A good sales job description leads with what makes the opportunity compelling: the product, the market, the commission potential. It does not lead with a list of requirements. Keep it under 400 words, be specific about deal size and sales cycle, and end with the comp range. Top performers self-select in when the JD is honest.
See how to write oneThe best sales reps are employed and barely glancing at job boards. When they do look, they make a decision about your company in 30 seconds based on your job description. Most startup JDs are walls of requirements that read like a legal document. They lead with what you want from candidates rather than what you are offering them.
In a market like San Francisco or New York, where experienced GTM talent has ten options at any given moment, a generic, requirement-heavy JD is an automatic pass. You are not just competing with companies in your space. You are competing with every startup that posted a job this week.
Start with one paragraph that answers what the company is, what the market opportunity is, and what this person will be building. Top candidates are evaluating your opportunity against 10 others, and if your opening paragraph sounds like every other JD, they move on. The best opening paragraph makes a specific, credible claim about why this role is worth leaving a good job for. That is the bar, not "we are a fast-growing SaaS company," which describes every company posting on LinkedIn today.
State clearly what the territory or segment is (SMB, mid-market, enterprise), the ACV range, whether it is inbound, outbound, or a mix, what the sales cycle looks like, and how many AEs are on the team today. This specificity signals that you know what you want, and it helps the right candidates self-select in. A rep who has spent three years selling $80K ACV deals to enterprise in Chicago does not want to discover on the first call that the role is actually $8K SMB in a high-volume motion. Save everyone the time.
List the base range and OTE. Candidates who do not see comp listed assume it is below market. In 2026, comp transparency is the norm, and SHRM research confirms that pay transparency improves both applicant quality and time-to-fill. Hiding it signals you are either below market or disorganized. Include whether commission is uncapped, that detail alone will increase qualified applications.
List 4–6 genuine requirements, not 12. Every requirement you add that is not real reduces your candidate pool. Ask yourself: would you reject a candidate who was exceptional in every other way but did not have this one thing? If not, remove it from the required list and put it in a "nice to have" section. The most common error is listing years of experience as a requirement when what you actually care about is outcomes. "5+ years of SaaS sales experience" is a proxy for "has closed deals at our ACV." Say the thing you actually mean.
Avoid "rockstar," "ninja," and "hustle culture." These phrases signal a culture of performance theater rather than genuine results. The candidates you want find them off-putting.
Avoid requiring 10+ years of experience for a role that does not need it.
Avoid generic phrases like "competitive compensation" without numbers.
Avoid a list of 20 bullet point responsibilities, it reads like a laundry list, not a compelling opportunity.
Avoid phrases like "wear many hats" unless you can explain specifically what hats and why.
The test: would a great sales rep who is happily employed and has options read your JD and think "I need to apply for this"? If not, rewrite the first paragraph.
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