Sales Job Description Generator
Generate a sales rep job description that attracts closers, not tire-kickers. Built for roofing, solar, HVAC, and home improvement companies hiring field reps.
Built by Tim Nussbeck — 20 years in home improvement sales, 1,000+ reps trained, founder of GhostRep
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Built by Tim Nussbeck
Founder of GhostRep · 20+ years in home improvement sales · Trained 1,000+ reps
Every tool on this page is based on real field experience, not AI-generated templates.
What Is a Sales Job Description Generator?
Your job description is the first impression your company makes on a potential rep — and most of them are terrible. Generic HR-speak, vague pay info, and a wall of requirements nobody reads. A good job description reads like a pitch: here is what you will earn, here is what you will do, here is why this company is worth your time. According to Indeed's hiring research, job posts with specific compensation details get significantly more qualified applicants.
Whether you're hiring roofers, solar reps, HVAC techs, or window salespeople, your job description is competing against every other posting in your market. Peak season is when everyone hires at once. Weak descriptions get buried. A description that leads with a real OTE number, names the exact type of rep you want, and speaks to the lifestyle of field sales — not corporate office work — is what separates your post from the pile.
This generator builds a job post tailored to your pay structure and rep type. For companies that want to go beyond job postings, GhostRep AI Recruiter screens candidates 24/7 with AI-powered voice interviews — 87% accuracy at predicting rep success.
Common Mistakes to Avoid
| What Most Reps Do | What Works Better |
|---|---|
| Listing "competitive compensation" instead of real numbers | State the realistic first-year OTE and commission structure. Reps skip vague posts — a real range gets 3x more qualified applicants. |
| Writing it like a corporate HR template | Use direct, field-sales language. "Door-to-door canvassing after storms" beats "generate new business opportunities." |
| One generic description for all rep types | Storm reps, retail reps, setters, and closers need different descriptions. A setter job post that reads like a closer post attracts the wrong candidates. |
| Burying perks at the bottom | Company truck, provided leads, weekly pay — lead with these. They're often the deciding factor between your post and the one next to it. |
How to Use This Tool
Enter your company name and market
This tells candidates where they will be working and establishes local credibility. A rep choosing between two identical offers will pick the company that feels local and real. If you skip the city, you lose candidates who are qualifying you as fast as you are qualifying them.
Select your pay structure
Commission-only and base-plus-commission attract fundamentally different candidates. A rep who wants a base salary and a rep who only wants uncapped commission are not interchangeable. Be honest here — misrepresenting pay is the fastest way to lose a rep in week one and damage your reputation in a market where reps talk.
Choose the rep type
Storm insurance reps, retail reps, setters, and closers all have different skill sets and expect different job descriptions. Targeting your description to the right type filters out bad fits before the first call and signals to strong candidates that you know exactly who you are looking for.
Add your top perks
Company truck, provided leads, or weekly pay can be the deciding factor for a rep choosing between two offers. If you have it, say it — and say it early. Burying perks at the bottom of a job post is the same as not mentioning them.
Generate and post
Copy the output directly into Indeed, ZipRecruiter, Facebook Jobs, or your own careers page. Before posting, update the specific compensation numbers to match your actual plan — the generator uses realistic ranges, but your real numbers will always outperform a placeholder.
What Makes a Good Job Description
Honest pay information. State the realistic first-year OTE and the commission structure clearly. Reps talk to each other — vague pay promises kill your reputation in a market fast. "Competitive compensation" means nothing to a rep deciding between your post and the one next to it that lists a real number.
Specific daily activities. Tell candidates exactly what they will be doing. "Door-to-door canvassing after hail events" is better than "generate new business opportunities." Specificity attracts people who know what they are signing up for and filters out candidates who would quit by week two when the reality hits.
A clear path to income. Top reps want to know when they get paid and what a solid week looks like in dollars. Include a deal count or revenue example — "reps who close 3 jobs a week earn $8,000–$12,000 a month" — so candidates can visualize their own earnings before they even apply.
Culture in plain language. Skip the mission statement. Say what your team is actually like — competitive, tight-knit, field-first, high-energy — and let the right people self-select in. Candidates who thrive in your environment will recognize it. Candidates who would not will move on, which saves you an interview.
Pro Tip
Post to Indeed AND Facebook Jobs — they produce the highest volume of qualified applicants for field sales roles. For referral-quality candidates, post in industry-specific Facebook groups. Track which source produces actual hires, not just applicants. Read more in our Always Be Recruiting guide.
Frequently Asked Questions
what should I include for pay on a sales job description?
List your commission percentage or per-job rate, plus a realistic first-year OTE based on what your average rep actually earns — not your best rep. If you offer a base or draw, include the specific dollar amount. Reps skip posts that say "competitive" or "DOE" because those phrases mean the company is either embarrassed by the number or does not know it. A real range, even a conservative one, produces more qualified applicants than a vague promise.
should I require industry experience in a sales job description?
For storm and insurance sales, prior roofing experience is helpful but not required. The best reps often come from pest control, solar, or home security — industries where rejection tolerance and field discipline are already built in. For retail roofing, construction and product knowledge matters more. State clearly what is required versus preferred so you do not filter out strong candidates from adjacent industries who would outperform roofing-experienced reps who have picked up bad habits.
how long should a sales job description be?
300 to 600 words is the practical sweet spot. Long enough to give a real picture of the role, pay, and expectations — short enough that a rep scrolling Indeed on their phone at 9pm will actually finish reading it. Use bullet points for responsibilities and requirements. Dense paragraphs in a job post do not get read. The opening paragraph does the most work: if it does not land in the first three sentences, the length of the rest does not matter.
where should I post sales job descriptions for field reps?
Indeed and Facebook Jobs generate the highest volume of applicants at the lowest cost. LinkedIn works better for sales managers and senior hires. Roofing-specific Facebook groups and local trade communities often outperform both for referral-quality candidates who are already vetted by someone in your network. Post everywhere for two or three hiring cycles, then track which source produces actual hires and put your budget toward what is working.
what are the most common mistakes in sales job postings?
Vague pay, a requirements list copied from a software sales template, missing location, and language that sounds like a corporate HR department wrote it. Phrases like "dynamic self-starter" mean nothing to a rep who knocks doors in July heat. Be direct about what the job actually is — door-to-door canvassing, sitting kitchen tables, running insurance claims — and you will attract people built for it instead of people who are surprised by it in week two.
can I use the same job description for storm and retail sales reps?
No. Storm reps work event-driven surge schedules, travel to damaged markets, and need to understand the insurance claim process from inspection to supplement. Retail reps work year-round, focus on referrals and repeat business, and often need financing knowledge. A candidate who excels at storm canvassing may be a poor fit for patient retail relationship-building, and vice versa. A generic description for both underperforms for both roles.
why do 50% of new sales reps fail in the first 90 days?
The primary cause is a mismatch between what the job description promised and what the job actually requires. Reps who were sold on uncapped earnings without being told about the 60-hour weeks, door-to-door canvassing in summer heat, or commission-only ramp periods quit as soon as reality hits. The second cause is no structured onboarding — reps are handed a shirt and told to ride along without a clear 30-day path to their first close. A brutally honest job description that filters out the wrong candidates before they start is cheaper than hiring and losing five reps before finding one who stays.
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