Total words: 937 | 2-word phrases: 252 | 3-word phrases: 257 | 4-word phrases: 257
PAGE INFO
| Title | Try to keep the title under 60 characters (30 characters)
Opus™ - sales enablement |
| Description | Try to keep the meta description between 50 - 160 characters (0 characters)
|
| Keywords | Meta keywords are not recommended anymore (0 characters)
|
| H1 | H1 tag on the page (11 characters)
Opus™ |
ONE WORD PHRASES 171 Words
| # |
Keyword |
H1 |
Title |
Des |
Volume |
Position |
Suggest |
Frequency |
Density |
| 1 | to | | | | | | | 11 | 6.43% |
| 2 | and | | | | | | | 10 | 5.85% |
| 3 | sales | | | | | | | 9 | 5.26% |
| 4 | for | | | | | | | 8 | 4.68% |
| 5 | the | | | | | | | 8 | 4.68% |
| 6 | a | | | | | | | 7 | 4.09% |
| 7 | or | | | | | | | 5 | 2.92% |
| 8 | your | | | | | | | 5 | 2.92% |
| 9 | | | | | | | | 4 | 2.34% |
| 10 | of | | | | | | | 4 | 2.34% |
TWO WORD PHRASES 252 Words
| # |
Keyword |
H1 |
Title |
Des |
Volume |
Position |
Suggest |
Frequency |
Density |
| 1 | in the | | | | | | | 3 | 1.19% |
| 2 | for you | | | | | | | 2 | 0.79% |
| 3 | job applicants | | | | | | | 2 | 0.79% |
| 4 | | | | | | | | 2 | 0.79% |
| 5 | younger employee | | | | | | | 2 | 0.79% |
| 6 | to work | | | | | | | 2 | 0.79% |
| 7 | get to | | | | | | | 2 | 0.79% |
| 8 | your sales | | | | | | | 2 | 0.79% |
| 9 | sales territories | | | | | | | 2 | 0.79% |
| 10 | our sales | | | | | | | 2 | 0.79% |
| 11 | skills and | | | | | | | 2 | 0.79% |
| 12 | for a | | | | | | | 2 | 0.79% |
| 13 | and job | | | | | | | 2 | 0.79% |
| 14 | sales leads | | | | | | | 2 | 0.79% |
| 15 | travelingso a | | | | | | | 1 | 0.40% |
| 16 | the factor | | | | | | | 1 | 0.40% |
| 17 | factor skills | | | | | | | 1 | 0.40% |
| 18 | and other | | | | | | | 1 | 0.40% |
| 19 | other domain | | | | | | | 1 | 0.40% |
| 20 | experience often | | | | | | | 1 | 0.40% |
THREE WORD PHRASES 257 Words
| # |
Keyword |
H1 |
Title |
Des |
Volume |
Position |
Suggest |
Frequency |
Density |
| 1 | get to work | | | | | | | 2 | 0.78% |
| 2 | opus™ sales enablement | | | | | | | 1 | 0.39% |
| 3 | factor skills and | | | | | | | 1 | 0.39% |
| 4 | a younger employee | | | | | | | 1 | 0.39% |
| 5 | younger employee from | | | | | | | 1 | 0.39% |
| 6 | employee from seeking | | | | | | | 1 | 0.39% |
| 7 | from seeking a | | | | | | | 1 | 0.39% |
| 8 | seeking a new | | | | | | | 1 | 0.39% |
| 9 | a new position | | | | | | | 1 | 0.39% |
| 10 | elsewhere money isnt | | | | | | | 1 | 0.39% |
| 11 | money isnt always | | | | | | | 1 | 0.39% |
| 12 | isnt always the | | | | | | | 1 | 0.39% |
| 13 | always the factor | | | | | | | 1 | 0.39% |
| 14 | the factor skills | | | | | | | 1 | 0.39% |
| 15 | skills and other | | | | | | | 1 | 0.39% |
| 16 | to deter a | | | | | | | 1 | 0.39% |
| 17 | and other domain | | | | | | | 1 | 0.39% |
| 18 | experience often is | | | | | | | 1 | 0.39% |
| 19 | often is or | | | | | | | 1 | 0.39% |
| 20 | is or travelingso | | | | | | | 1 | 0.39% |
| 21 | or travelingso a | | | | | | | 1 | 0.39% |
| 22 | travelingso a flexible | | | | | | | 1 | 0.39% |
| 23 | a flexible work | | | | | | | 1 | 0.39% |
| 24 | flexible work environment | | | | | | | 1 | 0.39% |
| 25 | work environment and | | | | | | | 1 | 0.39% |
| 26 | structured leaves for | | | | | | | 1 | 0.39% |
| 27 | leaves for travel | | | | | | | 1 | 0.39% |
| 28 | for travel or | | | | | | | 1 | 0.39% |
| 29 | deter a younger | | | | | | | 1 | 0.39% |
| 30 | order to deter | | | | | | | 1 | 0.39% |
FOUR WORD PHRASES 257 Words
| # |
Keyword |
H1 |
Title |
Des |
Volume |
Position |
Suggest |
Frequency |
Density |
| 1 | opus™ sales enablement free | | | | | | | 1 | 0.39% |
| 2 | money isnt always the | | | | | | | 1 | 0.39% |
| 3 | and job duties in | | | | | | | 1 | 0.39% |
| 4 | order to deter a | | | | | | | 1 | 0.39% |
| 5 | to deter a younger | | | | | | | 1 | 0.39% |
| 6 | deter a younger employee | | | | | | | 1 | 0.39% |
| 7 | a younger employee from | | | | | | | 1 | 0.39% |
| 8 | younger employee from seeking | | | | | | | 1 | 0.39% |
| 9 | employee from seeking a | | | | | | | 1 | 0.39% |
| 10 | from seeking a new | | | | | | | 1 | 0.39% |
| 11 | seeking a new position | | | | | | | 1 | 0.39% |
| 12 | elsewhere money isnt always | | | | | | | 1 | 0.39% |
| 13 | isnt always the factor | | | | | | | 1 | 0.39% |
| 14 | of skills and job | | | | | | | 1 | 0.39% |
| 15 | always the factor skills | | | | | | | 1 | 0.39% |
| 16 | the factor skills and | | | | | | | 1 | 0.39% |
| 17 | factor skills and other | | | | | | | 1 | 0.39% |
| 18 | skills and other domain | | | | | | | 1 | 0.39% |
| 19 | experience often is or | | | | | | | 1 | 0.39% |
| 20 | often is or travelingso | | | | | | | 1 | 0.39% |
| 21 | is or travelingso a | | | | | | | 1 | 0.39% |
| 22 | or travelingso a flexible | | | | | | | 1 | 0.39% |
| 23 | travelingso a flexible work | | | | | | | 1 | 0.39% |
| 24 | a flexible work environment | | | | | | | 1 | 0.39% |
| 25 | flexible work environment and | | | | | | | 1 | 0.39% |
| 26 | skills and job duties | | | | | | | 1 | 0.39% |
| 27 | variety of skills and | | | | | | | 1 | 0.39% |
| 28 | leaves for travel or | | | | | | | 1 | 0.39% |
| 29 | to stick around its | | | | | | | 1 | 0.39% |
| 30 | their twenties as you | | | | | | | 1 | 0.39% |
| 31 | twenties as you get | | | | | | | 1 | 0.39% |
| 32 | older youre more risk | | | | | | | 1 | 0.39% |
| 33 | youre more risk averse | | | | | | | 1 | 0.39% |
| 34 | more risk averse and | | | | | | | 1 | 0.39% |
| 35 | risk averse and more | | | | | | | 1 | 0.39% |
| 36 | averse and more than | | | | | | | 1 | 0.39% |
| 37 | and more than likely | | | | | | | 1 | 0.39% |
| 38 | more than likely to | | | | | | | 1 | 0.39% |
| 39 | than likely to stick | | | | | | | 1 | 0.39% |
| 40 | likely to stick around | | | | | | | 1 | 0.39% |
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