AI Toolkit for Building Products Sales
Build a position description, write a job ad, and create interview questions. Before you even pick up the phone to a recruiter.
Updated July 2026
Most hiring managers know they need someone. They don't always know how to articulate exactly what they need.
The result? Vague job ads that attract the wrong people. Interviews with no structure. Position descriptions copied from the last time you hired, which was copied from the time before that.
These prompts help you build the foundations of a good hire before the process even starts. Whether you're working with a recruiter or doing it yourself, starting with clear documentation saves everyone time.
When to use it: Before you brief a recruiter or post a job ad. A clear PD is the foundation of everything else.
I need to create a position description for a [role title] at a building products company based in [city].
The company sells [product category] to [customer types, e.g. architects, builders, developers, merchants].
The role covers [territory, e.g. Melbourne metro / all of Victoria / national].
Build a complete position description including:
- Role title and reporting line
- Purpose of the role (2-3 sentences, not corporate waffle)
- Key responsibilities (6-8 bullet points, specific to building products sales)
- Requirements: experience, skills, and qualifications
- Desirable: industry knowledge, relationships, technical skills
- What success looks like in the first 6 and 12 months
Write it in plain English. No jargon. No 'results-oriented self-starter.' If it sounds like every other PD on the internet, rewrite it.Best tool: Claude or ChatGPT. Feed in as much context as you can about the company, the team structure, and what the last person in the role did well or poorly.
Steering tips
When to use it: After you've got a solid PD. The job ad is the PD translated into something that makes people want to apply.
Here's the position description for a [role title]:
[Paste the PD you just built, or your existing one]
Now write a job ad based on this PD. The ad should:
- Open with what makes this role worth applying for (not the company history)
- Sell the opportunity in the first two lines
- Keep the requirements section short and honest
- Include salary range: [range] + super + [package details]
- End with a clear call to action
- Tone: direct, confident, no buzzwords. This is a building products sales role, not a grad program
Keep it under 400 words. If someone reads the first three lines and doesn't want to keep reading, rewrite the opening.Best tool: Claude or ChatGPT.
Steering tips
When to use it: Before any interview. A structured question sheet means you're comparing candidates consistently, not just going with your gut on who you liked more.
I'm interviewing candidates for a [role title] selling [product category] to [customer types] in [territory].
Build me an interview question sheet with:
Opening questions (2-3): Get them talking. Understand their background and why they're looking.
Role-specific questions (5-6): Test their understanding of building products sales. Include questions about:
- How they approach a new territory
- How they build relationships with [relevant customer type, e.g. architects/specifiers/builders]
- How they handle long sales cycles
- A time they won business from a competitor
- How they manage their pipeline and prioritise accounts
Behavioural questions (3-4): Past behaviour predicts future performance. Ask about:
- A deal they lost and what they learned
- How they've handled a difficult customer
- A time they had to adapt their approach
Culture/fit questions (2-3): Understand what they want and whether this role gives it to them.
Closing questions (1-2): Give them a chance to ask you questions and gauge their genuine interest.
For each question, include a one-line note on what a strong answer looks like vs. a red flag.Best tool: Claude or ChatGPT.
Steering tips
Pro tip
These three prompts work best in sequence. Build the PD first. Use it to write the job ad. Use it again to build the interview questions. They all feed off the same foundation, and the more specific your PD is, the better the job ad and interview questions will be.
If you're working with a recruiter, sending them a clear PD and a structured interview sheet before the search starts will save weeks. Most hiring managers don't do this. The ones who do get better candidates, faster.