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If you’ve ever Googled “Sales Lead job description,” you’ve probably seen the same thing over and over again—bullet points, corporate jargon, and a bunch of generic phrases like “must be results-oriented” or “strong communication skills required.”
Here’s the problem: none of that actually helps you hire a great Sales Lead.
Most job posts today read like HR compliance documents. But great candidates aren’t scanning for checklists—they’re looking for opportunities that excite them. They want to know what your company actually does, who they’ll be working with, and how they’ll make a real impact.
So, if your current job post feels more like a formality than a magnet for top talent, this article is for you.
We’re going to break down what a Sales Lead really does, show you examples of job descriptions that actually work, and give you a copy-paste version you can customize.
And if you want the full deep dive on how to write job descriptions that attract great candidates (and not just generic applicants), be sure 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/
Ready to write a Sales Lead job post that gets noticed—and gets results?
Let’s get into it.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
What A Sales Lead Actually Does - Their Roles
A Sales Lead is the bridge between your sales strategy and your sales team.
They’re the person who takes ownership of day-to-day sales activities—coaching reps, setting targets, tracking performance, and making sure your pipeline is moving in the right direction.
But it’s not just about closing deals.
A great Sales Lead motivates the team, identifies what’s working (and what’s not), and helps improve systems so that the entire sales process runs smoother. They’re hands-on, results-driven, and deeply invested in team performance. Think of them as part player, part coach.
So when you’re hiring for this role, don’t just look for someone who’s good at selling—look for someone who can lead others to sell better, too.
Two Great Sales Lead Job Description Templates
✅ Version 1: Job Description For Experienced Sales Leads
📌 Job Title: Sales Lead for Fast-Growing B2B SaaS Company
📍 Location: Remote (USA-Based Preferred)
💼 Type: Full-Time | Base + Commission
💰 Salary Range: $65,000–$85,000 base + performance bonuses
🎥 A quick message from our Head of Sales (Watch Video)
Who We Are
At ConvertIQ, we help small and mid-sized businesses turn more leads into sales using our AI-powered analytics platform. We’re a lean, fast-moving SaaS company backed by experienced founders—and we’re growing quickly. Now we’re looking for a Sales Lead who’s ready to take charge of our inbound and outbound sales engine.
Why This Role Matters
You won’t be joining a massive org where everything’s already built. You’ll be helping shape the playbook. This role is perfect for someone who thrives in fast-moving environments, knows how to drive pipeline, and wants a say in building a winning sales culture.
What You’ll Be Doing
- Manage a team of 3–5 SDRs and AEs
- Set daily/weekly goals and coach reps to hit them
- Track performance metrics and report on KPIs
- Own pipeline hygiene, forecasting, and CRM accuracy
- Collaborate with marketing to align on qualified lead flow
- Close deals when needed and lead by example
Who We’re Looking For
- 2+ years in a sales leadership role (SaaS preferred)
- Strong experience with HubSpot or similar CRM
- Proven record of building and leading high-performing teams
- Hands-on approach—you’re not just telling people what to do
- Great communicator, organized, and motivated by performance
Perks & Benefits
- Competitive base salary + uncapped commission
- Full health, dental, and vision coverage
- 15+ days PTO + paid holidays
- Remote-friendly team with quarterly meetups
- Ongoing training and growth support
How to Apply
We respect your time. That’s why we use WorkScreen to evaluate candidates based on real skills—not just résumés.
👉 [Apply here via WorkScreen]
🌱 Version 2: Job Description For Entry-Level / High-Potential Candidates
📌 Job Title: Entry-Level Sales Lead (We’ll Train You)
📍 Location: Hybrid – Denver, CO
💼 Type: Full-Time | Base + Commission
💰 Salary Range: $50,000–$60,000 base + bonuses
🎥 Watch this 2-minute intro from our Sales Manager
About Us
At BrightPath Solar, we help homeowners transition to clean, affordable energy through customized solar solutions. We’ve helped thousands of families reduce their bills and their carbon footprint. Now, we’re looking for a motivated team player to step into a Sales Lead role. No formal leadership experience? No problem. If you’ve got drive, we’ll help you get there.
Why This Role Is a Big Opportunity
You’ll get hands-on coaching and step into a leadership path early. We’re not just hiring you to sell—we’re hiring you to grow into a team leader. This is a rare opportunity to join a mission-driven company and build a real career.
What You’ll Be Doing
- Assist the sales manager with daily team check-ins
- Monitor team progress and help troubleshoot deals
- Support lead qualification and customer follow-up
- Shadow experienced reps and gradually take ownership of team coaching
- Work closely with marketing to align campaigns with sales strategy
Who You Are
- 1–2 years of sales or customer-facing experience (retail counts!)
- Strong communicator with a proactive mindset
- Comfortable using tools like Google Sheets and CRM systems
- Coachable, hungry to learn, and ready to take initiative
- Passionate about renewable energy is a huge plus
Perks & Benefits
- $50K–$60K base + bonuses
- On-the-job leadership training
- Paid time off and paid training
- Growth path into full Sales Manager role within 12–18 months
- Free solar panel installation for employees (after 1 year)
How to Apply
We don’t rely on résumés alone. We use WorkScreen to help you show what you’re capable of.
👉 [Apply here via WorkScreen]
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.
Why These Sales Lead Job Posts Actually Work
Let’s break down why both job descriptions (for experienced and entry-level Sales Leads) are effective and attract the right candidates:
✅ The Job Titles Are Clear, Specific, and Human
Instead of a vague label like “Sales Lead”, each title gives context:
- “Sales Lead for Fast-Growing B2B SaaS Company”
- “Entry-Level Sales Lead (We’ll Train You)”
This immediately tells the applicant who the job is for, what level of experience is expected, and what type of company they’ll join. It filters in the right people and filters out the wrong ones.
✅ The Introductions Set the Stage With Purpose
Rather than leading with a dry company overview, each intro answers:
- What does the company do?
- Who are they trying to help?
- Why does this role matter?
That kind of context instantly makes the role feel more important and meaningful. It draws in mission-driven applicants—not just job-hoppers.
✅ Salary and Perks Are Transparent
Each post includes a clear salary range, bonus structure, and real benefits.
That builds trust. It shows you’re not hiding anything and value the applicant’s time. Top candidates take this seriously—and it signals that you do too.
✅ Responsibilities Are Written With Impact
Instead of dumping a task list, the responsibilities show:
- What the candidate will actually be doing day-to-day
- How it fits into the bigger picture
- What outcomes they’ll be responsible for
This helps applicants visualize their future role and understand what success looks like.
✅ Qualifications Are Reasonable and Encouraging
Especially in the second post, the “nice-to-have, not must-have” phrasing gives high-potential candidates permission to apply.
It removes intimidation and expands your talent pool without lowering standards.
✅ The Hiring Process Feels Human
No one wants to apply into a black hole.
Both job posts explain the process clearly, mention response timelines, and point to WorkScreen as a fair, skill-based way to get noticed. That kind of transparency builds applicant confidence.
✅ Tone and Language Feel Personal
There’s no “corporate-speak” here. The writing is direct, conversational, and respectful. It feels like a person wrote it—not legal or HR.
That matters more than you think. Great candidates are more likely to engage when they feel like they’re being spoken to, not at.
Example of a Bad Sales Lead Job Description (And Why It Fails)
Job Title: Sales Lead
Company: Global Solutions Inc.
Location: New York, NY
Job Type: Full-Time
Deadline: August 30, 2025
Job Summary
Global Solutions Inc. is seeking a Sales Lead to oversee sales activities and drive business development. The ideal candidate will have strong leadership skills and experience in sales strategy.
Key Responsibilities
- Lead the sales team
- Develop and implement sales plans
- Meet monthly targets
- Manage CRM system
- Report to upper management
Qualifications
- Bachelor’s degree in Business or related field
- 3–5 years of sales experience
- Strong communication and leadership skills
- Proficient in Microsoft Office
How to Apply
Please submit your résumé and cover letter to hr@globalsolutions.com. Only shortlisted candidates will be contacted.
🚩 Why This Job Post Falls Flat
1. The Job Title Is Generic
Just saying “Sales Lead” doesn’t give candidates any useful information.
What kind of sales? What kind of team? What kind of product? This could be any company, in any industry.
2. No Hook or Context
The intro doesn’t explain what the company does or why the role matters.
There’s no mission, no vision, and no reason to care. For a role that’s all about driving growth, this post does nothing to inspire momentum.
3. Zero Transparency on Compensation
No salary range. No bonus structure. No benefits.
This feels like a one-sided request—asking candidates to sell themselves without giving them enough to evaluate the opportunity.
4. Responsibilities Are Vague and Repetitive
“Lead the team.” “Meet targets.” “Manage CRM.” These are just task fragments.
They don’t explain how success is defined, what the day-to-day looks like, or how the role fits into the company’s larger goals.
5. It’s Crammed With Corporate Buzzwords
Phrases like “strong leadership skills” or “proficient in Microsoft Office” add no real value.
They’re empty requirements that could apply to any job—and they make the post feel like filler content.
6. Cold and Dismissive Application Instructions
“Only shortlisted candidates will be contacted” is a phrase that instantly turns people off.
It signals that you don’t value the time and effort of every applicant. That hurts your brand and deters top candidates.
7. No Personality, No Culture, No Humanity
This job post reads like it was written by AI—or worse, copied from a template written in 2005.
There’s no mention of team culture, no intro video, no values, and nothing to make this opportunity feel special.
Bonus Tips to Make Your Job Post Stand Out
Sometimes it’s the little things that make a big difference.
Once you’ve nailed the essentials—clear title, strong intro, transparent salary—these extra touches can give your job post that final polish that sets it apart from 95% of what’s online today.
🔒 Tip 1: Add a Security & Privacy Notice
Candidates want to feel safe when applying. Show them you take that seriously.
Example:
“We take the security and privacy of every applicant seriously. We will never ask for payment, banking information, or personal financial details at any stage of the hiring process.”
This small notice instantly builds trust and deters scammers from spoofing your job post.
🏖️ Tip 2: Mention Leave Days or Flex Time
Top candidates value flexibility just as much as salary. If your company offers leave days, flex hours, or mental health days, include it.
Example:
“Enjoy up to 20 flex days off per year—so you can recharge and come back stronger.”
Even a small leave policy can feel like a big gesture to a burned-out job seeker.
📈 Tip 3: Highlight Training & Growth Opportunities
A great Sales Lead doesn’t want to stay stagnant. If there’s mentorship, promotion paths, or access to learning resources, say it.
Example:
“We invest in growth. You’ll get access to sales leadership training, mentorship sessions, and performance coaching to help you keep leveling up.”
This is especially helpful for ambitious candidates looking to grow into Sales Director roles.
🎥 Tip 4: Add a Video From the Hiring Manager
Don’t underestimate the power of seeing a real face.
A 1–2 minute Loom video from the hiring manager saying, “Here’s what we’re looking for, and here’s what it’s like to work with us,” builds trust fast. It adds personality and makes your post stand out.
Bonus: It also filters in applicants who connect with your tone and leadership style.
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
Should You Use AI to Write Job Descriptions?
It’s tempting.
One click, and AI can spit out a complete job description for a Sales Lead role. And sure, it sounds polished. It’s grammatically correct. It checks the boxes.
But here’s the problem:
It’s the same job description AI gave the last 20 companies who asked for the same thing.
❌ Why You Shouldn’t Rely on AI Alone
Using AI without context leads to job posts that:
- Feel generic and lifeless
- Attract the wrong kind of candidates
- Fail to communicate your company’s culture, values, and mission
And worst of all?
They make your company look like you don’t care. Your job post is often the first impression someone gets of your brand—don’t blow it by outsourcing it entirely to a robot.
✅ The Right Way to Use AI
Think of AI as a writing assistant, not a replacement for thought or strategy.
Use it to refine, not to originate.
Here’s how to prompt AI the smart way:
🧠 Step 1: Feed It the Right Context
Before asking it to write anything, tell it:
- What your company does
- Who you’re hiring and why
- What your culture is like
- What kind of traits you’re looking for
- What salary, perks, and benefits you offer
- What the application process looks like
✍️ Step 2: Use a Prompt Like This
“Help me write a job description for our company, [Company Name].
We’re hiring a [Sales Lead] to [explain the goal].
Our culture is [collaborative, fast-paced, mission-driven, etc.].
We’re looking for someone who is [motivated, coachable, strategic, etc.].
We offer [list benefits, salary range, perks, etc.].
Here’s our hiring process: [explain it briefly].
Use a warm, clear, human tone—not corporate jargon.”
Then paste in your bullet points or ideas. Let AI organize it and polish the writing.
🎯 Bonus Tip:
Point AI to a job post you like and say,
“Use this structure and tone as a reference.”
That way, you get a post that still sounds like you—just sharper and more refined.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Copy-Paste Job Description Templates for Quick Use
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Sales Lead at [Company Name]
📍 Location: [Location]
💼 Job Type: [Full-Time / Part-Time / Hybrid]
💰 Salary Range: [$XX,XXX–$XX,XXX base + performance bonuses]
🎥 A quick message from your future manager (Insert Loom or YouTube video link here)
Who We Are
We’re [Company Name], a [brief explanation of what your company does and who you serve]. Our mission is to [insert mission or vision briefly]. We’re growing fast—and we’re looking for a Sales Lead to help us build a high-performing, energized sales team.
Why This Role Is a Great Fit
You won’t be handed a rigid playbook—you’ll help write it. This is a chance to lead from the front, coach rising reps, and build real systems that drive performance. If you’re someone who loves both strategy and rolling up your sleeves, this is the kind of role where your impact will be visible (and valued) from day one.
What You’ll Be Doing
- Lead a team of SDRs and/or Account Executives
- Set daily/weekly goals and coach reps to hit them
- Track KPIs and optimize sales processes
- Collaborate with marketing to align lead gen and qualification
- Jump in on key calls or deals when needed
What We’re Looking For
- 2+ years in a sales leadership or team lead role
- Strong communicator with coaching experience
- Familiar with CRM systems like [insert preferred tool]
- Comfortable working in a fast-paced environment
- Results-driven with high EQ
Perks & Benefits
- Competitive salary + commission
- [Insert leave days, flex time, or remote perks]
- Healthcare benefits (if applicable)
- Team meetups and ongoing training opportunities
- Clear growth path into Sales Manager or Director roles
How to Apply
We use WorkScreen to give every candidate a fair, skills-based opportunity—no résumé black holes here. Click the link below to start your application.
👉 [Insert WorkScreen Link Here]
📋 Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Sales Lead
Location: [Location]
Job Type: [Job Type]
Salary Range: [$XX,XXX–$XX,XXX base + bonus]
🎥 Watch a short message from the hiring manager: [Insert Loom or YouTube Link]
Who We Are
[Company Name] is a [brief description of what your company does and who it serves]. We’re looking for a Sales Lead to oversee our day-to-day sales efforts, support team performance, and help us improve conversion across the funnel.
Job Brief
As a Sales Lead, you’ll be responsible for managing the sales team, setting performance goals, and ensuring consistent deal flow. You’ll collaborate cross-functionally and play a hands-on role in refining our sales processes.
Key Responsibilities
- Lead and mentor sales team members
- Track KPIs and report on performance
- Implement sales strategies to increase win rates
- Coordinate with marketing on lead generation
- Manage and maintain CRM accuracy
Requirements
- Experience in a sales leadership role
- Strong interpersonal and analytical skills
- Familiarity with CRM tools and performance dashboards
- Ability to coach and inspire sales talent
- [Optional: Degree or certification, if necessary]
Perks & Benefits
- Competitive base salary + performance bonuses
- Comprehensive health, dental, and vision coverage
- Paid vacation and sick leave
- Ongoing training and development opportunities
- Remote flexibility or hybrid work model (if applicable)
How to Apply
We use WorkScreen to evaluate candidates based on skills, not just résumés. You’ll complete a short, role-relevant assessment so we can get to know your strengths and decision-making style.
👉 [Insert WorkScreen Link]
Let WorkScreen Handle the Next Step of Hiring
Once your job post starts attracting strong candidates, the next challenge is figuring out who’s actually qualified—and who just knows how to write a good résumé.
That’s where WorkScreen comes in.
WorkScreen helps you:
🧠 Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🛠️ Easily administer one-click skill tests
With WorkScreen, you can 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 applicants (including AI-generated ones)
WorkScreen automatically eliminates low-effort applicants 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.
If you’re tired of hiring based on gut instinct—or worse, sifting through endless résumés that all sound the same—WorkScreen makes it easy to run a smarter, faster, and more objective hiring process.
FAQ
A Sales Manager typically oversees the entire sales department—setting strategy, allocating budgets, hiring new reps, and working with senior leadership on big-picture goals. A Sales Lead, on the other hand, is more of a player-coach. They’re often responsible for driving sales results while also mentoring and managing a small team.
In short:
- Sales Manager = Strategic oversight
- Sales Lead = Hands-on execution + team leadership
Many Sales Leads grow into Sales Manager roles as they gain more experience and responsibility.
When hiring a Sales Lead, prioritize:
- Leadership ability – Can they motivate, coach, and support others?
- Sales expertise – Do they understand how to close deals and improve conversion?
- Data fluency – Can they analyze KPIs and make informed decisions?
- Communication – Are they clear, persuasive, and trustworthy?
- Process thinking – Can they improve and systematize how the team works?
Bonus: Look for emotional intelligence—they’ll need to support reps through wins and setbacks.
As of 2025, the average base salary for a Sales Lead in the U.S. typically ranges from $60,000 to $85,000, with commissions or performance bonuses pushing total compensation well above $100K in some industries (especially SaaS and B2B services).
Location, company size, and team scope all influence this range.
They’re similar, but not always the same.
A Team Lead may focus solely on people—managing schedules, resolving issues, or supporting performance. A Sales Lead usually has revenue targets of their own and supports the team. Think of a Sales Lead as someone still selling while helping others sell better.
