Sales management · Recruitment and selection
Decide what the role needs before the first CV arrives, and how you will check it.
A sales job qualifications statement lists what a person must bring to the role and what is only nice to have, with the way each will be checked. This page covers seven areas to rule on and the evidence test for each. It ends in a one-page statement drawn from the job description.
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 qualifications statement lists what a person must bring to the role and what is only nice to have, with the way each will be checked. This page covers seven areas to rule on and the evidence test for each. It ends in a one-page statement drawn from the job description.
A building-materials dealer in Davanagere advertises for a graduate with three years experience and their own bike. The best seller they ever had left school after twelfth and knew every mason in the taluk. The advertisement filtered out exactly the person the job needed.
The statement closes that gap: every requirement is judged as not needed, nice to have or essential, and each is linked to a task from the job description. For each essential item you write the minimum, and how you will see it: a licence, a phone screen, a work sample, a reference call.
The sales manager drafts it from the job description and the owner signs. It replaces the copy-pasted advertisement and the filter settings someone on a portal chose last time. It comes after the job description and before the sourcing plan, because the plan needs a clear picture of who it is looking for.
Keep every criterion tied to the job. Do not screen on caste, religion, community or family background. Rules on what an employer may ask or advertise differ by state and change, so check the final wording with your own lawyer or adviser.
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
The last three hires interviewed well and could not sell.
The work
What this is actually like.
“A degree is a habit, not a requirement”
Ask which task in the job description needs it. If the answer is none, drop it, or move it to nice to have. An order-taking role in a dealership needs arithmetic, a phone manner and patience, and none of those is awarded by a university.
“A vehicle is a condition of the job”
Write it as a duty: travels the beat on a two-wheeler, holds a valid licence. Then the evidence is a licence, not a judgement about whether the candidate seems mobile.
“Good communication cannot be checked”
Replace it with a test. Takes a five-minute call in Kannada and Hindi and repeats the order back correctly. A phrase you can test is a requirement. A phrase you cannot is a hope.
“Nice-to-haves quietly become requirements”
Each extra item shrinks the pool and nobody remembers it was optional. Cap the nice-to-have list at three, and use it only to separate two candidates who both meet every essential item.
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.
Factor sheet
Seven rows: physical demands, experience, education, personality, skills, working conditions such as travel and hours, and thinking ability. Columns: the task that needs it, essential or nice or not needed, the minimum standard.
Result: Finished when no essential row lacks a task from the job description.
Evidence column
For each essential item, how it is checked (CV line, certificate, phone screen question, work sample, reference call), who checks it and at which step.
Result: Finished when every essential row names a checker and a step.
Capped nice-to-have list
At most three items, in order, used only as tie-breakers.
Result: Finished when you can name the three and their order from memory.
Matching check
Compare the advertisement, the portal filters and the phone-screen script against the statement. Anything not in the statement comes out.
Result: Finished when the three documents match the statement line for line.
The one-page statement
Signed by the owner and the sales manager and given to whoever screens CVs. That person uses nothing else.
Result: Finished when the person screening CVs works from this sheet alone.
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.
Can we ask for a particular age or gender?
Should we require industry experience?
Fresher or experienced?
Who checks the evidence?
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.
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.