Start an AE search with a specific job, then choose the channels that can reach people who fit it. More names are not the goal. You need applicants who understand the offer and can do the work.
Use this guide to organize referrals, job posts, and direct outreach. For a comparison of posting sites, use the existing sales job board guide.
Write the brief before building the list
Set the buyer, customer size, territory, pipeline responsibility, pay, and work location. Decide which skills the rep needs on arrival and which your team can teach.
Use the job description template to turn those decisions into a post. Then give everyone who helps source candidates the same brief.
Keep requirements tied to the job. “Has sold to this buyer” is more useful than “worked for a famous software company.” If you require industry knowledge, write down the specific knowledge the work needs.
Use each channel for a clear job
| Channel | Practical use | What to check |
|---|---|---|
| Focused job board | Reach people already looking for relevant roles | Applicant fit and completion of the apply process |
| Company careers page | Give every candidate a clear source for role details | Mobile application path and current information |
| Employee referrals | Ask colleagues for people with relevant work experience | Same review criteria as other applicants |
| Professional network | Find people with experience selling to your buyer | Relevance of each message |
| Industry community | Share a role where posting is permitted | Community rules and audience fit |
| Recruiting service | Get separate help with search and screening | Service scope, fees, and who does the work |
Choose a manageable starting mix. Assign one owner to each channel. Do not pay for several postings and leave the applicant review to chance.
Ask for useful referrals
Give colleagues a short summary they can forward. Explain the work and pay instead of asking whether they know “any great salespeople.”
We are hiring an Account Executive to sell [product] to [buyer].
The role owns [new business / expansion] in [territory].
Base: [range]. OTE: [range]. Work location: [eligible locations].
We need experience with [specific selling work].
The company provides [pipeline and support].
Full details and application: [job link].
If someone comes to mind, please share the opening with them.Let the person decide whether to apply. Keep the same assessment process for referrals. A warm introduction is useful context, not proof of fit.
Keep direct outreach short and relevant
Reference one job-related reason for contacting the person. Give the role, pay, location, and link. Make it easy to decline.
Hi [name], your experience selling to [buyer / segment] caught my eye.
We are hiring an AE for [specific work] at [company].
Base is [range], OTE is [range], and the role is [location setup].
The job includes [pipeline / support detail].
Here is the full opening: [job link].
If it fits what you want next, I would be glad to talk.Send messages only through channels you are authorized to use. Do not scrape private contact details, assume permission to share resumes, or hand over applicant data to a community.
Track applicants by source
Agree on a qualified-applicant definition before comparing channels. For example, the person meets the approved location requirement, understands the pay range, and shows relevant experience. Adapt the definition to your role.
Track applicant counts, qualified applicants, interviews, offers, and hires. If you include staff time in channel cost, use the same approach across channels.
| KPI | Calculation | Use |
|---|---|---|
| Qualified-applicant rate | Qualified applicants / total applicants | Checks fit |
| Cost per qualified applicant | Channel cost / qualified applicants | Compares spend |
| Interview rate | Interviewed applicants / qualified applicants | Checks progress |
| Offer acceptance | Accepted offers / offers made | Reviews the offer and process |
If the denominator is zero, report the rate as unavailable. Do not turn a handful of applicants into a claim that one channel always works better.
The worksheet is for your private hiring records. It does not add source tracking to the employer dashboard. Keep notes and candidate details in your approved workspace.
Review the weak point before buying more reach
If people see the role but do not apply, check pay, location, responsibilities, and the application path. If applications arrive but do not fit, check the brief and channel audience. If qualified people drop out, review response time and interview demands.
Change one major part at a time when possible. Record what changed and when. Otherwise you cannot tell whether a new channel helped or whether the revised offer did the work.
Use the hiring-process guide to keep candidates moving once they apply.
Common questions
Should I use only job boards?
Choose channels based on the role and resources available. A job post gives applicants a clear destination. Referrals and relevant outreach can support the search.
Does a paid post guarantee qualified applicants?
No. The offer, requirements, audience, and timing all affect applications. Measure the result against your actual role instead of assuming a fixed return.
