we’re ready to invest in your growth. You’ll get structure, feedback, and a team that has your back.
📥 How to Apply
We don’t hire based on experience—we hire based on potential. That’s why we use WorkScreen.io to evaluate applicants in a way that’s fair and skill-based.
Click the link [insert application link] to get started—we’ll keep you posted every step of the way.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These Sales Executive Job Posts Work
✅ 1. The Job Titles Are Clear, Specific, and Searchable
Instead of vague labels like “Sales Executive” or “Sales Rep,” each post clearly communicates the role, audience, and context:
- “B2B Sales Executive – SaaS (Remote, Full-Time)” instantly tells experienced candidates this is a SaaS role with remote flexibility.
- “Sales Development Associate – No Experience Needed (We’ll Train You)” speaks directly to entry-level talent and lowers the barrier to entry.
This improves relevance, search visibility, and applicant quality.
✅ 2. The Intros Tell a Story, Not Just Facts
Each post starts with a humanized intro—explaining who the company is, what they care about, and why the role matters.
RelayFlow’s post positions the company as a product-led, founder-friendly team solving real business problems. GreenEdge’s intro is warm, mission-driven, and invites people with no formal background to see a future in sales.
This context builds emotional connection before listing tasks.
✅ 3. Responsibilities Feel Purposeful, Not Robotic
Instead of dumping a to-do list, the “What You’ll Be Doing” sections explain the impact of each task:
- RelayFlow’s reps don’t just “run demos”—they tailor solutions and improve the sales playbook.
- GreenEdge’s entry-level team doesn’t just “make calls”—they learn, support, and grow with senior mentorship.
This attracts candidates who want to understand the why behind their work.
✅ 4. Requirements Are Flexible, Not Gatekeeping
Both templates are realistic about what matters:
- RelayFlow highlights must-have B2B sales experience but avoids overloading requirements.
- GreenEdge explicitly states “No experience required” and lists “nice to haves” instead of strict demands.
This opens the door to overlooked talent—while still maintaining clear expectations.
✅ 5. Perks & Benefits Build Trust and Show Value
Each post includes a detailed perks section—something many companies still skip:
- RelayFlow offers flexible schedules, wellness stipends, growth budgets, and full insurance benefits.
- GreenEdge highlights paid training, mentorship, PTO, and bonuses—even snacks and parking.
Specific perks signal a real investment in the employee experience, which matters to modern candidates.
✅ 6. The Hiring Process Is Transparent and Respectful
Each job post explains exactly what happens next—who reviews the application, how they’ll respond, and what to expect.
This builds trust and reduces candidate anxiety. When most job posts still say “Only shortlisted candidates will be contacted,” this kind of clarity sets your company apart.
✅ 7. The Tone Is Warm, Human, and Values-Driven
No corporate jargon. No third-person filler. Just real language that sounds like a person wrote it.
These posts speak directly to candidates, show appreciation for their time, and make the company feel approachable and intentional—not bureaucratic.
✅ 8. Each Call to Action Is Empowering, Not Transactional
Instead of saying “Submit your CV to jobs@company.com,” each post invites the candidate to:
- Take part in a skill-based evaluation
- Use a WorkScreen.io link that feels personalized
- Expect clear communication and fair treatment
It turns the application into a mutual conversation—not a black hole.
Example of a Bad Sales Executive Job Description (And Why It Fails)
❌ Bad Job Post Example
📌 Job Title: Sales Executive
💼 Company: GlobalConnect Solutions
📍 Location: New York, NY
💰 Salary: Not disclosed
🕒 Job Type: Full-Time
📅 Application Deadline: July 30, 2025
📝 Job Summary
GlobalConnect Solutions is seeking a results-driven sales executive to support our growing client base. The ideal candidate will be responsible for increasing revenue, managing customer relationships, and achieving monthly sales targets.
🛠️ Responsibilities
- Contact potential clients to offer products and services
- Meet monthly and quarterly sales goals
- Provide regular sales reports to management
- Attend meetings and trade shows as required
🎓 Requirements
- Bachelor’s degree in Business or related field
- Minimum 2 years’ sales experience
- Strong communication and negotiation skills
- Proficiency in Microsoft Office and CRM systems
📩 How to Apply
Interested candidates should send their CV and cover letter to hr@globalconnect.com. Only shortlisted applicants will be contacted.
❌ Why This Job Post Falls Short
🔹 1. The Job Title Is Too Generic
Just “Sales Executive” says nothing about who it’s for, what industry it’s in, or why the job matters.
It’s not searchable. It’s not compelling. It’s forgettable.
🔹 2. The Introduction Is Dry and Impersonal
“Results-driven” is overused. “Support our growing client base” is vague.
There’s no mission, no human touch, and no reason for a candidate to feel excited.
🔹 3. No Salary or Perks Mentioned
In today’s market, hiding salary and benefits feels outdated—and sometimes suspicious.
It signals a lack of transparency and reduces trust from serious applicants.
🔹 4. Responsibilities Are Too Broad
“Contact potential clients” and “attend meetings” are so generic they could apply to any sales role.
There’s no context, no industry insight, and no indication of how success is measured.
🔹 5. Requirements Are Rigid and Boring
The listed requirements are copied from a template: degree, experience, communication skills.
No mention of what traits matter in this company. No flexibility for strong candidates without a traditional background.
🔹 6. The Hiring Process Feels Dismissive
“Only shortlisted applicants will be contacted” tells candidates: don’t expect a response.
That instantly turns off top talent who value communication and respect.
🔹 7. The CTA Is Cold and Outdated
A generic email and no next steps? It’s 2025—your CTA should guide applicants through a thoughtful, modern process.
This one feels like a formality, not a genuine opportunity.
This kind of job post might attract applicants, but not great ones. It lacks clarity, transparency, and energy—and top performers will simply scroll past.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the structure and tone of your job post, here are a few extra details that can take it from “pretty good” to “exceptional.”
✨ 1. Add an Important Notice About Applicant Privacy
Top candidates care about how their information is handled. A simple, trust-building statement like this can set you apart:
“We take the security and privacy of all job applicants seriously. We will never ask for payment, personal banking information, or sensitive documents during any stage of the hiring process.”
It signals professionalism and helps applicants feel safer applying.
✨ 2. Mention Leave Days or Flex Time
Time off matters—especially for candidates who are comparing offers. Including something like this makes your company more attractive:
“Enjoy up to 20 paid days off annually—including vacation, personal days, and recharge time—because great work starts with balance.”
It shows that you value your team’s wellbeing, not just productivity.
✨ 3. Highlight Training & Growth Opportunities
A common reason people don’t apply is fear of stagnation. Combat that by showing how you invest in your people:
“You’ll have access to ongoing training, mentorship from senior leaders, and a $1,000 annual learning stipend to grow your skills and accelerate your career.”
Whether the role is entry-level or senior, this makes it clear: there’s room to grow here.
✨ 4. Include a Personal Video (Loom or YouTube)
People connect with people—not logos. A quick 60-second video from the hiring manager or founder adds trust, energy, and a personal touch.
What to include:
- Who you are
- Why this role matters
- What kind of person thrives here
No need for high production. Just speak directly and authentically. You’ll stand out instantly.
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
✨ 5. Clarify Your Communication Commitment
One of the biggest frustrations for job seekers is being ghosted. You can instantly ease that anxiety with a single line:
“We review every application and respond to all candidates—no black holes here.”
Candidates remember companies that respect their time.
Should You Use AI to Write Job Descriptions?
AI can be a powerful writing partner—but it’s not a mind reader. If you’re relying on AI to fully generate your job posts without input, structure, or real context, you’re not saving time—you’re risking bad hires.
❌ The Problem with One-Click AI Job Posts
Many ATS platforms and tools (like Manatal or Workable) offer one-click AI-generated job descriptions. But here’s what typically happens:
- The results are vague, generic, and packed with clichés
- They lack personality, mission, or anything real about your company
- They attract low-effort applicants who are applying everywhere
- And they turn off top performers—because nothing about the post feels intentional
When a job post feels like it could’ve been written for any company, candidates assume there’s nothing special about yours.
✅ The Right Way to Use AI: Give It Structure, Give It You
AI is not a replacement for your thinking—it’s a tool to refine and structure what you already know. The best results come when you combine a clear prompt with your own raw ideas.
🧠 Step 1: Write Down Your Notes First
Before you open an AI tool, take 5 minutes to jot down:
- What your company actually does
- What success in the role looks like
- What makes this team or opportunity unique
- The values and tone you want to reflect
- Who the hire will report to or work with
- Salary, perks, benefits, work hours
- What the application or interview process looks like
These don’t need to be perfect—just real. Think of them like ingredients for a good recipe.
✍️ Step 2: Add a Clear, Context-Rich Prompt
Once you have your notes, feed them into the AI along with a directive like:
“Help me write a job description for a Sales Executive at RelayFlow, a SaaS company helping logistics teams automate work. This role involves full-cycle B2B sales, demos, closing deals, and reporting metrics. Our culture is remote-first, ownership-driven, and results-focused. We offer a $65–80K base plus commission, remote flexibility, wellness stipends, and learning budgets. Use a clear, conversational tone. Emphasize autonomy, team culture, and career growth. Here are my notes: [insert your raw notes].”
By adding your own thoughts, you give the AI something real to build around—so the job post sounds like you, not like filler content.
✏️ Step 3: Review and Make It Yours
The AI’s first draft should feel like a rough sketch—not a final product. Edit for clarity. Rework any robotic phrases. Add personality. And make sure your hiring values shine through.
AI should help you move faster—not replace your thinking.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you need to post a job fast. Maybe you already understand the value of writing a thoughtful, culture-first job post. But right now? You just need a solid starting point.
That’s exactly what this is.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Sales Executive – Full-Cycle B2B (Remote)
💼 Type: Full-Time
💰 Salary: $XX–$XX base + commission
🌍 Location: Remote ([Location]-Time Zones Preferred)
About Us
We’re [Insert Company Name], a fast-growing team helping [target audience] solve [specific problem] with our [product/service]. We believe great sales start with trust, and we’re looking for a Sales Executive who shares that mindset.
What You’ll Be Doing
- Manage the full sales cycle: outreach, discovery, demo, close
- Build strong relationships and uncover real business needs
- Help shape our sales process as we scale
- Work closely with product and marketing to improve the customer journey
What We’re Looking For
- 2+ years B2B sales experience (SaaS a plus)
- Strong communication skills—especially listening
- Comfortable working independently in a fast-moving team
- Driven, coachable, and genuinely curious
Perks & Benefits
- Remote-first with flexible working hours
- Competitive base + uncapped commission
- Monthly wellness stipend + paid learning budget
- Health, dental, vision insurance
- 15 vacation days + 5 flex days + holidays off
- Supportive, growth-focused team culture
How to Apply
We use WorkScreen.io to evaluate candidates based on real skills—not just résumés. Apply here: [Insert WorkScreen link]
We review every application and respond to all applicants. No black hole here.
✅ Option 2: Traditional Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Sales Executive
📍 Location: Remote ([Location]-Time Zones Preferred)
🕒 Job Type: Full-Time
💰 Compensation: $XX–$XX base + performance-based commission
Job Brief
We’re looking for a skilled Sales Executive to join our growing team. You’ll manage the full sales process—from prospecting to closing—while helping refine and scale our outbound strategy.
Responsibilities
- Identify and pursue new business opportunities
- Build and manage your pipeline through CRM tools
- Conduct product demos and present tailored solutions
- Meet or exceed monthly sales targets
- Provide feedback on market trends and customer needs
Requirements
- Proven experience in B2B sales (minimum 2 years)
- Excellent communication and presentation skills
- Familiarity with CRMs like HubSpot or Salesforce
- Self-driven, organized, and adaptable to change
Benefits
- Remote flexibility + home office stipend
- Full health coverage (medical, dental, vision)
- Generous PTO and wellness days
- Career development and training budget
- Quarterly performance bonuses
How to Apply
Click here to apply through WorkScreen.io: [Insert WorkScreen link]
We use a short, skills-based evaluation to help make the process fair and efficient.
Let WorkScreen Handle the Next Step
Writing a great job post is just the beginning.
The real challenge? Figuring out who can actually do the job.
That’s where WorkScreen comes in.
✅ Here’s how WorkScreen helps you hire smarter:
● Quickly identify your most promising candidates
Once your job post goes live, WorkScreen automatically evaluates, scores, and ranks applicants based on real performance—not just résumés.
No more guesswork. Just a clear, visual leaderboard of who’s most likely to succeed in the role.
● Easily send one-click skill assessments
Whether you’re hiring for entry-level or experienced sales roles, you can send custom skill evaluations that simulate real job tasks.
It’s fast, fair, and way more predictive than gut feeling.
● Eliminate low-effort and AI-generated applications
WorkScreen filters out applicants who apply everywhere, use AI to write answers, or simply don’t engage.
That means you spend your time reviewing real, high-quality candidates who care about the role—and are ready to show it.
🎯 Bottom line:
If you’re tired of hiring based on résumés—and hoping it works out—WorkScreen gives you the signal you’ve been missing.
It’s how smart companies hire better, faster, and more confidently.
👉 Post your job with WorkScreen today
Write a job post that reflects your company. Share the link. And let WorkScreen handle the heavy lifting—from evaluation to ranking.
Sales Executive Job Description - Frequently Asked Questions
When hiring a Sales Executive, the most valuable skills go beyond just charisma and closing ability. Here’s what to prioritize:
- Active listening – Great salespeople understand before they pitch.
- Emotional intelligence – They know how to read the room and adapt to different buyer personalities.
- Resilience – Rejection is part of the game. The best reps bounce back fast.
- Consultative selling – They don’t just sell—they solve real problems.
- CRM proficiency – Tools like HubSpot or Salesforce are their daily environment.
- Goal orientation – A strong inner drive to meet or exceed targets.
- Follow-through – No dropped balls. Great reps close loops and keep promises.
For senior-level roles, also look for:
- Pipeline management
- Forecasting accuracy
- Team collaboration and feedback loops
- Data-driven decision making
Core sales engineer skills include:
- Strong verbal communication and storytelling
- Understanding of technical systems, APIs, and integrations
- Active listening and consultative sales techniques
- Demo preparation and product customization
- Problem-solving and objection handling
- Cross-functional collaboration (with sales, product, and engineering)
Soft skills like curiosity, empathy, and adaptability are also critical—especially in fast-moving environments like SaaS or startups.
In the U.S., the average base salary for a Sales Executive is typically between $60,000–$80,000, with total compensation (including commission or bonuses) ranging from $90,000–$120,000+ depending on:
- Industry (e.g., tech and SaaS often pay higher)
- Experience level
- Location (remote roles sometimes offer location-adjusted pay)
- Company size and structure
In entry-level or local service industries, base salaries can range from $40,000–$55,000, with commissions or bonuses making up a significant part of the package.
Always include a range in your job post to build trust and filter for serious applicants.
Not necessarily. While some companies still list a bachelor’s degree as a preferred qualification, many modern sales teams (especially in startups or SaaS) prioritize skills, mindset, and experience over formal education.
If the candidate can sell, communicate clearly, manage a pipeline, and close deals—they’re valuable, degree or not.
A Sales Executive typically handles the full sales cycle—from lead generation or inbound follow-up to closing the deal.
An SDR or BDR (Business Development Rep), on the other hand, focuses more on top-of-funnel outreach, qualifying leads, and setting up meetings for someone else to close.
If you need someone who can own the full process, go with a Sales Executive. If you’re scaling and want to specialize your sales funnel, you might hire both.
The best way is to simulate the job:
- Ask them to pitch your product (with some prep time).
- Give them a mock objection-handling scenario.
- Use WorkScreen.io to assess their ability to communicate, problem-solve, and think on their feet.
These exercises are far more predictive than a résumé or casual interview chat.
