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:South Africa │EuropeSalary:$5,000/mo baseplus an override on team performance. Realistic OTE is:$13,000–$16,000/mo at target, with up to $20,000/mo for top performance:The Final Salary Offer depends on the client’s decision, interview results,and experience

About the Client:

Our client is a growing direct-to-consumer company offering a high-ticket program designed to help individuals achieve meaningful professional and personal outcomes.

The company operates a fast-cycle, phone-first sales model built around separate appointment-setting and closing functions. As the organization enters its next stage of growth, it is looking for an experienced Sales Manager who can build, coach, and lead the sales organization required to significantly scale revenue.

About the Role:

The Sales Manager will own the sales floor end to end, including recruiting, hiring, onboarding, coaching, performance management, and overall sales execution.

The team is structured around a two-stage sales process consisting of Setters and Closers. Setters qualify prospects and schedule appointments, while Closers conduct sales conversations and are expected to close qualified prospects through a relatively short sales cycle.

At full build, the Sales Manager will oversee approximately 8–10 sales representatives, including roughly four Setters and four Closers.

This role requires someone with direct experience leading a high-ticket B2C sales organization. Traditional SaaS, enterprise, or long-cycle B2B sales management experience alone is not sufficient. The ideal candidate understands the dynamics of selling high-ticket programs directly to individual consumers through phone-based, consultative sales conversations.

This is also a hands-on team-building role. The Sales Manager will not simply inherit an established sales organization; they will be expected to actively recruit, evaluate, hire, onboard, and ramp new representatives.

Role Responsibilities:

Sales Team Leadership
* Own the day-to-day performance of the sales organization.
* Manage separate teams of appointment Setters and Closers.
* Build toward and maintain an approximately 8–10-person sales organization.
* Establish clear expectations, accountability, and performance standards across both functions.
* Ensure Setters and Closers work together effectively throughout the customer acquisition process.
* Identify performance gaps and take proactive action to address them.
* Build a high-performance culture centered around accountability, coaching, consistency, and results.

Recruiting & Team Building
* Personally recruit and evaluate prospective sales representatives.
* Build candidate pipelines for both Setter and Closer positions.
* Interview candidates and assess sales ability, communication skills, coachability, and cultural fit.
* Make hiring decisions based on demonstrated sales capabilities and role-specific competencies.
* Develop a repeatable process for recruiting and building the sales team.
* Maintain sufficient recruiting activity to replace underperformers and support company growth.
A significant portion of this position involves building the team, making previous experience personally sourcing and hiring sales representatives particularly important.

Onboarding & Ramp-Up
* Develop and manage structured onboarding for new Setters and Closers.
* Train representatives on the sales process, scripts, qualification standards, objection handling, and closing methodology.
* Establish ramp-up expectations and performance milestones.
* Monitor new-hire performance closely during the onboarding period.
* Identify coaching needs early and provide targeted support.
* Ensure new representatives become productive as quickly as possible without sacrificing sales quality.

Sales Coaching & Development
* Establish a consistent coaching rhythm across the sales organization.
* Conduct regular call reviews using recorded sales conversations.
* Provide specific feedback on discovery, qualification, objection handling, positioning, and closing.
* Conduct weekly one-on-one coaching sessions.
* Use scorecards and performance data to guide coaching conversations.
* Identify recurring performance patterns across the team and develop targeted training.
* Coach Setters and Closers according to the specific responsibilities of each role.
* Develop high performers while creating clear improvement plans for underperforming representatives.

Setter Performance Management
* Manage the appointment-setting function as a distinct component of the sales organization.
* Monitor Setter activity, qualification quality, booking performance, and appointment outcomes.
* Take direct ownership of show rate as a core sales metric.
* Identify causes of low attendance and implement strategies to improve