6 free templates: general, entry-level, B2B, field/territory, manager, and trades, with the FLSA outside-sales exemption, commission, and car-allowance fields the generic templates skip. Download as DOCX.
An outside sales representative sells in person, in the field, within an assigned territory, traveling to meet customers face to face rather than selling from a desk. It is a travel-heavy, self-directed role common across construction, HVAC, roofing, distribution, manufacturing, and B2B services, and it carries compensation and classification nuances that a generic template ignores. For a small business hiring its first or next field rep, the job description that brings in the right person has to set the comp plan, the field package, and the classification, the things competitors leave blank.
At FirstHR, we build templates for the small businesses that do most of this hiring, where the owner or sales manager writes the posting and sets the comp plan. The six templates below cover the most common versions: general, entry-level, B2B, field or territory, manager, and an industry version for the trades. Each is ready to use, with the FLSA outside-sales exemption, commission, and car-allowance fields built in. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
An outside sales representative sells in person, in the field, within an assigned territory, traveling to meet customers. The things competitors skip: the FLSA outside-sales exemption (no salary test, but the rep must primarily make sales away from the workplace), the W-2 vs 1099 decision, and the comp plan (base plus commission as OTE, plus a draw and a car allowance). BLS reports a median of $66,780 for wholesale and manufacturing sales reps (May 2024). Download six templates as DOCX.
What an Outside Sales Rep Does
An outside sales representative sells in person, in the field, within an assigned territory. The work is travel-heavy: prospecting in the territory, traveling to in-person meetings, presenting and demonstrating products, negotiating and closing to hit quota, growing accounts, and maintaining the CRM and forecasts.
What sets outside sales apart from inside sales and account executive roles is that it is face-to-face, field-based, territory-owned, and travel-heavy, with longer, higher-value cycles. That difference drives the duties, the comp structure, and the overtime classification. That is why the templates below split by type. For scoping the role before posting, the guide to defining job responsibilities walks through the process.
Outside Sales Duties and Responsibilities
Outside sales duties cluster into four areas: territory and prospecting, field selling, accounts, and pipeline and reporting. A strong job description picks the specific responsibilities from each area that match the role and the territory, rather than listing every possible task.
Territory and prospecting
Own and grow an assigned territory
Prospect through canvassing and referrals
Plan routes to maximize face time
Field selling
Travel to meet customers in person
Present and demonstrate on site
Negotiate and close to hit quota
Accounts
Build long-term customer relationships
Grow and renew existing accounts
Represent the company at trade shows
Pipeline and reporting
Maintain CRM records and pipeline
Submit sales reports and forecasts
Monitor competitors and the market
An entry-level role weights canvassing and learning; a B2B role adds multi-stakeholder negotiation; a manager role adds coaching and quota-setting. Scale the responsibilities to the type. For related sales roles, the same structure holds, which is why hiring an appointment setter or a sales representative shares the same pattern.
Which Template Should You Use?
Pick the template by the type of field role. The core structure is the same across all six, but each one emphasizes the duties, comp structure, and qualifications that fit a specific kind of outside sales role. Use this guide to choose the closest fit, then adjust.
General Outside Sales
Any business, baseline
The universal baseline: field-based selling in an assigned territory, with prospecting, travel, and closing. The right base to adapt for most field hires.
Entry-Level
Training provided
For a first field-sales hire: high school diploma OK, training provided, and a base plus uncapped commission. Built to widen the applicant pool.
B2B Outside Sales
Business accounts
For selling to other businesses: a longer consultative cycle, multiple stakeholders, territory and quota, and account growth.
Field / Territory
Synonym capture
For an on-the-road territory owner: route planning and independent field selling. Captures field sales and territory sales searches.
Outside Sales Manager
Leads the field team
The leadership variant: manages reps, sets territories and quotas, coaches in the field, and owns the region's number.
Construction / HVAC / Roofing
Trades and home services
The industry version for the trades, with job-site selling and a W-2 vs 1099 caution that generic templates skip.
Match the Template to the Role
Any business, as a base: General. First field hire, training provided: Entry-Level. Selling to businesses: B2B. On-the-road territory owner: Field / Territory. Leading the field team: Outside Sales Manager. Trades and home services: Construction / HVAC / Roofing. Whichever you pick, set the comp plan and the field package and confirm the classification, since that is what generic outside-sales templates get wrong.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company overview, job summary, key responsibilities, qualifications, compensation and field package, and how to apply, with an EEO statement. Set your comp plan and classification before you post.
Download All 6 Job Description Templates
General, entry-level, B2B, field/territory, manager, and trades. All in one DOCX.
Template 1: General Outside Sales Representative
The universal baseline: field-based selling in an assigned territory, with prospecting, travel, and closing. Use this when the role is not specific, or as the base to adapt.
Template 6: Construction / HVAC / Roofing Outside Sales
The industry version for the trades: job-site selling, estimates, and a W-2 vs 1099 caution that the generic templates skip. The version no competitor offers.
Construction / HVAC / Roofing Outside Sales Job Description
CONSTRUCTION / HVAC / ROOFING OUTSIDE SALES REPRESENTATIVE JOB DESCRIPTION
Company: __
Location / Territory: __ ([City, State])
Reports to: Sales Manager / Owner
Employment type: Full-time
FLSA classification: [outside sales exemption may apply; confirm the test]
Compensation: $_____ base + commission [OTE $_____]
JOB SUMMARY
[Company Name] is hiring an Outside Sales Representative for our
[construction / HVAC / roofing / distribution] business. You will travel your
territory, meet homeowners or contractors at job sites, assess needs, provide
estimates, and close work. This is a hands-on, field-based role for a seller
who is comfortable on job sites and selling [trade / product].
KEY RESPONSIBILITIES
•Generate leads through canvassing, referrals, and follow-up
•Travel to homes and job sites to assess and measure
•Present estimates, financing, and product options
•Close projects and hand off cleanly to operations
•Build relationships with [homeowners / contractors / GCs]
•Maintain pipeline and job details in the CRM
•Meet or exceed sales and revenue targets
•Represent the company professionally on site
REQUIRED QUALIFICATIONS
•Outside, in-home, or trade sales experience [preferred]
•Knowledge of [roofing / HVAC / construction] a strong plus
•Valid driver's license, reliable vehicle, and clean driving record
•Comfortable on job sites and climbing or measuring as needed
•Strong communication and closing skills
COMPENSATION NOTE (READ BEFORE POSTING)
Field sales roles in the trades are often advertised as commission-only or
1099. Be careful: misclassifying a worker who is really a W-2 employee as a
1099 contractor carries real tax and wage-law risk. Decide W-2 vs 1099
deliberately, and if W-2, confirm whether the outside-sales exemption applies.
This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base + commission [OTE $_____; draw $______]
Field package: vehicle or mileage, phone, and gas allowance
To apply, email __ with your resume by _.
[Company Name] is an equal opportunity employer.
Compensation, FLSA, and 1099
This is the part the generic templates skip, and it is the part that matters most for a field hire: how the compensation is structured, how the role is classified for overtime, and whether the rep is a W-2 employee or a 1099 contractor. Get these right and your posting attracts the right reps and avoids a costly misclassification.
The outside-sales exemption has a real, two-part test
Outside sales is the one sales role where an overtime exemption is common, but it only applies when the test is genuinely met. Under the Department of Labor's outside-sales exemption, an employee is exempt from minimum wage and overtime only if their primary duty is making sales and they are customarily and regularly engaged away from the employer's place of business doing it. There is no salary-level test for genuine outside sales, unlike other white-collar exemptions. A true field rep who spends most of their time traveling to customers may qualify. Confirm both parts of the test before classifying a role as exempt. This is general information, not legal advice.
Selling from home or by phone usually breaks the exemption
This is where employers get tripped up. The away-from-the-workplace requirement means at the customer's location, in person. Sales made by phone or internet do not count as outside sales unless they merely support in-person visits, and any fixed site used as a headquarters, including a home office, counts as one of the employer's places of business. A rep who sells mostly remotely, even with occasional field visits, generally does not qualify for the exemption and may be owed overtime. Job titles do not determine status; the actual duties and where the work happens do. This is general information, not legal advice.
Be deliberate about W-2 versus 1099
Field sales roles, especially in the trades, are frequently advertised as commission-only or 1099 contractor positions. That is a real risk area. Whether a worker is an employee (W-2) or an independent contractor (1099) depends on the working relationship, not on what the posting calls them, and misclassifying an employee as a 1099 contractor to avoid taxes and wage obligations can create significant exposure. Decide W-2 versus 1099 deliberately based on the actual relationship, and if the rep is a W-2 employee, then work through whether the outside-sales exemption applies. Do not default to 1099 for convenience. This is general information, not legal advice.
Spell out the comp plan and the field package
For a field role, the compensation plan and the field package are the offer. State the base, how commission works, the on-target earnings at quota, and any draw, which is an advance against future commission. Then spell out the field package: a car allowance or mileage reimbursement, a phone, and a laptop or tablet. Note that a flat car allowance is generally taxable wages unless it is paid under an accountable plan that requires documenting business mileage. Experienced field reps evaluate the whole package, so be specific rather than writing a vague competitive pay line, and include a good-faith range where your state requires it. This is general information, not legal advice.
The Outside-Sales Exemption, in Brief
Under the Department of Labor's outside-sales exemption, a rep is exempt from minimum wage and overtime only if their primary duty is making sales and they are customarily and regularly away from the workplace doing it. There is no salary-level test. Sales by phone or from home generally do not qualify, so a mostly-remote rep may be owed overtime. Confirm both parts before classifying a role as exempt.
Outside sales roles start from communication, self-management, and the ability to travel a territory, with a driver's license near-universal and experience scaled to the role. Keep the must-have list focused on what predicts success.
Requirement
What to look for
Driving
Valid driver's license, reliable vehicle, and clean record
Sales skills
Prospecting, negotiation, and closing in the field
Self-management
Route planning, time management, and independence
Tools
Comfort with a CRM and basic sales tools
Experience
Entry-level with training, or 2+ years for B2B and territory
Travel
Willingness to travel the territory, often 50% or more
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Outside Sales Rep Pay
Outside sales pay varies widely by industry, and most of the package is often commission. Set your range using government data as a baseline, then build the commission plan and field package around it.
The Federal Benchmark (BLS, May 2024)
The U.S. Bureau of Labor Statistics reported a median annual wage of $66,780 for sales representatives in wholesale and manufacturing, except technical and scientific products, and $100,070 for those selling technical and scientific products, in May 2024, with the top 10 percent over $194,890 (U.S. Bureau of Labor Statistics). These figures include commissions and bonuses.
In high-value industries, outside-sales total compensation commonly reaches $90,000 to $150,000 or more at target. Real earnings depend heavily on the commission plan and deals closed, so total compensation at quota matters more than base alone. Lead with the structure, base plus commission as on-target earnings, plus the field package, benchmark to your industry, and include a good-faith range where your state requires it. National compensation surveys can help you set a competitive base and commission plan.
Hiring for a Small Business
A large company hires field reps into an existing team with defined territories, a CRM, and HR support. A construction, HVAC, roofing, or distribution business scaling its field sales does not. The owner or sales manager writes the posting, sets the territory and comp plan, screens applicants, and onboards the rep, often while still selling and running jobs. Here is how to write the posting and handle the hire for that reality.
Big companies hire field reps into a machine; you are building the machine
Most published outside sales templates are written for companies that already have a sales team, defined territories, a CRM, and an HR department to manage the hire. A construction, HVAC, roofing, or distribution business of five to fifty people scaling its field sales has none of that yet. The owner or sales manager writes the posting, sets the territory and comp plan, screens applicants, and onboards the rep, often while still selling and running jobs. The templates here are written for that reality, including an industry version for the trades: pick the version that fits, fill in the brackets, and post, without translating a big company's job description down to your size.
The comp plan and the classification are easy to get wrong, and costly
For a field sales role, base plus commission is the offer, and how you classify the rep is a compliance decision with real teeth. Decide the base, the commission structure, any draw, the on-target earnings, and the field package before you post, and state them plainly. Then make two deliberate calls: W-2 versus 1099, which is about the actual working relationship and not what is convenient, and if W-2, whether the outside-sales exemption genuinely applies based on the duties and where the work happens. The trades especially see commission-only 1099 postings that do not hold up. Getting the comp plan and the classification right up front protects both the rep relationship and the business.
Field reps ramp slowly and turn over fast, so hiring is never done
Sales is a high-turnover function, and a field rep who does not ramp shows up directly in lost territory revenue. A new rep who does not know your product, pricing, territory, and process quickly is an expensive gap, and the territory sits underworked while they learn. The fix is a fast, structured ramp: product and pricing knowledge, the CRM and territory, a route and call plan, and clear targets, delivered in the first weeks rather than picked up on the road. A simple 30-60-90 plan turns a new field rep productive faster, which matters most when each rep owns a whole territory.
Hiring a field rep is where the offer, comp terms, and ramp get handled
Whichever template you use, the work after hiring is ordinary people operations with a field-sales twist: a signed offer letter that spells out base, commission, draw, and the field package, a signed commission or compensation agreement, the new hire paperwork, and a structured ramp so the rep works the territory fast. FirstHR fits this people side for an owner-led business: e-signature for the offer letter and the commission agreement, document management for the signed offer and comp plan, training modules for product and CRM onboarding, and task workflows for a 30-60-90 field ramp. To be clear about scope, FirstHR is an onboarding and HR platform, not a CRM or a commission-calculation tool, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer, the commission agreement, and the ramp. Because field reps ramp slowly and turnover is high, a smooth, repeatable process pays off every time you hire.
Send the offer and comp agreement
Spell out base, commission, draw, and the field package in writing, and have the rep sign the commission agreement. An offer letter makes this fast.
Collect paperwork
Complete the standard new hire paperwork, confirm the W-2 classification, and store the signed offer and comp plan together.
Ramp on product and territory
Assign product, pricing, and CRM training, hand over the territory and accounts, and set a 30-60-90 plan so the rep ramps fast.
Set the field package and track
Confirm the car allowance or mileage, phone, and laptop, set the quota and call plan, and keep the signed terms and records organized.
Once your offer is ready, the offer letter template handles the comp terms, and a 30-60-90 day plan ramps the new rep on the territory, alongside the usual new hire paperwork. FirstHR connects the offer, the commission agreement, paperwork, e-signatures, training, and onboarding workflow in one place so an owner-led business can manage the full process, from the signed comp terms to a productive field ramp, from one system. FirstHR is an onboarding and HR platform, not a CRM or commission-calculation tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
An outside sales rep sells in person, in the field, in an assigned territory; name the type (entry-level, B2B, field, manager, trades) so the posting reads accurately.
Use the template that matches the role: general, entry-level, B2B, field/territory, manager, or trades.
The outside-sales FLSA exemption has no salary test, but the rep must primarily make sales away from the workplace; a mostly-remote rep may be owed overtime.
Decide W-2 vs 1099 deliberately; commission-only 1099 postings in the trades are a common misclassification risk.
Lead with total comp: base plus commission as OTE, any draw, and the field package of car allowance or mileage, phone, and laptop.
Use BLS as a pay baseline: a median of $66,780 for wholesale and manufacturing sales reps (May 2024), higher in technical and high-value industries.
Frequently Asked Questions
What does an outside sales representative do?
An outside sales representative sells in person, in the field, within an assigned territory. Unlike an inside rep who sells by phone and screen, an outside rep travels to meet customers face to face at their homes, offices, or job sites. Day to day, that means prospecting and generating leads in the territory, traveling to in-person meetings, presenting and demonstrating products, negotiating and closing deals to hit a quota, growing existing accounts, maintaining CRM records, submitting sales reports, and attending trade shows. The role is travel-heavy and self-directed, with the rep often planning their own routes and schedule. Outside sales is common in construction, HVAC, roofing, distribution, manufacturing, medical devices, and B2B services. The defining feature is face-to-face, field-based selling in an owned territory.
What is the difference between inside and outside sales?
The difference is where the selling happens. An inside sales representative sells remotely, from an office or home, by phone, email, and video, while an outside sales representative sells in person, traveling to meet customers in the field within an assigned territory. Outside sales tends to involve longer, higher-value sales cycles, owned territories, and heavy travel, while inside sales is office-based and often higher-volume. The distinction also matters for overtime classification: outside sales has its own Fair Labor Standards Act exemption that inside sales does not, but it applies only when the rep's primary duty is making sales and they are customarily away from the workplace doing it. A rep who sells mostly by phone or from home is generally inside sales for classification purposes, even if the title says outside. Use the title that matches where the work actually happens.
Is an outside sales representative exempt from overtime?
An outside sales representative may be exempt under the Fair Labor Standards Act outside-sales exemption, but only if the test is genuinely met. The exemption has two requirements, both of which must be true: the rep's primary duty must be making sales, and they must be customarily and regularly engaged away from the employer's place of business doing it. There is no salary-level test for genuine outside sales. The key trap is the location requirement: sales made by phone or internet do not count as outside sales unless they merely support in-person visits, and a home office counts as one of the employer's places of business. So a rep who sells mostly remotely, even with occasional field visits, generally does not qualify and may be owed overtime. Job titles do not determine status; the actual duties and work location do. Confirm classification with an employment professional. This is general information, not legal advice.
Can an outside sales rep be a 1099 contractor?
Sometimes, but it depends on the actual working relationship, not on what the posting calls the role. Field sales positions, especially in roofing, HVAC, and other trades, are frequently advertised as commission-only or 1099 contractor roles, and that is a common misclassification risk. Whether a worker is an employee (W-2) or an independent contractor (1099) turns on factors like how much control the company has over the work, who provides tools and territory, and how integral the role is to the business, not on labeling them 1099 to avoid taxes and wage obligations. Misclassifying a worker who is really an employee can create significant tax and wage-law exposure. Decide W-2 versus 1099 deliberately based on the real relationship, and if the rep is a W-2 employee, then work through whether the outside-sales exemption applies. This is general information, not legal advice.
How is an outside sales rep paid?
Most outside sales reps are paid a base salary plus commission, with the total often expressed as on-target earnings (OTE), the realistic total a rep earns at quota. The base provides stability, commission rewards closed sales, and field roles often run a 50/50 to 70/30 base-to-variable split. Some plans use a draw, an advance against future commission that helps during the ramp, which can be recoverable or non-recoverable. Beyond pay, outside reps usually get a field package: a car allowance or mileage reimbursement, a phone, and a laptop or tablet. Note that a flat car allowance is generally taxable wages unless paid under an accountable plan that documents business mileage. When you write the posting, state the base, how commission works, the OTE, any draw, and the field package, and include a good-faith range where your state requires it, since experienced reps evaluate the whole plan.
How much does an outside sales representative make?
Outside sales pay varies widely by industry and how much of the package is commission. As a federal benchmark, the U.S. Bureau of Labor Statistics reported a median annual wage of $66,780 for sales representatives in wholesale and manufacturing, except technical and scientific products, in May 2024, and $100,070 for those selling technical and scientific products, with the top 10 percent over $194,890. These figures include commissions and bonuses, and the technical category shows how much product complexity raises pay. In high-value industries, outside-sales total compensation commonly reaches $90,000 to $150,000 or more at target. Because real earnings depend heavily on the commission plan and deals closed, total compensation at quota matters more than base alone. For a posting, benchmark to your industry, lead with the base-plus-commission structure and OTE, and include a good-faith range where required. This is general information, not legal advice.
What qualifications does an outside sales rep need?
An outside sales rep needs strong communication, negotiation, and self-management, plus the ability to travel a territory, with experience scaled to the role. The near-universal requirement is a valid driver's license, a reliable vehicle, and a clean driving record, since the job is travel-heavy. A high school diploma is the typical minimum, with a bachelor's in business or marketing preferred for many roles. Most postings ask for proven outside or B2B sales experience, though entry-level roles welcome candidates with strong communication skills and provide training. CRM familiarity, time management, and self-motivation are valued across the board, and industry or product knowledge is a plus for trades and technical sales. For your posting, lead with the driver's license and the communication and drive that predict success, keep degree requirements optional unless necessary, and name any industry experience you genuinely need.
What should an outside sales rep job description include?
A strong outside sales rep job description names the type of role up front, whether general, entry-level, B2B, field or territory, manager, or industry-specific, and includes a short company summary, a job summary with a clear field-sales definition, and responsibilities grouped into territory and prospecting, field selling, accounts, and pipeline and reporting. The most valuable additions generic templates skip are the compensation and classification details: the base plus commission and OTE, any draw, the field package of car allowance or mileage and devices, the FLSA outside-sales exemption note, and a deliberate W-2 versus 1099 decision. Require a valid driver's license and clean driving record. List the genuine must-have qualifications, keep the rest preferred, and close with the territory and travel expectations, an equal opportunity statement, and clear apply instructions. This is general information, not legal advice.
