How to write a sales job ad that actually attracts top performers

Your job ad is a sales pitch — not a compliance document.

But most read like they were written by someone who’s hoping no one actually applies.

“We’re looking for a motivated team player with a proven track record…”
Great. That’s every job ever.

If you want top sales talent, write like you actually want them to apply. As a sales recruiting partner to 150+ tech companies, we’ve seen what works — and what repels top performers.

Start with your why (but make it sharp)

Skip the fluffy mission talk. Candidates want to know: why now, why you, why this role?

Examples that work:

• We’re building in an emerging market with no clear leader — and we’re moving fast to become the first.
• We’ve doubled our user base in 3 months, purely through product traction.
• We’re backed by operators and early-stage investors who believe in our vision.

Don’t write like a recruiter. Write like a founder who just raised a seed round and is hiring their first closer.

Show, don’t list

Stop dumping a dozen bullet points with “you will...”
Instead, describe what the role looks like in real life.

Make it tangible:

• Average deal size: CHF 40k, sales cycle: 4–6 weeks
• You'll own full-cycle sales for inbound leads in the DACH region
• You'll close 6–8 deals per quarter, using Apollo, HubSpot, Slack and Loom

This is what real closers want to see. If that’s not in your job ad, you’re losing serious talent before the first screening call.

Don’t just say what they need — say what they get

Ditch the “responsibilities” and “qualifications” section headers. Flip the script.

What you’ll get:

• Full ownership of a greenfield region
• Direct access to founders and product decisions
• A comp structure that rewards results (yes, uncapped)

What will make you successful here:

• Urgency, curiosity, resilience
• A bias for doing, not waiting
• Hunger to build something that works

Talk numbers

Don’t hide comp. Don’t make them guess.

Sample:

• Base: CHF 60–80k
• OTE: CHF 120k+ (uncapped)
• Equity: On offer
• Stack: HubSpot, Apollo, Gong

This builds trust — and filters out people who aren’t serious.

Adapt for company stage

Sales hires care deeply about the context. Reflect that in your copy.

Early-stage version:
You’ll be our first sales hire. Total ownership, zero red tape. If you want stability, this isn’t for you.

Mid-market version:
We’re rebuilding our GTM motion. You’ll be the tip of the spear in transforming how we sell.

Treat it like a funnel

Your vacancy isn’t a job post. It’s a landing page. And its only job is to convert.

Ditch the jargon. Keep it clear. Give them a reason to act.

Writing a strong job ad isn’t just about words — it’s about knowing what top performers actually look for.

Ready to stop wasting time on candidates who can’t close?

At FOUND, we don’t send resumes. We deliver closers.