Where to Post Sales Jobs: Every Channel Ranked

Overview

Let's be clear about what this article is before it starts: inbound is the secondary channel. The top 0.1 percent reps are employed, not browsing, and they come from outbound or not at all. But inbound run correctly, mass distribution funneled into group interviews, costs almost nothing and surfaces real exceptions: strong reps caught in layoffs, relocators, hungry unknowns. The strategy is therefore maximum posting breadth at minimum per-channel effort. Write the posting once, distribute it everywhere, and let the group interview filter absorb the volume.

Here is the map.

Tier 1: The volume giants

LinkedIn Jobs, Indeed, ZipRecruiter. These generate the most raw applicants of anything on the list, which is both their function and their hazard. Expect a flood, expect the median applicant to be weak, and never, under any circumstances, screen this flood one on one. LinkedIn deserves special attention because the posting does double duty: the job ad also feeds the algorithm that shows your company to non-applicants, and a well written posting becomes passive outbound as employed reps see it shared. Use the screening question features aggressively, two or three hard questions with numbers required, and let unanswered ones auto-filter.

Tier 2: Sales specific platforms

RepVue and Bravado are built around sales careers specifically, which changes the pool: candidates there are actively benchmarking OTEs, comparing floors, and thinking in quota attainment, which means the average applicant arrives more literate about the job. RepVue in particular attracts reps researching whether their current seat underpays them, which is the closest inbound ever gets to reaching the employed. Your posting on these platforms should lead with the exact numbers those audiences came to compare: real OTE, percent of reps hitting it, lead flow volume.

Tier 3: Communities, groups, and the feed

Sales Slack and Discord communities, Facebook groups for high ticket closers and appointment setters, subreddit job threads, and the open feeds of X and LinkedIn. The high ticket and remote closing world in particular lives in communities more than on boards, so if that is your hire, this tier may outproduce Tier 1 entirely. Posting here is social, not corporate: a founder or sales leader writing in first person about the seat, the numbers, and the kind of person who wins in it dramatically outperforms a pasted job description. The feed post has a bonus property: your network shares it, and shares reach employed reps, which quietly turns an inbound artifact into outbound distribution.

Tier 4: Adjacent and situational

University and bootcamp job boards for SDR seats and hungry unknowns. Industry specific boards where your vertical has them, insurance, solar, medical. Local boards and even door to door community groups when the role is geographic. Low volume individually, nearly free collectively, and occasionally the source of a great story.

The posting itself: written for the exceptions

Since the inbound pool skews weak, the posting's job is to attract the strong minority and give them a reason to choose your flood over every other flood. That means specifics only strong reps care about: the real OTE and what percent of the floor hit it last year, where leads come from and how many per week, proof of coaching infrastructure, the SOPs, the call reviews, the ramp system, and the honest shape of the comp plan. Vague postings, competitive compensation, self starter, fast paced environment, attract exactly and only the desperate. Numbers attract performers, because performers are the only applicants who benefit from comparison.

One structural line to include always: the first step of the process is a group session, framed straight, our first round is a live group interview because we respect everyone's time including yours. It sets expectations and pre-filters the candidates who would have no-showed anyway.

Operating rhythm

Post everything simultaneously, funnel every source into the same two weekly group interview slots, track standouts per channel per month, and prune ruthlessly: any channel producing zero standouts in a quarter gets dropped, and the recurring winners get refreshed postings monthly so they stay high in feeds and search. Applicant counts are vanity. Standouts per channel is the metric, and it is the only one that decides where next quarter's posting effort goes.

Summary

Run inbound wide and cheap: giants for volume, sales specific platforms for literate applicants, communities and feeds for the high ticket world, adjacent boards for situational wins. Write the posting with real numbers to attract the exceptions, route absolutely everything into group interviews, and measure channels by standouts, not applicants. Then put the energy this system just saved you into outbound, where the real hires live.

Frequently asked questions