[Hiring] Sales Manager @Carr Talent Acquisition

Role Description

They are seeking an experienced, hands-on Sales Leader to lead, rebuild, and scale our sales organization. This is not a role for someone who has only managed sales teams from a distance. They are looking for a true player-coach: someone who has personally been a successful high-ticket salesperson, knows how to coach and develop salespeople, has built outbound-generated pipeline, and has successfully improved an underperforming sales organization.

What You'll Do

• Lead and Scale the Sales Team
  • Manage, coach, train, and develop the company's sales organization, including outbound setters and Enrollment Directors.
  • Recruit and onboard additional sales talent as the organization grows.
  • Establish clear expectations, activity standards, KPIs, accountability, and performance management.
  • Make difficult personnel decisions when necessary and continuously upgrade the strength of the sales organization.
• Build a Predictable Outbound Sales Engine
  • Scale the existing outbound setter organization to consistently generate qualified sales conversations.
  • Create a sales organization that can generate its own pipeline rather than relying primarily on inbound marketing.
  • Continuously improve prospecting strategies, scripts, lead management, follow-up, reactivation, and referral generation.
  • Work closely with leadership and marketing to maximize the company's house database, outbound lists, inbound opportunities, events, referrals, and other lead sources.
• Coach High-Ticket Sales
  • Review sales conversations and identify opportunities to improve discovery, qualification, objection handling, emotional engagement, and closing.
  • Coach Enrollment Directors through recorded calls, role-playing, scripting, and ongoing feedback.
  • Initially serve as a backup closer when necessary.
• Drive Sales Performance
  • Analyze activity, appointments, conversion rates, enrollments, pipeline, and revenue.
  • Use data to identify performance gaps and translate those insights into specific coaching, process, staffing, and sales strategies.
  • Build a disciplined sales culture focused on accountability and measurable results.

Initial Success Measures

• Evaluate the existing sales organization.
• Scale and strengthen the outbound setter team.
• Build toward approximately 6–8 productive part-time setters.
• Generate at least 20–30 held qualified sales appointments per month.
• Evaluate current closing performance and determine the appropriate coaching or personnel strategy.
• Begin moving qualified close rates toward a minimum 25% target.

Qualifications

• Experience With a Comparable Sales Model
  • You have meaningful experience with a sales process where appointments are generated and then handed to a closer for a consultative sales conversation.
  • Ideally, you have sold high-ticket services or programs directly to small and midsized business owners through phone or Zoom conversations.
• You Have Personally Been a Successful Salesperson
  • You didn't begin your career managing salespeople—you learned how to sell.
  • You can discuss your personal sales results, close rates, average deal sizes, quotas, and performance.
  • You understand how to conduct discovery, uncover business and emotional pain, handle objections, and confidently ask for the business.
• You Know How to Generate Business Without Depending on Marketing
  • You have led teams that generated meaningful pipeline through outbound prospecting, cold and warm outreach, database reactivation, referrals, or similar proactive strategies.
  • You appreciate inbound leads, but don't depend on them to succeed.
• You've Successfully Rebuilt a Sales Team
  • You have at least five years of relevant sales leadership experience, ideally 10+.
  • More importantly, you've inherited an underperforming sales team or sales function and materially improved it.
  • You can clearly explain:
    • What performance looked like when you arrived.
    • What wasn't working.
    • What you changed.
    • Who you hired, coached, or replaced.
    • How you changed process or accountability.
    • The measurable results that followed.
• You're a High-Accountability Leader
  • You're self-directed, organized, and comfortable operating with autonomy.
  • You communicate clearly, do what you say you're going to do, and take ownership when something isn't working.
  • You're comfortable making difficult decisions and don't need someone else continually motivating or managing you.

Compensation

• $60,000–$100,000 base/guaranteed compensation + uncapped performance compensation
• Expected Year-One Earnings: Approximately $150,000–$200,000 based on performance