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If you’ve Googled “Sales Manager job description,” you’ve probably seen the same lifeless format everywhere:
Responsibilities.
Requirements.
Bullet points.
Apply now.
But here’s the problem: most of those job descriptions don’t actually help you attract a great Sales Manager. They just check boxes.
And the truth is—top-performing sales leaders don’t apply to vague, outdated posts. They’re selective. They want to know:
- What makes your company worth joining?
- What’s the actual challenge they’ll be solving?
- Who will they be leading, and how will success be measured?
But most job descriptions? They don’t tell a story. They don’t sell the role. And they definitely don’t connect with the kind of candidates you actually want.
So in this guide, we’re doing it differently.
We’ll show you:
- What a Sales Manager actually does (in plain English)
- Two real-world job description templates (for experienced and entry-level hires)
- A full breakdown of what makes those posts effective
- A bad job description example—and why it fails
- Bonus tips to make your post stand out
- Smart ways to use AI without losing authenticity
- A copy-paste template you can edit in minutes
- And how to screen top candidates automatically with WorkScreen.io
Before we get into examples, if you haven’t already, 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 walks through everything you need to know—from structure to tone to candidate psychology.
Ready? Let’s break down what a Sales Manager actually does (beyond the buzzwords).
Build a winning team—without the hiring headache.
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What the Sales Manager Role Actually Is About
A Sales Manager isn’t just someone who hits revenue targets or runs pipeline reports.
They’re the person responsible for leading your sales team, motivating reps, removing roadblocks, and making sure the right systems and strategies are in place to close deals consistently.
They set the pace for the team—and they usually make or break your growth goals.
Think of them as a coach, strategist, and operator rolled into one:
- They build and manage the sales process.
- They hire, train, and support the team.
- They analyze data, forecast results, and report progress.
- And most importantly, they create an environment where deals get done.
In fast-growing companies, a good Sales Manager doesn’t just keep things running—they build the foundation for scalable, predictable growth.
That’s why hiring the right one is critical.
Two Great Sales Manager 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.
✅ Option 1 — Job Description For Experienced Sales Manager
📌 Job Title: Sales Manager – B2B SaaS | Growth-Focused | Remote-Friendly
💼 Type: Full-Time | Remote or Hybrid (HQ: Austin, TX)
💰 Salary: $75k–$95k base + performance bonuses + equity
🎥 A Quick Word From Our Head of Sales
(1-min Loom video on why this role matters — watch here → [Video Link])
👋 Who We Are — Flowstack
Flowstack is a venture-backed SaaS platform that helps 1,200+ SMBs automate their workflows without drowning in spreadsheets. In the last 12 months we tripled ARR, landed a Top 50 ProductHunt launch, and won G2’s “High Performer” badge. Next stop: scaling new verticals and doubling revenue again — and that’s where you come in.
🌀 About Our Culture
We run on five words: “Data-Driven, No Ego, Ship Fast.”
- Weekly demo days > endless meetings.
- Radical candor, kind feedback.
- We celebrate wins together and own misses together.
If you thrive on autonomy, transparency, and high-trust collaboration, you’ll feel right at home.
🧠 What You’ll Be Doing
- Lead & coach a squad of 4–6 SDRs/AEs.
- Refine playbooks, call scripts, and deal stages in HubSpot.
- Own pipeline health, forecast accuracy, and target attainment.
- Partner with Product & Marketing on GTM experiments.
- Hire and onboard reps as we expand into two new verticals this year.
✅ What We’re Looking For
- 2+ years in B2B SaaS sales leadership (quota-carrying).
- Track record of building or scaling a repeatable sales process.
- Comfort with CRM analytics, dashboards, and data-driven coaching.
- High EQ — you manage people, not spreadsheets.
- Bonus: you’ve led a team through Series A→B hyper-growth.
🚀 Why This Role Is a Great Fit
You won’t inherit a clunky legacy org; you’ll build the engine that powers our next revenue jump. If you love designing systems, coaching hungry reps, and owning outcomes, this is your canvas.
🎁 Perks & Benefits
- 4-Day Workweek Pilot (Fridays off, same pay).
- Equity at a high-trajectory startup.
- $1,500 annual learning budget.
- Full medical, dental, vision + 401(k) match.
- Quarterly team retreats (last one: hiking in Moab).
📥 How to Apply
We hire for skill, not keyword-stuffed résumés. Apply via WorkScreen.io: [Flowstack Sales Manager Application Link].
Every applicant gets a reply within seven days — promise.
✅ Option 2 — Job Description for Sales Manager-in-Training (Entry-Level Leadership Track)
📌 Job Title: Sales Manager-in-Training – Leadership Track
💼 Type: Full-Time | On-Site (Chicago, IL)
💰 Salary: $60k–$70k base + bonuses | Fast-track promotion
🎥 Meet the CEO (90-sec video)
Why we’re betting on home-grown leaders — watch here → [Video Link]
👋 Who We Are — BrightPath Health Tech
BrightPath builds patient-messaging software used by 600+ clinics to cut no-shows by 30%. Founded by a former nurse and an MIT engineer, we blend frontline empathy with tech smarts. We’ve just secured a $5 million seed round to scale sales and customer success nationwide.
🌀 About Our Culture
- Mission-First: We measure success by patient outcomes.
- Earned Trust: We give big responsibility early — and back it with mentorship.
- Coachability: Everyone has a growth plan; feedback is a gift, not a threat.
- Team Wins: Individual commissions, shared bonuses when clinics hit adoption milestones.
📚 What You’ll Do
- Master our consultative sales playbook (first 90 days).
- Shadow VP Sales during discovery calls and demos.
- Run daily stand-ups; track KPIs for six SDRs.
- Coach junior reps on objection handling & pipeline hygiene.
- Step into full team leadership within 6–9 months.
🔎 Who We’re Looking For
- 1–2 years closing or SDR experience (any industry).
- Curious, data-literate, and resilient under pressure.
- Proven habit builder: you track goals and iterate.
- Ready to relocate/commute to our Chicago HQ.
- Management experience not required — we’ll train you.
🚀 Why This Role Is a Great Fit
You’ll learn sales leadership side-by-side with execs, get hands-on ownership fast, and graduate into a full Sales Manager role — without waiting years for a promotion ladder to open.
🎁 Perks & Benefits
- Structured 12-month leadership mentorship program.
- Health, dental, vision + mental-health stipend.
- $500 annual education credit.
- 15 PTO days + two fully paid volunteer days.
- Monthly team lunches & quarterly off-sites (next up: Indie-Hack Day).
📥 How to Apply
We use WorkScreen.io to keep hiring fair and skill-focused.
Apply here → [BrightPath Sales Manager-in-Training Application Link].
We review every application and respond within one week.
Hiring doesn’t have to be hard.
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.
Breakdown of Why These Sales Manager Job Posts Work
Let’s unpack why these two Sales Manager job descriptions work so well—especially compared to the generic, lifeless posts we see all over the internet.
✅ 1. The Job Titles Are Clear, Specific, and Targeted
Instead of vague labels like “Sales Manager,” the titles are purposeful and informative:
- “Sales Manager – B2B SaaS | Growth-Focused | Remote-Friendly”
- “Sales Manager-in-Training – Leadership Track”
These titles immediately communicate the type of role, the stage of the company, and the growth opportunity. This not only grabs attention—it filters in the right candidates and filters out the wrong ones.
✅ 2. There’s a Human Intro — Not Just a Company Blurb
Most job posts kick off with a dry “About Us” paragraph. But these start with short, engaging videos and a founder-led or team-led intro that explains why this hire matters now.
This creates:
- A sense of urgency
- A connection to the team
- A reason to care about the opportunity
Top candidates want to feel like they’re stepping into a story—not just a task list.
✅ 3. The Company Culture Isn’t Claimed — It’s Shown
Rather than saying “we value teamwork,” these posts describe behaviors and values that demonstrate culture in action:
- “We run on five words: Data-Driven, No Ego, Ship Fast.”
- “We give big responsibility early — and back it with mentorship.”
It helps candidates visualize the environment they’d be joining—especially those who care deeply about alignment, not just pay.
✅ 4. The Responsibilities Show Ownership and Impact
Instead of a bland bullet list like “Manage a sales team,” these posts frame responsibilities as outcomes:
- “Refine playbooks, call scripts, and deal stages in HubSpot.”
- “Step into full team leadership within 6–9 months.”
This shows why the work matters—not just what they’ll do. That’s what ambitious candidates want to see.
✅ 5. The Requirements Are Confident—Not Rigid
Both job posts communicate clear expectations, but leave room for high-potential candidates to apply:
- “Management experience not required—we’ll train you.”
- “Bonus: You’ve led a team through Series A→B hyper-growth.”
This encourages strong candidates from unconventional backgrounds to step forward—especially in leadership-track roles.
✅ 6. There’s a Clear, Motivating “Why This Role Is a Great Fit” Section
This part is often missing from job posts—and it’s one of the most important.
In both templates, it answers the unspoken question every top candidate has:
“Why should I choose you?”
The answers?
- “You’ll build the engine that powers our next revenue jump.”
- “You’ll learn side-by-side with execs and step into a real leadership role fast.”
It frames the opportunity as a growth path—not just a job.
✅ 7. The Perks & Benefits Are Tangible and Specific
No vague mentions of “competitive salary and benefits.” These posts give candidates real details they can value:
- 4-day workweek
- Equity options
- Paid volunteer days
- Education stipends
- Mental health support
Transparency here builds trust—and serious candidates appreciate it.
✅ 8. The Application Process Is Respectful and Modern
Instead of saying “only shortlisted candidates will be contacted,” these posts show care for the applicant experience:
- “Every applicant gets a reply within seven days—promise.”
- “We use WorkScreen.io to evaluate real skills, not just résumés.”
This tells candidates: you matter to us—and that alone sets your job post apart from 90% of the market.
Example of a Bad Sales Manager Job Description (And Why it Fails)
❌ Job Title: Sales Manager
Company: GlobalEdge Systems
Location: New York, NY
Job Type: Full-Time
Deadline: July 15, 2025
Job Summary
GlobalEdge Systems is looking to hire a Sales Manager to oversee day-to-day sales operations. The candidate will be responsible for managing a team, setting targets, and ensuring performance goals are met.
Responsibilities
- Supervise sales team activities
- Set and monitor sales targets
- Prepare reports for senior management
- Collaborate with other departments
- Conduct performance evaluations
Requirements
- Bachelor’s degree in Business, Marketing, or related field
- Minimum 5 years of sales experience
- Strong communication and interpersonal skills
- Experience using CRM software
- Proven track record of meeting targets
How to Apply
Interested candidates should send their résumé and cover letter to careers@globaledgesystems.com by July 15, 2025. Only shortlisted candidates will be contacted.
🚫 Why This Job Post Falls Short
1. The Job Title Is Vague and Generic
“Sales Manager” tells us nothing about:
- The industry (SaaS? Retail? Healthcare?)
- The level of seniority (Mid-level? Director track?)
- The opportunity (Are they leading change or keeping status quo?)
It lacks focus—and will likely attract mismatched applicants.
2. The Introduction Is Cold and Uninspiring
There’s no mention of:
- What the company actually does
- Why they’re hiring now
- How this role fits into the bigger picture
It feels like a formality, not a compelling opportunity.
3. The Responsibilities Are Generic and Vague
The bullet points could apply to any company, in any industry, at any stage. There’s no context, impact, or specificity.
Compare this:
“Supervise sales team activities”
To this (from the good example):
“Lead & coach a squad of 4–6 SDRs/AEs. Refine playbooks, scripts, and CRM processes.”
One sounds like a real job. The other reads like a copy-paste.
4. The Requirements Feel Stale and Exclusionary
“Minimum 5 years” and “Bachelor’s degree required” are lazy filters. They don’t reflect actual success traits—and may exclude high-potential candidates unfairly.
There’s no flexibility, no encouragement, and no explanation of why these requirements matter.
5. No Mention of Culture, Team, or Mission
There’s zero insight into:
- What the team is like
- What the company stands for
- What it’s like to work there
That’s a massive red flag for thoughtful candidates who care about where they work.
6. No Salary or Benefits Information
In today’s hiring market, this comes off as either out-of-touch or intentionally vague. Omission hurts trust—and usually deters serious candidates.
7. The Application Process Feels Dismissive
Saying “Only shortlisted candidates will be contacted” is:
- Cold
- Outdated
- A missed opportunity to build trust
It gives applicants zero visibility into what happens next or what to expect.
8. There’s No Human Voice or Personality
Everything is written in flat, corporate jargon. There’s no sense of who wrote this, who the candidate would work with, or why it’s an exciting time to join.
It’s forgettable—and that’s the worst thing a job post can be.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve written a clear, honest, and engaging job description—there are a few extra steps you can take to make your post feel more human, more trustworthy, and more compelling.
These aren’t gimmicks. They’re small upgrades that top candidates notice and appreciate.
🔒 1. Add an “IMPORTANT NOTICE” for Privacy & Security
Online scams have made applicants cautious. Adding a short privacy notice at the bottom of your post builds trust and reassures candidates that you run a legitimate, transparent process.
Example:
🛑 IMPORTANT NOTICE: We take your privacy seriously. We will never ask for payment, bank details, or personal financial information during any part of our hiring process. If you receive a suspicious message claiming to be from our team, please report it to us directly.
🧘 2. Mention Time Off or Flex Days
If your company values work-life balance, say so upfront. Too many job descriptions focus only on work expectations and forget that rest and recovery matter to candidates.
Example:
“Enjoy up to 24 flex days per year so you can recharge and return stronger.”
Even better? Mention if you offer company-wide breaks (e.g., “We take a full week off in December to rest before the new year.”)
📈 3. Highlight Training & Growth Opportunities
Growth-minded candidates want to know they’ll develop. If you invest in your people, call that out clearly in your post—not just during the interview.
Example:
“You’ll get access to structured training, on-the-job mentorship, and a $1,000 annual learning budget. We promote from within and invest in your long-term success.”
🎥 4. Add a Loom or YouTube Video from the Hiring Manager
Nothing builds trust like seeing and hearing from the person you might work for. A short video makes the post more memorable and adds a human face to your company.
What to include in a quick video:
- A 60-second overview of the role
- Why this hire matters
- What success looks like
- A warm welcome to apply
Example placement:
🎥 “Here’s a quick video from our VP of Sales on why this role is so important to our growth this year.”
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. Personalize the Call-to-Action
Instead of ending your post with a cold “Apply here,” speak directly to the kind of person you want to attract.
Example:
“If you’re someone who loves building systems, coaching others, and closing deals that matter—you’ll thrive here. Apply below. We can’t wait to meet you.”
🧠 Pro Tip: Use These Power-Ups Sparingly
You don’t need to include all of these in every job post—but 2–3 well-placed upgrades can dramatically improve how your opportunity is perceived.
Should You Use AI to Write Job Posts?
Lately, every hiring platform is shouting about one-click AI-generated job descriptions.
And sure—it sounds convenient. But here’s the truth:
⚠️ Relying on AI Alone Is a Mistake
If you’re using tools like ChatGPT, Manatal, or Workable’s auto-post generator to instantly create job posts without any inputs or context, here’s what usually happens:
- You get a generic job post that sounds like everyone else’s.
- It attracts the wrong candidates—people applying to anything.
- It hurts your employer brand by sounding cold, corporate, or vague.
- Worst of all: It repels the talent you actually want.
Your job post is often the first impression a top candidate gets of your company.
Why mess that up with something generic, soulless, and clearly auto-generated?
✅ So, What’s the Right Way to Use AI?
AI is a powerful assistant, not a replacement for real context.
Here’s how to use it well—without sounding robotic.
✅ Step 1: Come Prepared With the Right Inputs
Before prompting AI, gather these raw materials:
- What your company actually does
- What the role entails (real tasks, not placeholders)
- What your team culture looks like
- Why someone should care about this job
- What kind of person you want to attract
- Your salary range, perks, and hiring process
✅ Step 2: Prompt AI With Clarity
Here’s an example of a great prompt:
“Help me write a job post for our company, BrightPath Health Tech.
We’re hiring a Sales Manager-in-Training to help coach SDRs, manage pipeline metrics, and step into leadership.
Our company culture is mission-first, mentorship-heavy, and inclusive.
We’re looking for someone who is coachable, resilient, and people-smart.
Salary: $60–70K + bonus.
Benefits: training, health insurance, paid volunteer days.
Hiring process: skills test via WorkScreen.io, then interviews.
Here are a few notes I’ve written to get you started:
- This role is perfect for someone ready to grow into leadership.
- You’ll work directly with the VP of Sales.
- We don’t care about past titles—we care about potential.
Please write a job post that sounds friendly, clear, and inspiring—but still structured.”
This prompt gives AI clear direction, real data, and your desired tone—so the output will actually reflect your company and attract the right kind of person.
✅ Step 3: Use AI to Polish, Not Replace
Once you have a human-written draft, AI can help with:
- Improving clarity and structure
- Catching typos
- Tightening up long-winded sections
- Suggesting stronger word choices
But the soul of your post—the story, the tone, the purpose—should come from you.
💡 Final Thought on AI
AI should help you hire better—not faster and sloppier.
If your job post doesn’t feel like it reflects your company’s voice and values, don’t hit publish yet.
You wouldn’t send a generic pitch to your top customer—so don’t send one to your next great hire either.
Smart Hiring Starts Here
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Versions for Quick Use
We get it—sometimes you don’t have time to write a job post from scratch.
Maybe you’ve already read this guide and understand what makes a great job post. You just need a solid starting point you can copy, paste, and tweak to fit your company.
That’s 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, Culture-First Template
📌 Job Title: Sales Manager – Growth-Focused Team Leader
💼 Type: Full-Time | [Remote or In-Office – You Choose]
📍 Location: [City, State or Remote]
💰 Salary: [$70,000–$90,000 base + bonuses]
🎥 A quick welcome from our [Hiring Manager or CEO] → [Insert Loom or YouTube Link]
👋 Who We Are
We’re [Company Name], a growing [industry] company helping [target audience] solve [core challenge or pain point]. We’re not a big corporation with layers of red tape—we’re a nimble, mission-driven team building something meaningful.
We’re looking for a Sales Manager who wants to make an impact, lead a team, and scale what works. If you love coaching reps, refining systems, and closing deals with purpose—this might be your role.
🌀 Our Culture
We run on ownership, curiosity, and speed. You won’t find office politics or micromanagement here—just a team that cares deeply about doing great work and helping each other grow.
We give feedback fast. We celebrate wins. And we expect everyone—from interns to founders—to raise the bar.
🧠 What You’ll Be Doing
- Lead and coach a small team of sales reps
- Build or refine playbooks, CRM systems, and reporting flows
- Monitor pipeline performance and forecast sales accurately
- Collaborate with product and marketing on GTM strategy
- Hire and onboard as the team grows
✅ What We’re Looking For
- 2+ years in a B2B sales leadership role
- Track record of building or improving sales systems
- Confident leading pipeline reviews, 1:1s, and team coaching
- High EQ with strong communication and feedback skills
- Bonus: experience in a startup or fast-moving environment
🚀 Why This Role Is a Great Fit
This is a rare chance to step into a high-ownership, high-impact role at a company that’s scaling quickly.
You won’t inherit a messy org—you’ll shape the future of our sales function.
If you’re motivated by results, team growth, and building a system that works—you’ll love it here.
🎁 Perks & Benefits
- [Health, dental, and vision insurance]
- [Learning & development budget or stipend]
- [Flexible PTO or company-wide breaks]
- [Equity, bonuses, or team offsites]
- [Any additional perks: wellness, remote gear, parental leave, etc.]
📥 How to Apply
We use WorkScreen.io to run a fair and skill-based hiring process.
Click the link below to start your application:
👉 [Insert WorkScreen application link]
We review every application—and you’ll hear back from us within 7 days.
✅ Option 2: Structured Template (Job Brief + Responsibilities + Requirements)
📌 Job Title: Sales Manager
💼 Job Type: [Full-Time]
📍 Location: [Remote / City, State]
💰 Salary: [$XX,000–$XX,000 base + bonus or commission]
🎥 A quick message from your future team → [Insert Loom or YouTube Link]
About [Company Name]
[Company Name] is a [industry/mission] company dedicated to helping [who you serve]. We’re growing fast and looking for a Sales Manager to lead our sales team, improve process efficiency, and help us reach our next growth milestone.
Our Culture
At [Company Name], we believe in transparency, accountability, and speed.
We’re a lean team that moves fast, communicates openly, and cares deeply about both results and the people behind them. If you’re looking for a supportive team that gives you ownership—you’ll thrive here.
Key Responsibilities
- Lead day-to-day sales team operations
- Set goals, monitor metrics, and coach team members
- Develop and improve sales workflows, playbooks, and tools
- Forecast pipeline and report on performance to leadership
- Support recruitment and onboarding for new reps
Required Qualifications
- 2+ years experience in sales management or team leadership
- Experience using CRM platforms (e.g. HubSpot, Salesforce)
- Strong communication and problem-solving skills
- Able to coach, motivate, and hold a team accountable
Preferred Qualifications
- Experience in [industry] or startup environments
- Familiarity with data-driven sales leadership
- Ability to manage remote or hybrid teams
Perks & Benefits
- [Medical, dental, and vision insurance]
- [Annual learning budget]
- [Paid time off, sick days, holidays]
- [Team retreats or remote work support]
How to Apply
We use WorkScreen.io to evaluate applicants based on real-world skills—not just resumes.
Apply here → [Insert WorkScreen application link]
We respect your time and promise to reply to every applicant within 7 days.
Let WorkScreen Handle the Next Step
If you’ve made it this far, chances are you care about attracting the right people—not just filling a role.
You’ve taken the time to write a great job post. One that’s clear, human, and actually worth applying to.
Now it’s time to protect that effort—and make sure you’re spending your time on the best-fit applicants, not the fastest clickers.
That’s where WorkScreen.io comes in.
🎯 WorkScreen Helps You:
1. Quickly identify your top candidates
WorkScreen automatically scores and ranks applicants based on real performance—not keyword-stuffed résumés or polished AI-generated cover letters.
It uses a short evaluation process to surface the people who can actually do the job—so you can stop guessing and start hiring with confidence.
2. Test for real-world skills before the interview
Need to know if a sales candidate can handle objections? Communicate clearly? Think on their feet?
WorkScreen lets you assess those skills early, with built-in scenarios and customizable role-based questions—before you spend hours on interviews.
3. Eliminate low-effort, low-intent applicants
Tired of spammy “one-click” applications? WorkScreen automatically filters out candidates who:
- Copy-paste generic answers
- Use AI tools to fake experience
- Don’t complete the evaluation at all
You’re left with serious, thoughtful applicants who are actually interested in your company—and capable of doing the work.
📌 Bottom line:
WorkScreen helps you hire smarter, faster, and more confidently—without drowning in resumes.
Create your job post today, share your WorkScreen link across platforms, and start hiring the right way.
Sales Manager Job Description - Frequently Asked Questions
A great Sales Manager needs more than just a strong sales record. Here’s what to look for:
- Coaching ability – Can they grow others, not just sell themselves?
- Process thinking – Can they build or improve systems that make the whole team better?
- Emotional intelligence (EQ) – Are they good at reading people, resolving conflict, and giving feedback?
- Data fluency – Do they understand key sales metrics and how to use them to guide decisions?
- Cross-functional communication – Can they align with marketing, product, and leadership teams?
- Accountability mindset – Do they take ownership for team results, not just their personal quota?
If you’re hiring a first-time Sales Manager, look for evidence of informal leadership—someone who already mentors peers, initiates improvements, or raises standards on their current team.
As of 2025, the average base salary for a Sales Manager in the United States is around $85,000–$110,000 per year, depending on experience, location, and industry.
- In high-growth industries like SaaS or tech startups, total compensation can range from $100,000 to $160,000+, with commissions, bonuses, and equity.
- Entry-level or leadership-track Sales Managers may start around $60,000–$75,000, with strong growth potential.
Remote roles sometimes offer salary adjustments based on region, while others maintain standardized pay regardless of location.
While the titles can vary between companies, here’s a simple breakdown:
Role | Focus | Scope |
Sales Manager | Day-to-day team performance, coaching, execution | Manages a specific team or territory |
Sales Director | Strategic planning, department growth, cross-functional alignment | Oversees multiple teams or entire sales org |
If you’re hiring your first sales leader at a startup, you may want a hybrid profile: someone with Sales Manager execution skills but Director-level thinking.
It depends on your team maturity and growth phase.
- Hire internally if you have a high-performing rep who shows leadership potential, understands your customers, and is ready for more responsibility.
- Hire externally if you need someone who’s built systems before, can level up your sales process, or bring experience from a similar stage of growth.
Pro Tip: If you’re unsure, platforms like WorkScreen.io let you compare candidates based on real leadership ability—not just tenure.
The best way is to test for real-world ability early. Instead of relying solely on résumés or interviews, use a tool like WorkScreen.io to:
- Administer a short task (e.g., summarizing a study, cleaning a spreadsheet)
- Evaluate their attention to detail, communication, and follow-through
- Filter out applicants using AI-generated or low-effort responses
This gives you confidence that your hire can do the actual work—not just talk about it.
