How to Be Clear About What a Sales Role Includes.

“Sales agent wanted” can describe very different jobs.

One agency needs someone to build a business through prospecting. Another has enquiries to allocate. A third wants an associate to support an established agent.

Before advertising, agree on what the person will actually do and how the arrangement will work.

Explain where the business will come from

Be clear about whether the agent will generate their own opportunities, receive agency leads or work with a combination of both.

If leads are available, explain how they are allocated. Avoid implying a steady supply unless you can support that claim.

Clarify what database access is included and the agency’s rules around existing contacts, prospecting areas and lead ownership. These arrangements can differ between agencies and brand groups.

Define their part in the sale

Will the person prospect, conduct appraisals, win listings and manage campaigns through to settlement? Or will they handle selected parts of that work?

For an associate, specify whether the role includes:

• Buyer enquiries and follow-up.

• Open homes and private inspections.

• Prospecting and appraisal bookings.

• Campaign administration and vendor updates.

• Support with negotiations and settlement follow-up.

Explain who supervises them and which matters must go back to the lead agent. Duties should match the person’s qualifications and authority.

Describe the support they can rely on

List what the agency provides and what the agent handles themselves.

This might include photography bookings, advertising preparation, CRM updates, vendor reporting and appointment coordination.

Name any shared support arrangements. If one administrator supports the whole office, explain how work is prioritised.

Be equally clear about coaching. Who provides it, how often does it happen and what does it cover?

Set out the working arrangements

Discuss the office location, expected availability, weekend commitments and coverage when someone takes leave.

If the position involves working across several areas or offices, say so. Explain vehicle and travel expectations.

Avoid broad promises about flexibility. Describe the arrangements available and how client appointments, team commitments and time away are managed.

Make the remuneration understandable

Explain the proposed pay structure early, including any incentives or commission arrangements.

Candidates should understand how earnings are calculated, when payments occur and which expenses they are expected to cover. Put the details in writing so they can review them properly.

If you discuss potential earnings, state the assumptions behind the figures. Separate guaranteed pay from income that depends on results.

Be specific about progress and expectations

Set realistic expectations for someone’s experience and starting position.

An established agent, a new entrant and an associate moving towards listing work will need different measures and support.

If you offer a path into a lead sales role, explain what readiness looks like and whether an opportunity is expected to be available. Avoid promising progression without a clear basis.

Before publishing the ad, have the person who will manage the role check it. They should be able to deliver the support, working arrangements and opportunities it describes.