GUIDE
Closer Job Description, Application Page and Interview Questions
A closer job description should say the work: booked calls, the playbook, a decision on the call, and pay on cash collected. The application page is where that person applies. The candidate scorecard is how you compare them. The interview questions are how you test the call.
The Sales Team OS by Systemized Sales AI includes the Hiring App: a public page where candidates apply, and one place where your team reviews and compares them. You still choose. We do not recruit. Where to find people is a short topic here and a full page at the link below. After a yes, the 30 60 90 plan is the ramp.
The application page and the candidate scorecard
Every candidate hits the same public application. That is what the Hiring App runs: one page for applicants, and one place for your team to review and compare them. DMs and forwards get pointed at the page. If the person will not fill it out, you learned something before you spent an hour.
The candidate scorecard is how you compare people who are not in the room together. Same rows, filled by the person who ran the interview, before you talk yourself into a yes. Score the offer explanation, the discovery questions, the ask, and how they handled a stall. Leave off charm.
Where the names come from is not this page. Sourcing is brief on purpose: we do not find the candidates. The page for where to find closers is linked below. Vetting, once they have applied, is the scorecard and a role play. Do not put them on a live calendar to see. The 30 60 90 plan starts after you decide.
Sales rep interview questions
Ask for a specific deal, not a philosophy. What was the price? Who else was on the decision? What did the prospect say when they stalled, and what did you say next? A closer who cannot narrate one deal will not run yours.
Ask what they do the day before a call. Confirmation is part of the job on a booked call team even when a setter booked it. A closer who thinks attendance is someone else's problem will blame show rate for a close rate they never earned.
Ask how they want to be paid. You pay on cash collected, with the plan written down. A candidate who only understands contract value, or who needs the full fee on a signature, is telling you the argument you will have in month two. Listen.
- Walk through the last offer you sold, including the price.
- What did you say when they needed to think about it?
- How do you confirm a call the day before?
- What does a bad set look like, and what do you do with it?
- How have you been paid: collected cash, contract value, or a salary plus a story?
What to test before an offer
Test a role play, not a resume. You play the prospect. You stall on price, then on a partner who is not on the call, then on timing. You are listening for a question and an ask, not for a speech. The same scorecard you will use on live calls is the right card here. Do not invent a softer one for candidates.
Test whether they can learn an offer they do not already know. Give them a one page version of yours the day before. In the role play they should be able to say who it is for, what it costs, and what happens after a yes, without inventing terms. Product mastery is the onboarding test. This is the 'can they learn it' test.
Do not test them by putting them on a live calendar 'just to see.' That is a prospect paying for your interview. The gates for live calls sit in the 30 60 90 plan: product test, shadowing, role play, then a capped set of live calls. Hiring ends at the decision. Onboarding starts at day one.
Closer job description
Write the sales rep job description as the work, not as a personality ad. The person takes booked sales calls on a high ticket offer. They confirm, they run the call from the playbook, they ask for a decision, they approve the note, and they submit cash collected. Pay is on cash collected, in a plan you can show them, not on a contract value.
Say what the first 90 days are. The 30 60 90 onboarding page is the ramp: a product test, shadowing, a role play, then a capped set of live calls. If the description promises a full calendar in week one, you have already skipped the gates.
Leave sourcing out of this description. Where names come from is linked below. This page is what you do once a person has applied. We install the application and the place you compare people. We do not recruit them.
Closer job description template
| Line | What to write |
|---|---|
| Role | Takes booked sales calls on a high ticket offer. Does not recruit and does not manage the team. |
| The call | Confirms, runs the playbook, asks for a decision, approves the note from the call. |
| Pay | On cash collected, in a written plan. Not on contract value. |
| First 90 days | Product test, shadowing, role play, then a capped set of live calls. Not a full calendar in week one. |
| Scorecard | Offer explanation, discovery, the ask, the stall, and whether collected cash pay is acceptable. |
How the Sales Team OS by Systemized Sales AI handles this
The Sales Team OS by Systemized Sales AI gives you the application page and one place to compare candidates. The scorecard above is the comparison. After you hire, Closer Onboarding holds the 30 60 90 plan. We show your team how to use both. We do not source the candidates.
Published proof
Woobie went from $300K to $1.1M a month. The first $1M month came within 8 months. Their old tracker said the show rate was 25%. The system measured 66%.
Budgetdog went from $400 to 500K on a good month to back to back $1M months. No shows fell from 19.1% to 9.6%. Close rate rose from 24.7% to 31.7%.
The Listings Lab ran this system. Close rate moved from 10.7% to 30.8% in 90 days. Tripled close rate, from 6% to 19%. Infinite Heart Health doubled show rate, from 26% to 55%, from July to September 2026.
These are published results from named teams running this system. They are not a promise that your team gets the same result.
Related guides
Questions buyers ask
Do you recruit closers for us?
No. We install the hiring system and show your team how to run the application, the scorecard, and the stages. We do not recruit, ramp, or manage reps. If you want a team that hires for you, go to https://systemizedsales.com.
What sales rep interview questions matter?
A specific past deal with a price, the words they used on a stall, how they confirm a call, what a bad set looks like, and how they expect to be paid. Then a role play. Opinions about hustle do not separate candidates.
Can we skip the role play if the resume is strong?
You can, and you will not know if they can run the call. A strong resume is a reason to interview. The role play is the test. The scorecard is what keeps the debrief from becoming a vote on likability.
Where do they go after we say yes?
Into the 30 60 90 plan: product test, shadowing, role play against your offer, then a small set of live calls. The hiring scorecard does not replace that. It gets them in the door.
What belongs in a sales rep job description?
Booked calls, the playbook, pay on cash collected, and the 30 60 90 ramp before a full calendar. Not a list of traits. Not a promise of leads with no setter. The description should match the scorecard you will use in the interview.
See it on your numbers
Book a 30 minute call. We map your team and the tools you already use, and we tell you what we would install. Your team still does the selling.