Sales management · Recruitment and selection
Write the job description after you have watched someone do the job.
A sales job analysis records what a salesperson actually does in a working day, and the job description is written from it. This page covers shadowing a rep, logging tasks and minutes, and writing a description with a time split and standards. It ends in a description the rep and the owner both sign.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A sales job analysis records what a salesperson actually does in a working day, and the job description is written from it. This page covers shadowing a rep, logging tasks and minutes, and writing a description with a time split and standards. It ends in a description the rep and the owner both sign.
The owner of a modular kitchen showroom in Indiranagar wants to hire a salesperson and writes the advertisement from memory: dynamic, target driven, two years experience. Ask what the new person will do between ten and six and the answer is, what I do. The owner is the job description.
So shadow first. Spend a day with each of two reps and write down every task and how long it took: the ride, the wait at reception, the measurement visit, the quotation, the collection call, the WhatsApp replies at night. Only then write. The description should read like the job that exists, not a better one.
The owner and the sales manager draft it. The rep who was shadowed reads it and corrects it, and then rep and owner sign. It replaces the advertisement copied from a portal. The qualifications statement comes straight after, since you cannot say who is needed until you know what is done.
State pay as the in-hand figure plus allowances, and say plainly what languages and what vehicle the job needs. A candidate reads those lines first.
Where this sits
Topic 4 of 14 in sales management: recruitment and selection. Hiring salespeople through a repeatable process.
- The topic before
- Sales force design
- The topic after
- Sales training and development
If you want this done for you
Nobody can say who is meant to do what once an enquiry comes in.
The work
What this is actually like.
“Shadowing shows the unpaid half of the job”
Waiting for a purchase manager, chasing a cheque, getting a delivery date from the godown. None of it appears in an advertisement and all of it decides whether a new hire stays. Log it, and decide what the job should and should not include.
“Ask who else needs something from the rep”
Spend ten minutes each with dispatch, accounts and two customers. Ask what they wish the rep did. A rep who never confirms delivery dates or never reports a bounced cheque is failing at something nobody wrote down.
“Candidates compare in-hand pay”
A candidate in Hubballi or Coimbatore asks what lands in the bank account each month. Write the fixed in-hand amount, the allowance and the incentive separately. How the pay is structured is a question for your own CA or adviser.
“A standard nobody can count is not a standard”
Visits a week, quotations sent, collections made: put a countable measure beside each major task. If it cannot be read from a sheet you already keep, the standard will be argued about instead of used.
What we do
What you end up with.
The documents this topic produces, what each one is for, and how you know it is finished.
Task log
Date, rep, task, start and end time, customer, notes. Two reps, one working day each, filled by the sales manager while shadowing.
Result: Finished when each rep's day adds up to a full working day with no gaps.
Position block
Title, reports to, products sold, area, language, vehicle needed, in-hand pay, allowances and incentive structure.
Result: Finished when a stranger can tell from the first block whether the job is field, inside or counter.
Time allocation table
Task groups with the share of the working day agreed for each, built from the log and corrected by the rep.
Result: Finished when the shares add up to a full day and the rep agrees with them.
Standards
One countable measure for each major task group, taken from a sheet you already keep.
Result: Finished when each measure can be read from an existing sheet without extra work.
Signed copy
The final description, signed and dated by the rep and the owner, with a review date.
Result: Finished when it sits in the joining folder of the next hire.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every later report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No guarantees we cannot keep
The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Do we need a job description for a team of two?
Can I copy a description from a job portal?
Should the description include the incentive plan?
Does the appointment letter come from this?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Where to go next
The work that carries this topic further.
Services
The rest of recruitment and selection
Or read all of sales management.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.