Describe the sales role, market, and hiring criteria. Makeform turns your brief into a focused sales agent application with contact details, relevant experience, territory coverage, availability, and role-specific screening questions ready for your recruiting team to edit and share.
Send applications to Slack, Google Sheets, and Zapier.
Sample prompts for the builder
Choose a complete prompt, tailor the details, or send it to the Makeform builder. Each sample shows a practical application structure rather than a live AI result.
Audience
Candidates applying for a regional field sales role
Format
Application with territory and travel screening
Prompt size
431 chars
Example form structure
Application with territory and travel screening
Name, email, phone, and home city
Resume and relevant sales experience
Current and preferred sales territories
Travel availability and earliest start date
Quota achievement and CRM experience
Suggested routing tags
Territory match
Experience review
Interview shortlist
Ask candidates to separate territories they already cover from territories they are willing to develop. That distinction makes routing and interview planning much clearer.
Step 1
Attract
share one application for the open territory
Step 2
Screen
compare experience, markets, and availability
Step 3
Route
send qualified applicants to the right manager
Step 4
Interview
use structured answers to guide the conversation
Better first-pass screening
A generic resume rarely says which accounts, regions, or channels a sales agent can cover. A structured application collects those facts in the same order from every candidate.
Ask every applicant about years in sales, industries, customer types, typical deal size, quota history, and tools so reviewers can compare relevant experience without digging through differently formatted resumes.
Use region checkboxes plus follow-up questions for existing relationships, travel range, language coverage, and markets the applicant is prepared to develop.
Tag submissions by territory or role and send them to the responsible recruiter or sales manager, keeping local candidates out of an unrelated regional queue.
Adapt the application
Edit the generated questions to match how agents sell, how territories are assigned, and which evidence your team needs for its first review.
Capture travel availability, local market familiarity, transportation, and regions already covered by the candidate.
Ask about outbound volume, discovery calls, objection handling, work schedule, time zone, CRM use, and remote setup.
Review existing product lines, customer portfolio, conflicts, agency details, commission expectations, and onboarding capacity.
Collect industry knowledge, languages, channels, certifications you specifically require, and relationships within the target market.
Application workflow
Start with the role and territory, then refine the form around the decisions recruiters and sales managers actually make.
Name the sales model, product, customer segment, territory, travel expectation, compensation context, and minimum experience the team intends to review.
Make contact and territory fields required, add the hiring team's approved screening language, and show conflict or travel follow-ups only when relevant.
Notify the right recruiter, send structured application data to a sheet, and use region or experience answers to organize submissions for review.
Filter responses by role, territory, availability, or experience, then open the resume and scenario answers before inviting a candidate to interview.
Application approaches
Resumes remain useful, but a sales agent application fills the gaps that matter for territory planning and consistent first-pass screening.
Field guide
Use these six sections to collect enough context for a useful review without making candidates repeat an entire interview in the form.
Identity and contact
Start with structured contact information and current location. Include a preferred contact method so recruiters know whether to call or email, and keep the resume beside the application rather than in a separate thread.
Relevant experience
Years alone do not establish fit. Ask about products, customer segments, channels, sales-cycle length, and responsibilities. A concise accomplishment example gives the reviewer context for how the candidate works.
Territory coverage
Let candidates choose multiple regions, then ask where they already have relationships and which new territory they would accept. Include travel range, languages, and location constraints when those factors affect assignments.
Sales practice
Invite applicants to describe quota, pipeline, account volume, and results in their own terms rather than forcing unlike sales models into one number. Pair metrics with a short explanation of product, period, and responsibility.
Role conditions
State the role conditions clearly and ask focused questions about schedule, travel, start date, and compensation expectations where appropriate. Independent agents may also need to disclose represented product lines for internal conflict review.
Next-step planning
Collect interview windows and references only when your process needs them at this stage. Add a short scenario response if it helps reviewers prepare a focused interview, and explain how the hiring team will use the submitted details.
Related tools
Use a broader job application, candidate record, assessment, reference form, or sales workflow when the hiring process needs another focused step.
Create a general job application when one intake must support roles beyond the sales team.
Open toolCollect standardized employment history, availability, and applicant details for a broader hiring workflow.
Open toolGather or update candidate information before a recruiter review or interview stage.
Open toolBuild a consistent review scorecard for interviewers or hiring managers after applications arrive.
Open toolRequest structured feedback from the references your recruiting process chooses to contact.
Open toolCreate a sales prospect intake for the agents you hire to use with new opportunities.
Open toolFAQ
Practical answers for recruiters, sales leaders, and operations teams building a more structured candidate intake.
A sales agent application is a form used to collect consistent information from people applying to represent or sell for a company. Along with contact details and a resume, it can capture relevant sales experience, industries, customer segments, territory coverage, travel availability, sales tools, start date, and interview times. It gives recruiters information that resumes often leave unclear.
Begin with name, email, phone, location, resume, and professional profile. Add years and type of sales experience, products and markets served, current and preferred territory, travel availability, CRM familiarity, a contextual performance example, schedule, earliest start date, and interview availability. Only request information your hiring team has a defined reason to review.
Use a multiple-choice region list for consistent filtering, then add separate long-answer prompts for territories where the candidate already has relationships and markets they are interested in developing. Ask about travel range, languages, time zone, or relocation only when they affect the role. Avoid combining present coverage and future preference into one ambiguous question.
Yes. Begin with a role-selection question, then show field candidates questions about travel, transportation, local relationships, and territory. Show inside-sales candidates questions about time zone, call or email experience, remote setup, and sales tools. The shared contact, resume, availability, and experience fields can remain common to both paths.
Yes. Add file-upload fields for a resume and any portfolio material the role requires, and provide a link field for a professional profile or website. Explain accepted content near the field so applicants know what to submit. Keep the structured experience and territory questions because those answers remain easier to review and route than resume text alone.
Use structured choices for territory, role type, availability, and experience, then route notifications or exports around those answers. Applications can arrive in the Makeform inbox and flow to tools such as Google Sheets, Slack, or connected apps through Zapier. The recruiting team should still define its own review criteria and decision process.
Yes. Makeform is unlimited free for creating, editing, publishing, and collecting responses with your form. The paid tier removes the Makeform badge; it does not unlock extra response capacity. You can refine the generated questions before sharing the application with candidates.
Ask for references at the application stage only if your recruiting process genuinely reviews them then. Otherwise, tell applicants references may be requested later and keep the first form focused. If you do collect references, explain the expected relationship and contact details, and follow your organization's process before contacting anyone.
Turn territory hiring into structured intake.
