How to Put Together a Sales Resume

Not all resumes are created equal. At Sprint, we’ve written many blogs on the importance of a great resume in order to sell yourself to a prospective employer. However, if you’re in sales, there are a few other important details you must include. Yes. The layout should be neat, clear fonts, dates to one side etc etc…but what about the actual content? The actual words you choose? Here is what we recommend you include when putting together a Sales resume.

Remember, if an employer advertises a new role, they may receive over 100 resumes (sometimes more!) and a recruiter can receive several hundred in one week. If they know what they are doing they can scan a resume in about 30 seconds. So you need to make sure you are standing out and highlighting the important information that recruiters/employers are looking for!


Amongst other things – A HIGH ACHIEVER. A “Do-er”, a driving force, a self-motivated, energetic and positive person. Whilst I am very interested in hearing all about the HOW (relating to targets, KPI’s, day to day activities), I really want to see WHAT you have achieved.
Recently I placed a very senior sales person. To put it bluntly, she is a Sales Rocket when it comes to driving new business. She’s fearless and her resume showed that as soon as I opened it. I booked her in immediately and I had no issues in engaging clients to meet with her the minute I put her resume in front of them. Yes, she had to sell herself in the interview but I strongly believe that the points she outlined on paper were just as important when it came to securing the role.


Here is a snippet of bullet points from her resume, the ones that showed me WHAT she had achieved:


  • Successfully drove a permanent recruitment desk and managed end-to-end recruitment processes across a range of organisations from large global companies to ASX listed businesses
  • Built and managed relationships with key stakeholders by maintaining a regular account management strategy
  • Negotiated Terms of Business, fee, rates and figures with existing and new business
  • New business development on a weekly basis
  • Meeting all KPI’s on a weekly basis relating to call volumes, client visits, interviews and activity


  • Winner ‘2013’ Business Activity Incentive Award
  • Top Biller Quarter 1,2,3 ‘2013’
  • Organiser for client training program in 2012, 2013 & 2014 (weekly group fitness with clients)
  • Organiser for the Women In Leadership events through XYZ
  • Successful on pitching, winning and placing over 8 retained assignments


  • Q1 2013: XXX – Q2 2013: XXX – Q3 2013: XXX – Q4 2013: XXX

Obviously these points were coming from a sales person who worked in the recruitment industry,. But whatever your industry the same method applies. Be VERY descriptive with regards to what you did, your achievements and make it sales specific. List the outcomes and your achievements with an emphasis on financial wins/gains (at the end of the day – this is what counts in sales and to our client who wants results).

Tailoring your resume for the role you want and highlighting the key factors that make you the right candidate for the role are often overlooked by candidates. If you want to work in sales – be proud of your results and sell your most important product… yourself!

If you have more questions about putting your resume together, be sure to refer to Sprint Coach and see our other tips. Alternatively, contact us directly at


Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910


Why Doesn’t My Temp Rate Reflect My Permanent Salary Expectations?

A common misconception that candidates have is that you will receive more money in temp roles because you are working on a casual basis. However, for a number of reasons, temps in the office support/admin space are rarely paid the rate that they would be expecting on a permanent basis (let along rate that exceeds it).


Consider why companies typically employ office support temps…Many of the temporary assignments that become available are short term. They can be to cover a ½ day of sick leave, a couple of weeks of annual leave or to take care of a temporary overflow of work. In these situations, because of the shorter nature of the assignment, clients tend to only require temps to complete quite mundane tasks. It is inefficient to train somebody on the more senior aspects of a role when the assignment is likely to be near its completion by the time that temp gets handle on those tasks.

So when a client calls us to ask for a temp receptionist to cover their front desk for one week, to literally answer phones, take messages and greet walk ins, we need to pay them a rate in line with the junior tasks and responsibilities of that role. While many people that are looking for temp work are more than over qualified for this assignment, we can’t pay them more money for the experience they have, because the client does not require that extra experience. We can only pay a temp in line with the duties of the role, not in line with their overall level of skill and experience.

Many temps will plea that they are worth the extra $$$ because they will be able to complete additional tasks, however this is irrelevant for the client. As an agency if we go back to a client with a more senior candidate and mention that they will need to pay a higher rate, more often then not the client will just say “well then find me a junior whose expectations are not higher than that of the role”.

The temporary assignments that require a more senior candidate (and therefore that pay more) are generally the longer term assignments. E.g. If an EA goes on leave for one week most clients tend to either hire a junior to complete the more mundane tasks of the role, or ask an existing employee to cover the role due to their existing knowledge of the company. However the longer the assignment the more likely that the client will require an EA that is of the same skill and experience level of the employee that is away or on leave. In this situation you may have a chance to match your salary, but only if the duties and responsibilities of the role are similar to the level of your experience.

However! While these roles do exist, they are not as common as the shorter, more basic temp assignments. In fact, as an office support recruitment agency that is often inundated with temporary assignments we can usually count on one hand the number of roles paying over $35 p/h each year. Therefore, if you are looking to temp while waiting to find your next permanent role, be warned, that you will have much less chance of gaining temporary work if you will only accept roles paying higher rates.

If you’re wondering why it might be worth it to take on these more basic temp assignments (which we strongly recommend) see my last post “Should I consider a temp role?” Alternatively, give Team Sprint a call on (02) 9271 0011.