Sales Representative_Wholesale (Technical) Job Description Template

In plain language: Describes the position in one to three sentences and identifies who the rep reports to directly and, where applicable, indirectly.

Common mistake: Listing two or three different reporting lines without clarifying primary vs. dotted-line relationships — creates accountability confusion and can complicate disciplinary proceedings.

In plain language: Lists the specific tasks the rep is expected to perform regularly, including prospecting, account management, product demonstrations, and sales reporting.

Common mistake: Using broad language like 'other duties as assigned' as the only catch-all without listing at least eight specific duties — vague descriptions make performance management and termination for cause harder to defend.

In plain language: Specifies the technical background, certifications, or product knowledge the rep must have or acquire within a defined onboarding period.

Common mistake: Setting qualifications so high that the pool of qualified applicants is illegally narrow for the role's compensation level, or so low that the actual job cannot be performed — both create hiring and litigation risk.

In plain language: States the minimum years of sales experience, preferred sales methodology familiarity, and any industry-specific relationship requirements.

Common mistake: Requiring a specific number of years of experience for a role that could be performed by a qualified candidate with fewer years — this can constitute age discrimination exposure under the ADEA and equivalent statutes in several jurisdictions.

In plain language: Defines the geographic boundaries or named-account list the rep owns, and whether accounts outside the territory require manager approval to pursue.

Common mistake: Failing to document the territory in writing, then reallocating accounts verbally — disputes over commissions owed on reassigned accounts are among the most common sales compensation lawsuits.

In plain language: States the revenue or unit quota, the measurement period, the minimum acceptable performance threshold, and the consequences of sustained underperformance.

Common mistake: Setting quota in the job description without linking it to the compensation plan — if the quota changes but the job description is not updated, the rep may have a claim that the original quota is the binding standard.

In plain language: References the base salary range, the commission structure type (e.g., tiered, flat rate, or gross-profit based), and the expense reimbursement policy — while directing the rep to the separate compensation plan for full details.

Common mistake: Quoting a specific commission rate inside the job description — if the rate changes, the job description becomes evidence of a prior contractual commitment, even if it was intended to be illustrative.

In plain language: States expected travel frequency, physical requirements (lifting, driving, standing at trade shows), and whether the role is field-based, remote, or hybrid.

Common mistake: Omitting physical requirements entirely — this creates ADA accommodation risk because the company cannot define what a reasonable accommodation means without first documenting the essential physical functions.

In plain language: References the rep's obligation to protect confidential customer, pricing, and product information and not to solicit accounts or colleagues after departure.

Common mistake: Including the full non-solicitation text inside the job description rather than referencing a separate signed agreement — the job description is not countersigned and therefore provides weaker enforceability than a standalone agreement.

In plain language: States that the employer is an equal opportunity employer, that the job description does not constitute an employment contract, and that duties may be amended at any time with notice.

Common mistake: Omitting the disclaimer that the job description is not a contract — courts in several jurisdictions have found that sufficiently detailed, signed job descriptions can create implied contractual obligations.

A technical wholesale sales representative job description is a written document that defines the duties, qualifications, territory, quota, compensation framework, and employment conditions for a sales professional who sells technically complex products — machinery, chemicals, electronic components, or industrial supplies — to wholesale distributors, dealers, or industrial buyers. It serves as a hiring tool, a performance baseline, and a reference document in disciplinary or termination proceedings.

A job description is not typically a contract of employment on its own, but it can create implied obligations if it is signed by both parties and contains sufficiently specific promises about duties, compensation, or termination procedures. Including an explicit disclaimer — stating that the document does not constitute an employment contract — and having the employee sign it as an acknowledgment rather than as an agreement reduces this risk significantly. In Canada and the UK, courts have referenced job descriptions when interpreting the scope of an employee's duties and reasonable notice obligations.

No. Commission rates should be documented in a separate Sales Compensation Plan, not in the job description. Embedding specific rates in the job description creates a risk that an annual rate change will be treated as a unilateral breach of contract. The job description should reference the compensation plan by name and confirm that variable pay is governed by that plan as amended from time to time.

Typical required qualifications include a minimum of two to five years of B2B field sales experience, demonstrated knowledge of the relevant product category or technical domain, CRM proficiency, and a valid driver's license if the role involves field travel. Preferred qualifications often include existing distributor or dealer relationships in the target territory, familiarity with a specific sales methodology, and relevant technical certifications. Avoid requiring qualifications that exceed what is genuinely necessary to perform the role, as this can create discrimination exposure under the ADEA, ADA, and equivalent statutes.

Define territory by geographic boundaries (specific states, provinces, or postal code ranges), by a named-account list attached as a schedule, or by a combination of both. Reference the territory definition explicitly in the compensation section, since most commission disputes arise from ambiguous territory assignments. Include a clause reserving the company's right to adjust territory with advance written notice — typically 30 days.

Yes, for roles that involve travel, driving, standing at trade shows, or lifting product samples, documenting the physical requirements is legally important under the ADA and equivalent statutes in Canada, the UK, and the EU. Without a written description of essential physical functions, the employer cannot define what a reasonable accommodation means — which makes it harder to defend accommodation decisions or establish that a modification would cause undue hardship.

Including a non-compete or non-solicitation clause in a job description rather than a separately signed agreement is not recommended. Job descriptions are often shared with candidates before hire and are not formally executed, which weakens their enforceability as restrictive covenants. Execute non-compete and non-solicitation obligations in a standalone agreement with documented consideration on or before the first day of employment. Note that non-competes are banned or severely restricted in several US states, most EU member states, and are subject to strict reasonableness requirements in Canada and the UK.

A job description defines the role, duties, qualifications, and performance expectations — it is an operational document. An employment contract is the legally binding agreement that governs the terms of the working relationship, including compensation, benefits, IP assignment, confidentiality, non-solicitation, termination notice, and severance. Both documents are needed for a properly onboarded hire. The job description is typically attached to or referenced in the employment contract, but does not replace it.

Review and update the job description at least annually, and any time the role's core duties, territory, quota structure, or reporting line changes materially. When updating, have the employee sign and date the revised description as an acknowledgment. In Canada and the UK, material changes to role scope without the employee's agreement can constitute constructive dismissal — documented acknowledgment of changes reduces this exposure.