Last reviewed: September 2026

A sales representative job description tells candidates what they will sell, who they will sell to, how their performance is measured, and what they can earn. This page gives you a copy-paste template plus the responsibilities, skills, KPIs, and pay ranges hiring managers should include so the posting attracts closers instead of resume-fillers.

Use the template block below as-is, then swap in your product, territory, CRM, and comp numbers. If you are also hiring on the marketing side, the marketing manager job description template is the sibling to this page.

Copy-paste sales representative job description template

The fastest way to write a sales representative job description is to start from a proven structure and edit the specifics. Copy the numbered block below into your applicant tracking system, then replace every bracketed field with your own detail. Keep it to roughly 500 to 700 words so it stays scannable.

1. Job title: Sales Representative [add segment, e.g. Inside, Outside, SaaS, Field].
2. Company summary: [Two sentences on what you sell, who you serve, and why the role exists now.]
3. Role summary: The Sales Representative owns [inbound / outbound / both] pipeline for [territory or segment], carrying a quota of [$ amount or units] and reporting to the [Sales Manager / Head of Sales].
4. Responsibilities: Prospect and qualify leads; run discovery calls and product demonstrations; build and manage a pipeline in [CRM name]; negotiate and close deals; hit monthly and quarterly quota; forecast accurately; hand off closed accounts to [customer success / account management].
5. Required qualifications: [1 to 3]+ years of [B2B / B2C / field] sales experience; track record of quota attainment; [CRM name] proficiency; strong written and verbal communication.
6. Preferred qualifications: Experience selling [product category] to [buyer persona]; familiarity with [MEDDIC / SPIN / Challenger] or a similar methodology.
7. Compensation: Base salary of [$ range] plus commission, with on-target earnings (OTE) of [$ range]. [State the base-to-variable split, e.g. 60/40.]
8. KPIs: Quota attainment, pipeline created, win rate, average deal size, sales cycle length, and ramp to full productivity within [3 to 6] months.
9. Benefits and logistics: [Health, PTO, remote or on-site, travel percentage, equipment, territory].
10. How to apply: [Application link and one line on your process and timeline.]

Core sales representative responsibilities to include

The responsibilities section is where most job descriptions go generic. List the specific activities a rep does in your business, in the order they happen across the sales cycle, so candidates can self-select. Aim for six to nine bullets rather than a wall of duties.

Naming the CRM, the methodology, and the quota cadence signals a mature sales operation and filters out applicants who only want a title.

Sales representative skills and qualifications

Split this section into required and preferred so you widen the funnel without lowering the bar. The skills that actually predict on-the-job success are communication, disciplined pipeline management, negotiation, and CRM fluency, backed by evidence of past quota attainment rather than years alone.

• Communication and rapport: Clear discovery questioning and active listening across calls, email, and video.
• Negotiation and objection handling: Moves deals forward without discounting on reflex.
• Pipeline discipline: Keeps the CRM current and forecasts within a predictable range.
• Resilience and time management: Sustains activity through rejection and prioritizes high-value accounts.
• Product and buyer knowledge: Speaks the buyer’s language and connects features to outcomes.

Weigh a documented history of hitting number above a fixed experience requirement. A rep with two years and consistent quota attainment often outperforms one with five years and no proof.

Sales representative KPIs and how you will measure the role

State the metrics in the job description so expectations are set before day one. The rep-level KPIs that tie directly to compensation and coaching are quota attainment, pipeline created, win rate, average deal size, and sales cycle length. Add a ramp target so new hires know when they are expected to carry a full quota.

1. Quota attainment: Percentage of target closed; the single most visible sales KPI.
2. Pipeline created: Qualified opportunity value generated per period.
3. Win rate: Deals won divided by deals worked.
4. Average deal size: Revenue per closed deal, which shapes how many deals a quota requires.
5. Sales cycle length: Days from first contact to close.
6. Ramp time: Time to full productivity, commonly 3 to 6 months for B2B roles and 9 to 12 months for complex enterprise cycles.

Sales representative salary and compensation ranges

Publishing a real pay range improves application quality and is now expected in many US states. Base salary varies widely by role type: sales development and inside roles sit lower, while quota-carrying account executives and general field reps earn more, before commission. The figures below are 2026 US averages drawn from aggregated salary databases and are base salary, not total on-target earnings.

Commission sits on top of these numbers. PayScale reports rep commission commonly ranging from about $1,000 to $33,000, so always publish the base plus the OTE and the split. Treat these as national midpoints and adjust for your city, industry, and deal size.

How the sales rep hire fits your wider go-to-market plan

A job description is a hiring tool, but the role only pays off inside a coherent revenue system. Decide how this rep connects to marketing-sourced pipeline, lead scoring, and handoffs before you post. A single closer cannot fix a broken funnel.

If pipeline is the real constraint, align the hire with your sales and marketing strategy so demand generation and sales are pulling in the same direction. As buyers increasingly research through AI assistants, making sure your brand and offers rank on AI feeds reps warmer, better-informed conversations. For hands-on help scoping the role, the comp plan, or the funnel around it, see our fractional CMO services.

Frequently asked questions

What does a sales representative do?

A sales representative promotes and sells a company’s products or services to prospective and existing customers. Day to day, they prospect and qualify leads, run discovery calls and demos, negotiate terms, close deals to hit quota, and keep their pipeline accurate in the CRM. Many also hand closed accounts to customer success and flag upsell opportunities.

What skills should a sales representative job description require?

Prioritize communication and rapport, negotiation and objection handling, disciplined pipeline management, CRM proficiency, and resilience under rejection. List product and buyer knowledge as well. Weigh documented quota attainment above a fixed number of years, because a rep who has consistently hit target often outperforms a more tenured one who has not.

How much does a sales representative earn in the US in 2026?

Base salary depends on role type. Inside sales and SDR roles average roughly $54,000 to $55,000, general sales representatives average near $76,000, and account executives sit around $85,000 base. Commission is added on top, commonly ranging from about $1,000 to $33,000, so publish base salary, on-target earnings, and the split together.

What KPIs belong in a sales rep job description?

Include quota attainment, pipeline created, win rate, average deal size, and sales cycle length, plus a ramp-time target. Most B2B roles expect full productivity within three to six months, while complex enterprise cycles may extend to nine to twelve months. Stating these upfront sets clear expectations before the rep’s first day.

How long should a sales representative job description be?

Aim for roughly 500 to 700 words so the posting stays scannable on mobile. Cover a short company summary, a role summary, six to nine responsibilities, required and preferred qualifications, compensation with a real pay range, KPIs, and a clear application step. Cutting filler and generic duties keeps the strongest candidates reading to the end.

What is the difference between a sales representative and an account executive?

The titles overlap, but account executive usually signals a quota-carrying closer who owns the full cycle and larger or more complex deals, which is why base pay tends to run higher. Sales representative is a broader term that can include inside, outside, and development roles. Define the segment in your title so candidates know which role they are applying for.