Free Sales Representative Job Description Templates
Free sales representative job description templates for small businesses: inside, outside, entry-level, B2B, and retail. Copy or download as DOCX.
Sales Representative Job Description Templates
6 free templates by type. Download as DOCX or copy-paste.
For a small business, a sales representative is often one of the most important hires you make. The right rep grows revenue directly. The wrong one costs you months of salary and lost deals. The job description that brings them in does more than list tasks. It sets expectations on targets and pay, screens for the right kind of seller, and becomes the baseline for the ramp plan once you hire.
From where I sit, working with small teams, the posting is where a sales hire is won or lost. A vague posting attracts people chasing a title. A specific one attracts people who can actually close.
At FirstHR, we build for small businesses that hire without an HR department, where the owner or COO writes the posting and the sales rep often reports straight to them. The six templates below cover the most common versions of the role: general, inside, outside, entry-level, B2B, and retail. Each is ready to use. Fill in the bracketed fields, adjust the responsibilities and comp to match your business, and post.
What Is a Sales Rep Job Description?
A sales representative job description is a short document that explains the role's purpose, responsibilities, compensation, and requirements so you can post a job and attract the right sellers. It typically covers a job summary, key responsibilities, required and preferred qualifications, the comp structure, and how to apply. According to the SHRM job description guide, a job description outlines the tasks, duties, and responsibilities of a position, and the same standard applies whether you are a national brand or a single shop.
For a sales role specifically, the document does double duty. It attracts applicants, and once someone is hired it becomes the reference point for the ramp plan and targets. That is why the templates here are written to be both candidate-facing and useful after the hire.
Which Template Should You Use?
Pick the template that matches the role you are filling. The core structure is the same across all six, but each one emphasizes the responsibilities, language, and comp model that fit a specific kind of sales rep. Use this guide to choose.
6 Free Sales Representative Job Description Templates
Download all six as separate Word files in one ZIP, or copy individual templates. Each one follows the same structure: company overview, job summary, key responsibilities, qualifications, compensation, and how to apply. Fill in the brackets before you post.
Template 1: General Sales Representative
The universal, industry-neutral baseline. Covers the full sales process, targets, CRM use, and relationship building. Use this for a general sales role that does not fit one specific type.
Template 2: Inside Sales Representative
Phone and CRM focused. This version emphasizes outbound calls, lead qualification, pipeline management, and quotas, with no travel. Ideal for desk-based and online selling.
Template 3: Outside / Field Sales Representative
Territory and travel focused. Adds an assigned territory, in-person meetings, travel expectations, and field relationship building. For territory and field B2B roles.
Template 4: Entry-Level Sales Representative
Built for a first sales hire with no experience required. Uses motivating, coachable-first language and emphasizes training and a ramp plan to attract new sellers.
Template 5: B2B Sales Representative (Account Executive)
Full-cycle B2B focused. Adds prospecting, discovery and demos, multi-stakeholder deals, OTE, and quota. For B2B and SaaS small businesses with longer sales cycles.
Template 6: Retail Salesperson
Floor-sales focused. Covers customer service, POS, add-on selling, hourly pay, and shift schedule. For retail and in-store selling roles.
What to Include in a Sales Rep Job Description
Every strong sales rep job description includes the same core sections. The templates above are built around them, so you can simply fill in the blanks, but it helps to know what each one is for.
| Section | What it covers |
|---|---|
| Job title | A clear, searchable title like Sales Representative or Inside Sales Rep |
| Company overview | One or two lines about your business and what you sell |
| Job summary | Two to three sentences on the role's purpose and main focus |
| Key responsibilities | 8 to 10 specific duties across prospecting, closing, and accounts |
| Compensation | Base, commission structure, and realistic on-target earnings |
| Required qualifications | The few things a candidate genuinely cannot sell without |
| Reports to | Who the rep answers to, often the owner or COO in a small business |
| Location and travel | On-site, remote, or field, plus any travel percentage |
Keep the language neutral and inclusive throughout. According to the EEOC, it is illegal for an employer to publish a job advertisement that shows a preference based on, or discourages applicants because of, a protected trait such as race, sex, age (40 or older), or disability, so avoid wording that could screen people in or out unfairly.
Sales Representative Responsibilities and Duties
Sales rep responsibilities fall into four categories. A good job description picks the specific duties from each category that apply to your business rather than listing every possible task. These are the responsibilities most often expected of the role.
The most common short version of this list is prospect, present, close, and manage the CRM. The templates expand on these so you can tailor the responsibilities to your sales motion.
Inside vs Outside vs B2B: Which Variation to Choose
The three most commonly confused versions are inside, outside, and B2B. This table shows how they differ so you can pick the right template and set accurate expectations in the posting.
| Factor | Inside Sales | Outside / Field | B2B / AE |
|---|---|---|---|
| Where they sell | Phone, email, online | In-person, in a territory | Mix, often full-cycle |
| Travel | None | Frequent | Occasional |
| Deal size | Smaller, higher volume | Larger, relationship-driven | Complex, multi-stakeholder |
| Sales cycle | Shorter | Longer | Longest |
| Best for | Volume and online products | Territory and field sales | B2B and SaaS |
Many small businesses blend these. If your rep will do both phone and field work, start with the General template and add the relevant lines from the inside and outside versions.
Retail Sales Representative: How the Role Differs
A retail sales representative sells on a store floor rather than through a pipeline, so the posting changes shape: hourly pay with an optional commission or bonus, evening and weekend availability stated up front, POS and returns handling as real duties, and store targets alongside personal ones. Template 6 on this page covers it.
Two details decide the applicant pool here. Give the real schedule, peak season included, because availability is what candidates screen for first, and name the product category, since someone who already knows it ramps faster. If the work is service and stocking rather than selling, the sales associate templates fit better.
How to Write a Sales Representative Job Description
A strong sales rep job description is quick to write if you follow a clear structure. Here is the process the templates are built around.
Sales Representative Salary and Outlook
Set your compensation using government data as a baseline, then build your commission structure on top. For wholesale and manufacturing sales representatives, the Bureau of Labor Statistics reports that most employers use a combination of salary and commissions or salary plus bonuses, so total earnings depend heavily on the comp plan you design.
Pay varies widely by what you sell and how. Reps selling technical and scientific products earn above the overall median, while retail and entry-level roles start lower: according to the BLS (May 2025), retail salespersons earn a median of $17.03 an hour.
Whatever the level, publish a clear comp structure, because that is what attracts experienced closers rather than only beginners.
Writing the Job Description Without an HR Department
Corporate sales rep templates assume a sales management layer, formal hiring processes, and an HR team to run them. A small business has none of that. The rep often reports straight to the owner, the role is broader, and the posting goes up the same day it is written. Here is how to write it for that reality.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the foundation for the offer letter and the ramp plan. Sales reps need structured onboarding more than most roles, because they cannot sell effectively until they know the product, the process, and the CRM.
A clear first 90 days with ramp targets gets a new rep producing faster and reduces early turnover. That matters in sales: according to Harvard Business Review (2015), average annual sales turnover is 25 to 30%, the equivalent of hiring and training the entire sales team again every four years or so.
Once you have your offer ready, the offer letter template handles the next step, and a structured 30-60-90 day plan template gives the rep a clear ramp. FirstHR connects the offer, paperwork, and onboarding workflow in one place so a small business can manage the full process without an HR department.
Frequently Asked Questions
What are the duties and responsibilities of a sales representative?
A sales representative finds new customers, presents products or services, manages the sales process from first contact to close, and meets sales targets. Core duties include prospecting, qualifying leads, running presentations or demos, handling objections, closing deals, and keeping the CRM up to date. They also build long-term customer relationships and manage follow-ups and renewals. The exact mix depends on the type of role. An inside sales rep focuses on phone and CRM selling, an outside rep works a territory in person, and a B2B rep manages full-cycle deals with multiple stakeholders.
What is the difference between inside and outside sales?
Inside sales reps sell remotely, by phone, email, and online, usually from one location and often with higher activity volume and shorter sales cycles. Outside sales reps, also called field reps, sell in person within an assigned territory, travel to meet customers, and typically handle larger or more relationship-driven deals. Inside sales tends to suit higher-volume, lower-cost products, while outside sales suits complex or high-value sales that benefit from face-to-face contact. Many small businesses blend the two. The templates here include separate inside and outside versions so you can match the posting to the actual role.
What is the difference between a sales representative and a sales associate?
The titles overlap but usually signal different roles. A sales representative typically owns a sales process: prospecting, presenting, and closing deals, often with a base plus commission. A sales associate is more commonly a retail, floor-based role focused on helping walk-in customers, operating the register, and restocking, usually paid hourly. If your role is about actively finding and closing customers, use a sales representative job description. If it is about serving customers in a store, a sales associate job description fits better. Pick the title that matches the work and the pay structure.
How much does a sales representative make?
The U.S. Bureau of Labor Statistics puts the median annual wage for wholesale and manufacturing sales representatives at $76,460 (May 2025), though actual earnings swing widely because most employers of these reps pay salary plus commissions or bonuses. Reps who sell technical and scientific products have a higher median of $104,920, while reps who sell other products come in at $72,080. Retail salespersons earn far less, a median of $17.03 per hour. Treat these national figures as a starting point and adjust for your local market and product. Always state the base, the commission structure, and realistic earning potential in your posting, since a clear comp plan is what attracts strong sellers.
Should a sales rep job description include commission details?
Yes. For sales roles, the compensation structure is one of the most important parts of the posting because it directly affects who applies. State the base pay, how commission works, and the realistic on-target earnings. Vague phrases like competitive pay or unlimited earning potential get ignored by experienced sellers. Being specific signals that you have a real, thought-through comp plan, which strong reps look for. Many states also now require a pay range in job postings, so check your local rules. The templates here include a compensation section built for base plus commission.
How long should a sales rep job description be?
Aim for one page. A sales representative job description should include a short job summary, 8 to 10 clear responsibilities, required and preferred qualifications, the compensation structure, location and travel expectations, and how to apply. Avoid padding the duties list, since a tight, specific posting attracts candidates who match the real role. For entry-level sales roles especially, a shorter posting that emphasizes training and earning potential pulls a far larger applicant pool than a dense list of requirements that screens out coachable, motivated people.
Who does a sales representative report to in a small business?
In a larger company, a sales rep usually reports to a sales manager or director. In a small business, the rep often reports directly to the owner, operations manager, or COO, since there may be no dedicated sales leadership. State the reporting line clearly in your job description. Candidates want to know who they will answer to, and naming it sets accurate expectations. It also signals an organized business, which matters when you are competing with larger employers that have more structured sales teams and clearer career paths.
What happens after I hire a sales representative?
Once a candidate accepts, the job description becomes the basis for the offer letter and the onboarding and ramp plan. Sales reps need structured onboarding more than most roles, because they need product knowledge, sales process training, and CRM setup before they can sell effectively. A structured first 90 days with clear targets gets a new rep selling sooner and lowers the risk of an early exit, which matters in a function where Harvard Business Review (2015) puts average annual turnover at 25 to 30%. FirstHR handles the offer letter, document storage, and onboarding workflow in one place, so a small business can move a new sales rep from hire to quota-ready without an HR department.