Sales Manager

LOOKING FOR STELLAR TOP CANDIDATES

Position:Sales ManagerWorking Hours:Full-Time│Mon - Friday US EST,must be flexible:Needs to genuinely want to work US Eastern hours till late EveningsSearch Location:Remote | Open to South Africa, Europe, Latin America, India, Philippines:and other locations where you can genuinely work US Eastern hoursSalary:$3,000/mo base+ 4% of collected revenueRamp Guarantee:Minimum $8,000/month for the first 90 daysregardless of performance:The Final Salary Offer depends on the client’s decision, interview results,and experience

About the Client:

Our client operates in the education and career development space, helping software engineers accelerate their careers through a structured, high-touch technical career program.

The companysells a premium program priced at approximately $6,000directly to individual software engineers.

These customers are typically highly analytical and skeptical buyers. Many extensively research their options and have already spent months trying to solve their career challenges independently before speaking with the sales team.

Because of this, the sales process is not built around aggressive, highly emotional, transactional selling. Successful conversations require logic-driven discovery, credibility, consultative questioning, clear ROI positioning, and the ability to communicate effectively with technically sophisticated buyers.

The company operates a high-volume inbound admissions model with separate Setter and Closer functions and is looking for an experienced Sales Manager to build, recruit, coach, and lead the sales organization through its next stage of growth.

About the Role:

The Sales Manager will own the sales organization end to end, including:
* Recruiting and hiring
* Onboarding and ramping new representatives
* Managing Setters and Closers
* Sales coaching and call reviews
* Performance management
* Conversion optimization
* Sales reporting and forecasting
* Revenue growth
This is a highly hands-on leadership position.

A significant portion of the role will involvepersonally recruiting, evaluating, hiring, and ramping sales representatives, rather than simply managing an established team.

The sales organization follows atwo-stage Setter-to-Closer admissions model:
* Setters engage and qualify inbound applicants, confirm fit, and schedule qualified sales appointments.
* Closers conduct deeper consultative sales conversations and convert qualified applicants into customers.
TheSales Manager will be responsible for ensuring both functions operate effectivelytogether while building the team, coaching performance, and increasing collected revenue.

Role Responsibilities:

Sales Team Leadership
* Own the day-to-day performance of the sales organization.
* Directly manage separate Setter and Closer functions.
* Build and maintain a high-performing admissions sales team.
* Establish clear KPIs, accountability, expectations, and performance standards.
* Ensure strong collaboration between Setters and Closers throughout the customer journey.
* Identify performance gaps quickly and implement corrective coaching.
* Build a performance culture centered around accountability, continuous improvement, and measurable results.

Recruiting & Team Building

Recruiting is a major component of this position.

The Sales Manager will:
* Personally source, recruit, interview, and evaluate prospective Setters and Closers.
* Maintain active candidate pipelines for sales roles.
* Assess candidates for consultative selling ability, communication skills, coachability, judgment, and cultural alignment.
* Make hiring decisions based on demonstrated sales capabilities.
* Build repeatable recruiting processes capable of supporting continued growth.
* Replace underperformers when necessary.
* Continuously strengthen the quality of the sales organization.
Must have personally recruited and ramped sales representatives previously.Simply inheriting an existing team is not sufficient.

Onboarding & Ramp-Up
* Build and manage structured onboarding for new Setters and Closers.
* Train new hires on the customer profile, sales process, discovery methodology, qualification standards, objection handling, financing conversations, and closing framework.
* Establish clear ramp milestones and performance expectations.
* Monitor new hires closely during their initial weeks.
* Identify skill gaps early and provide targeted coaching.
* Develop representatives into productive contributors as quickly as possible without sacrificing sales quality or customer experience.

Sales Coaching & Development

The company is looking for a true sales coach, not simply a KPI manager.
* Establishing a consistent coaching rhythm.
* Reviewing recorded sales calls.
* Conducting weekly one-on-one coaching sessions.
* Using scorecards and performance data to guide development.
* Coaching representatives on discovery, qualification, positioning, objection handling, financing, and closing.
* Helping Clos