6 free templates for outside, commission-based, remote, B2B, and first-hire sales agents, each with the FLSA and commission guidance the generic templates skip. Download as DOCX.
A sales agent generates leads, builds relationships, and closes sales. For a small business, it is often an important early hire, and the job description needs to get two things right that generic templates skip: the commission structure and the FLSA classification, which turns on whether the agent sells inside or out in the field.
These six templates cover the role across its common types: a general baseline, outside or field, commission-based, remote, a first-sales-hire version for a small business, and B2B or account-based. Each is ready to use, with the compensation and FLSA guidance built in. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A sales agent generates leads, builds relationships, and closes sales, with pay that is almost always a base plus commission, quoted as on-target earnings. Classification turns on inside versus outside sales: an outside agent may qualify for the FLSA outside sales exemption, while an inside agent is usually non-exempt. The points generic templates skip are the commission block and the classification line. Download six templates as DOCX, by type.
What a Sales Agent Does
A sales agent sells a company's products or services by finding prospects, building relationships, and closing deals. The work is goal-driven and relationship-focused: generating and qualifying leads, presenting and negotiating, managing a pipeline in a CRM, following up, and hitting quota.
There is no single federal occupation for a generic sales agent; the closest references are wholesale and manufacturing sales representatives and specialized groups like insurance sales agents. What defines the role is the mix of prospecting, relationship-building, and closing, and a pay structure built on commission. Because the title spans field, remote, commission, and B2B selling, the templates here are organized by type.
Sales Agent Types
Sales agent work varies by where and how the selling happens. Getting the type right keeps your posting accurate and attracts candidates who fit the actual role.
Type
How they sell
Notes
General
Mixed prospecting and closing
The flexible baseline
Outside / field
In person, across a territory
May qualify for outside exemption
Commission-based
Performance pay focus
Define base, draw, and terms
Remote
Phone, video, and email
Remote keeps FLSA status
First sales hire
End to end for a small business
Reports to the owner
B2B / account-based
Consultative, to businesses
Revenue and account quota
For phone-based selling specifically, the inside sales templates are the closer fit, and for a retail-floor role the sales associate templates work better. Insurance and real estate agents are licensed roles that warrant their own postings. Match the template to your type, then adjust.
Duties and Responsibilities
Sales agent duties cluster into four areas: lead generation, selling and closing, pipeline and CRM, and relationships and growth. A strong job description picks the specific responsibilities that match your product and process, rather than listing every possible task.
Lead generation
Generate and qualify new leads
Prospect target customers or accounts
Build a healthy top of funnel
Selling and closing
Present products and services
Negotiate terms and handle objections
Close sales and hit quota
Pipeline and CRM
Manage a pipeline in the CRM
Keep records and forecasts accurate
Follow up to move deals forward
Relationships and growth
Build and keep customer relationships
Retain and grow existing accounts
Earn repeat and referral business
An outside role weights toward territory and in-person relationships; a B2B role toward consultative, multi-step deals. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by type. The core structure is the same across all six, but each emphasizes the duties, pay, and classification that fit a specific kind of sales agent role. Use this guide to choose the closest fit, then adjust.
General
The flagship version
The universal baseline: generate leads, build relationships, present, and close, with CRM and quota. The starting point to adapt.
Outside / Field
Territory, in person
For in-person selling: an assigned territory, travel, presentations, and the outside sales exemption question.
Commission-Based
Performance pay
For a commission-driven role: clear commission terms, a base or draw, and the FLSA question commission alone does not answer.
Remote
Distributed selling
For a remote role: phone and video selling, self-discipline, provided equipment, and a note that remote does not change FLSA status.
First Sales Hire
The small-business version
The differentiator: a plain-language version for an owner making a first sales hire, with base plus commission and a ramp.
B2B / Account-Based
Selling to businesses
For business sales: account prospecting, consultative selling, negotiation with decision-makers, and revenue quota.
Match the Template to the Role
Any general selling role: General. In-person territory selling: Outside / Field. Performance-pay focus: Commission-Based. A distributed role: Remote. An owner making a first sales hire: First Sales Hire. Selling to businesses: B2B / Account-Based. When unsure, the General version is the baseline to adapt, but always include the commission and FLSA lines.
6 Free Sales Agent Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, a compensation block with base plus commission, and an FLSA line, with an EEO statement and how to apply. Fill in the brackets and post.
Download All 6 Job Description Templates
General, outside / field, commission-based, remote, first sales hire, and B2B. All in one DOCX.
Template 1: General (Flagship)
The universal baseline: generate leads, build relationships, present, and close, with CRM and quota. The starting point to adapt to your business.
Sales Agent Job Description (General)
SALES AGENT JOB DESCRIPTION (GENERAL)
Company: __
Location: __ / [ ] Remote [ ] Hybrid
Reports to: __ (Sales Manager / Owner)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [ ] Non-exempt [ ] Exempt (confirm by duties and pay)
Compensation: $_____ base, plus commission
ABOUT [COMPANY NAME]
[One or two sentences about your company, what you sell, and the sales team the
agent will join.]
JOB SUMMARY
[Company Name] is hiring a Sales Agent to generate leads, build relationships,
and close sales. You will prospect new customers, present products and services,
manage a pipeline in our CRM, and hit sales targets. This is a goal-driven role
for a persuasive, self-motivated seller.
KEY RESPONSIBILITIES
•Generate and qualify new sales leads
•Build and maintain customer relationships
•Present products and services and answer questions
•Negotiate terms and close sales
•Manage a pipeline and update the CRM accurately
•Meet or exceed sales quotas and targets
•Follow up to retain and grow accounts
•Keep product and market knowledge current
REQUIRED QUALIFICATIONS
•High school diploma or equivalent; degree a plus
•Sales or customer-facing experience preferred
•Strong communication and negotiation skills
•Comfortable with quotas and a goal-driven role
•CRM experience a plus
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base, plus commission or bonus (OTE $___)
Classification: Confirm FLSA status by duties and pay
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 2: Outside / Field Sales Agent
For in-person selling: an assigned territory, travel, presentations, and the outside sales exemption question.
Outside / Field Sales Agent Job Description
OUTSIDE / FIELD SALES AGENT JOB DESCRIPTION
Company: __
Location / Territory: __
Reports to: __ (Sales Manager)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [ ] Outside sales exemption may apply (confirm by duties)
Compensation: $_____ base, plus commission
JOB SUMMARY
[Company Name] is hiring an Outside (Field) Sales Agent to sell in person across
an assigned territory. You will travel to meet prospects and customers, give
in-person presentations, build long-term relationships, and close deals while
managing your own schedule and pipeline.
KEY RESPONSIBILITIES
•Develop and work an assigned sales territory
•Travel to meet prospects and customers in person
•Give in-person presentations and product demos
•Build and maintain long-term client relationships
•Negotiate and close deals in the field
•Manage your own schedule and route
•Keep the CRM and pipeline updated
•Meet or exceed territory sales targets
REQUIRED QUALIFICATIONS
•Outside or field sales experience preferred
•Valid driver's license and reliable transportation
•Strong in-person presentation and relationship skills
•Self-directed with good time management
•Willing to travel within the territory
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base, plus commission (OTE $___)
Classification: The outside sales exemption may apply if the agent customarily
works away from the employer's place of business; confirm by duties
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
Template 5: First Sales Hire (Small Business / Startup)
The differentiator: a plain-language version for an owner making a first sales hire, with base plus commission and a ramp.
First Sales Hire Job Description (Small Business / Startup)
FIRST SALES HIRE JOB DESCRIPTION (SMALL BUSINESS / STARTUP)
Company: __
Location: __ / [ ] Remote [ ] Hybrid
Reports to: __ (Owner / Founder)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [ ] Non-exempt (confirm by duties and pay)
Compensation: $_____ base, plus commission
JOB SUMMARY
[Company Name] is a [small business / startup] making our first sales hire. As
our Sales Agent, you will own selling end to end: generate leads, build
relationships, close deals, and help shape how we sell as we grow. This is a
hands-on role with direct access to the owner and real impact on the business.
KEY RESPONSIBILITIES
•Own lead generation, selling, and closing
•Build the first repeatable sales process
•Set up and maintain a simple CRM or pipeline
•Hit clear, agreed-on sales goals
•Report results directly to the owner
•Help define quotas, pricing, and scripts
•Represent the business well with every customer
•Suggest improvements as we grow the team
REQUIRED QUALIFICATIONS
•Sales experience, ideally in an early-stage setting
•Self-starter comfortable building from scratch
•Organized and reliable with follow-up
•Comfortable with goals and commission pay
•Honest, dependable, and customer-focused
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base, plus commission or bonus (OTE $___)
Structure: A base plus commission attracts stronger candidates than pure
commission-only for a first hire; define the quota and a ramp period
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 6: B2B / Account-Based Sales Agent
For business sales: account prospecting, consultative selling, negotiation with decision-makers, and a revenue quota.
B2B / Account-Based Sales Agent Job Description
B2B / ACCOUNT-BASED SALES AGENT JOB DESCRIPTION
Company: __
Location: __ / [ ] Remote [ ] Hybrid
Reports to: __ (Sales Manager)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: [ ] Non-exempt [ ] Exempt (confirm by duties and pay)
Compensation: $_____ base, plus variable
JOB SUMMARY
[Company Name] is hiring a B2B Sales Agent to sell to and manage business
accounts. You will prospect target accounts, run a consultative sales process,
close deals, and grow existing relationships, managing a full pipeline in the
CRM against revenue targets.
KEY RESPONSIBILITIES
•Prospect and qualify target business accounts
•Run a consultative, multi-step sales process
•Present solutions and negotiate with decision-makers
•Close new business and grow existing accounts
•Manage a pipeline and forecast in the CRM
•Coordinate with support and account teams
•Hit quota tied to revenue or new accounts
•Maintain deep product and industry knowledge
REQUIRED QUALIFICATIONS
•B2B or account-based sales experience preferred
•Consultative selling and negotiation skills
•Comfortable selling to businesses and decision-makers
•Organized pipeline and forecasting habits
•CRM proficiency and a goal-driven mindset
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base, plus variable tied to revenue (OTE $_)
Classification: Confirm FLSA status by duties and pay
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
FLSA, Commission, and Classification
This is the part generic templates skip, and it is the part that protects a business: the FLSA classification that turns on inside versus outside sales, the narrow Section 7(i) exemption for commissioned inside agents, the commission structure that belongs in writing, and the licensing and state rules to plan for. Get these right and your posting is both compliant and clear to a candidate.
Classification depends on inside versus outside
Whether a sales agent is exempt from overtime turns largely on where they work. An outside sales agent who customarily and regularly works away from the employer's place of business, selling in the field, can qualify for the FLSA outside sales exemption. An inside agent who sells by phone, email, or from a desk generally does not and is usually non-exempt and overtime-eligible. Paying a base salary or commission does not by itself create an exemption. Decide the classification by the actual duties and work location, and when the answer is unclear, treat the agent as non-exempt and track hours. This is general information, not legal advice.
The Section 7(i) commission exemption is narrow
For a commission-based inside agent, the one common overtime exemption is the Section 7(i) retail or service establishment exemption. Per the Department of Labor, all three conditions must be met: the agent works for a retail or service establishment, the regular rate of pay exceeds one and one-half times the federal minimum wage for every overtime hour, and more than half of total earnings in a representative period come from commissions. A retail or service establishment is one where at least 75 percent of annual dollar volume is not for resale, which excludes many B2B and wholesale employers. Check all three before relying on it. This is general information, not legal advice.
Put the commission plan in writing
Sales agent pay is almost always a base plus commission or bonus, often quoted as on-target earnings, or OTE. Spell out the structure in the job description and the offer: the base or draw, the commission rate, the quota, any ramp guarantee for a new hire, and when commissions are earned and paid. For a first sales hire, a base plus commission attracts stronger candidates than a pure commission-only deal. Clear, written commission terms reduce disputes, and several states treat earned commissions as wages with strict payment rules. Have the agent sign the plan and keep it on file. This is general information, not legal or tax advice.
Plan for licensing, ramp, and state rules
Two extra realities shape a sales hire. Some sales roles require a state license, especially in insurance, real estate, and securities, so name the license in the posting where it applies and verify it at hire. And state law can add requirements on top of the federal rules, from higher minimum wages to stricter commission and overtime rules, so confirm your state before posting. Sales also has a ramp; a new agent often needs weeks of product and process training before hitting full quota, so plan a structured onboarding with ramped goals. This is general information, not legal advice.
Classification Turns on Inside vs Outside
An outside sales agent who works away from the employer's place of business can be exempt, while an inside agent is usually non-exempt. For commissioned inside agents, the one common exemption is the Section 7(i) retail or service test, which has three strict conditions that must all be met. This is general information, not legal advice.
Sales agents are hired on communication, drive, and results more than formal credentials. Scale the requirements to the type and field.
Requirement
What to look for
Communication
Strong presentation and negotiation skills
Drive
Comfortable with quotas and commission pay
Relationships
Builds trust and keeps customers
CRM
Pipeline and follow-up discipline
License
State license where the field requires it
Classification
Inside or outside; confirm FLSA status
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.
Sales Agent Pay
Sales agent pay is a base plus commission, so total earnings vary widely and are best shown as a range. Set your base and on-target earnings using government and market data as a baseline, then adjust for industry.
Base Plus Commission, OTE Varies
There is no single federal occupation for a generic sales agent, but the closest references, wholesale and manufacturing sales representatives, had a median annual wage of $66,780 (except technical and scientific) and $100,070 (technical and scientific) in May 2024. Insurance sales agents had a median of $60,370. Most employers combine a base with commission, so quote a base plus on-target earnings.
Because commission inflates totals and figures differ by source and field, benchmark the base and OTE to your industry and market, and state the structure clearly in both the posting and the offer.
Hiring Your First Sales Agent
A large company hires sales agents through a sales-ops and recruiting team. A small business hiring its first or second seller does not. The owner or founder writes the posting, screens candidates, sets the commission plan, and onboards the new agent directly, who often reports straight to them. Because a first sales hire is an important, ramp-heavy hire with commission pay rules, getting it right matters even more for a small team.
Same Sales Rules, Smaller Team
A small business carries the same FLSA, commission, and state-law obligations as a large sales org, just handled by fewer people, so a clean, repeatable hiring and onboarding process is worth setting up once. That is where FirstHR fits: e-signature for the offer letter and the signed commission or sales agreement, training modules for the product and process ramp a new agent needs, task workflows to set up quota, territory, and tools, and an employee database and org chart to slot the agent into a clear reporting line as the team grows. FirstHR is an onboarding and HR platform, not a CRM or payroll system, so pair it with those tools. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once an agent accepts, the same document becomes the basis for the offer and a sales-specific onboarding. Because sales pay is commission-based and the ramp takes time, getting the signed commission plan, the training, and the tools right from day one is what gets a new agent to quota faster.
Send the offer with the comp plan
Confirm base, commission, quota, and ramp in writing, with an offer letter and signed commission or sales agreement the agent can e-sign.
Train on product and process
Sales has a ramp, so plan structured product, script, and CRM training with ramped goals for the first weeks.
Set quota, territory, and tools
Define the quota, lead source or territory, and the CRM and tools the agent needs to start selling on day one.
Track the team and records
Keep the signed offer and commission plan on file, and slot the agent into a clear reporting line as the sales team grows.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new agent a structured start. FirstHR connects the offer, the signed commission plan e-signature, product and process training, the onboarding workflow, and the employee database in one place so a small business can manage the full process from one system. FirstHR is an onboarding and HR platform, not a CRM or payroll tool, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A sales agent generates leads, builds relationships, and closes sales, with the work shaped by type.
Use the template that matches the type; the general version is the flexible baseline for any selling role.
Classification turns on inside versus outside sales: outside agents may be exempt, inside agents are usually non-exempt.
The narrow Section 7(i) retail or service exemption is the one common exception for commissioned inside agents.
Pay is a base plus commission, often quoted as OTE; put the commission plan in writing and have the agent sign it.
Insurance, real estate, and securities roles are licensed; name the license and use a dedicated posting for those fields.
Frequently Asked Questions
What does a sales agent do?
A sales agent generates leads, builds relationships, and closes sales for a company's products or services. Day to day, that means prospecting new customers, qualifying leads, presenting products, negotiating terms, managing a pipeline in a CRM, following up, and hitting sales quotas. The exact work depends on the type: an outside agent sells in person across a territory, a commission-based agent earns mostly on what they close, a remote agent sells by phone and video, and a B2B agent runs a consultative process with business accounts. Across types, the role is goal-driven, relationship-focused, and measured against targets. This is general information, not legal advice.
What is the difference between a sales agent and a sales representative?
In everyday hiring the terms overlap heavily, and many employers use them interchangeably for someone who sells products or services. Sales agent sometimes implies a more independent or commission-driven seller, and is common in insurance, real estate, and field sales, while sales representative is the broader, more common label, especially in B2B and wholesale. There is no fixed legal distinction between the two titles; what matters is the actual duties, pay structure, and whether the role is inside or outside sales. For hiring, name the specific role and define the duties and pay rather than relying on the title alone. This is general information, not legal advice.
Is a sales agent exempt or non-exempt under the FLSA?
It depends mainly on whether the agent works inside or outside sales. An outside sales agent who customarily and regularly works away from the employer's place of business can qualify for the FLSA outside sales exemption and is then exempt from overtime. An inside sales agent who sells by phone, email, or from a desk generally does not qualify and is usually non-exempt and overtime-eligible. Paying a salary or commission does not by itself create an exemption. The one common exception for commissioned inside agents is the narrow Section 7(i) retail or service exemption, which has three strict conditions. When unclear, classify as non-exempt and track hours. This is general information, not legal advice.
How should I structure sales agent pay and commission?
Sales agent pay is almost always a base plus commission or bonus, often quoted as on-target earnings, or OTE, which combines the base and expected commission at full quota. For a job description and offer, spell out the base or draw, the commission rate, the quota, any ramp guarantee for new hires, and when commissions are earned and paid. For a first sales hire, a base plus commission attracts stronger candidates than a pure commission-only arrangement, which tends to draw weaker or part-time applicants. Clear, written commission terms reduce disputes, and several states treat earned commissions as wages with strict payment rules. This is general information, not compensation advice.
Does a sales agent need a license?
It depends on what they sell. A general sales agent selling most products and services does not need a specific license. However, certain fields require a state license: insurance sales agents must be licensed by the state, real estate sales agents need a real estate license, and agents selling securities or certain financial products need the relevant registrations. If your role falls into a licensed field, name the required license in the job description, decide whether you will hire licensed candidates or sponsor licensing, and verify the active license at hire. For these specialized roles, a dedicated posting for the specific field works better than a generic one. This is general information, not legal advice.
Do small businesses hire sales agents?
Yes, and a sales agent is often one of the first hires a small business makes to grow revenue. Small B2B, services, and product companies regularly hire a sales agent to generate leads and close deals, and in a small business the agent frequently reports straight to the owner or founder. At that size the owner writes the posting, screens candidates, sets the commission plan, and onboards the new agent directly. Because sales has a ramp and commission pay carries compliance rules, getting the job description, the comp plan, and the onboarding right matters even more for a small team making an important early hire. This is general information, not legal advice.
How much does a sales agent make?
Total pay varies widely because commission inflates the range, so present a range rather than one figure. There is no single federal occupation for a generic sales agent, but the closest references help: the Bureau of Labor Statistics reports a median annual wage of 66,780 dollars for sales representatives of wholesale and manufacturing, except technical and scientific products, and 100,070 dollars for technical and scientific products, as of May 2024. Insurance sales agents had a median of 60,370 dollars. Most employers combine a base with commission or bonuses, so for a posting, benchmark the base and on-target earnings to your industry and market and state the structure clearly. This is general information, not compensation advice.
What should a sales agent job description include?
Start with the type: general, outside or field, commission-based, remote, first sales hire, or B2B, since each shifts the framing. Include a short company summary, a job summary naming the selling focus, and responsibilities grouped into lead generation, selling and closing, pipeline and CRM, and relationships and growth. State the requirements clearly, including communication and negotiation skills, CRM comfort, and any required license. The most valuable additions that generic templates skip are the compensation block with base plus commission or OTE, and the FLSA classification line that turns on whether the role is inside or outside sales. Close with an equal opportunity statement and apply instructions. This is general information, not legal advice.
