Sales Manager

LOOKING FOR STELLAR TOP CANDIDATES

Position :  Sales Manager

Working HoursFull-Time│Mon - Friday US EST, must be flexible

: Needs to genuinely want to work US Eastern hours till late Evenings

Search LocationRemote | Open to South Africa, Europe, Latin America, India, Philippines

: and other locations where you can genuinely work US Eastern hours

Salary :  $3,000/mo base + 4% of collected revenue

Ramp Guarantee :  Minimum $8,000/month for the first 90 days regardless 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 company sells a premium program priced at approximately $6,000 directly 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 involve personally recruiting, evaluating, hiring, and ramping sales representatives , rather than simply managing an established team.

The sales organization follows a two-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.

The Sales Manager will be responsible for ensuring both functions operate effectively together 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 Closers conduct sophisticated, logic-driven conversations with analytical prospects.

• Identifying recurring weaknesses across the sales floor and creating targeted training.

• Developing high performers while establishing clear improvement plans for underperforming representatives.

Inbound Admissions Management

The sales organization is primarily driven by inbound demand generated through paid advertising and organic acquisition channels.

Prospects typically enter through an application or qualification process before moving through the Setter-to-Closer funnel.

The Sales Manager must have experience operating in a similar high-volume inbound environment.

Relevant responsibilities include

• Managing inbound application volume.

• Monitoring speed-to-lead and follow-up effectiveness.

• Improving applicant qualification.

• Monitoring appointment booking.

• Improving show rates.

• Managing Setter-to-Closer handoffs.

• Improving close rates and collected revenue.

This is not an outbound cold-calling sales-management position.

Setter Performance Management

• Manage the Setter function as a distinct part of the admissions organization.

• Monitor response times, qualification quality, booking performance, and appointment outcomes.

• Maintain direct accountability for show rates.

• Identify causes of poor attendance and implement strategies to improve appointment quality and attendance.

• Ensure Closers receive properly qualified applicants.

• Coach Setters on prospect communication, qualification, follow-up, and appointment confirmation.

Closer Performance Management

• Manage Closers responsible for converting qualified applicants into paying customers.

• Monitor close rates and collected revenue.

• Review recorded sales conversations.

• Coach Closers on consultative discovery, value positioning, objection handling, financing conversations, and closing.

• Help representatives communicate effectively with analytical and technically sophisticated prospects.

• Reinforce logical ROI-based selling rather than overly emotional or high-pressure tactics.

• Identify successful sales behaviors and systematically replicate them across the team.

High-Ticket B2C Education Sales

The company's flagship program is approximately $6,000, with customers personally responsible for the purchase and financing or payment plans often forming part of the buying decision.

The successful candidate should have experience managing sales for high-ticket B2C education, training, or coaching offers generally within the $3,000–$15,000 range.

They should understand

• Selling to individuals rather than companies

• High-consideration purchase decisions

• Financing and payment-plan conversations

• ROI-based decision-making

• Consultative discovery

• Buyer skepticism

• Affordability objections

• Decision hesitation

• Ethical urgency

• Building credibility and trust

Experience selling technical education or career transformation programs is strongly preferred.

Sales Performance & Reporting

The Sales Manager will own core KPIs across the Setter and Closer functions, including:

• Inbound application volume

• Contact rates

• Qualification rates

• Appointments booked

• Show rates

• Setter performance

• Close rates

• Collected revenue

• Financing conversion

• Individual representative performance

• New-hire ramp performance

• Pipeline health

The Sales Manager will be expected to identify trends before they materially affect revenue and use performance data to determine where additional coaching, hiring, or process improvements are required.

Sales Process Optimization

• Continuously evaluate the admissions funnel for opportunities to improve performance.

• Identify bottlenecks between lead generation, qualification, appointment setting, attendance, closing, and collection.

• Improve scripts, sales frameworks, workflows, follow-up processes, and coaching systems.

• Use call recordings and performance data to determine what is and is not working.

• Build repeatable systems that support continued revenue growth.

• Balance immediate performance management with long-term organizational development.

Requirements

• 5+ years of professional sales experience within education, EdTech, training, coaching, or career development.

• 3+ years of sales leadership or management experience.

• Previous education, training, coaching, or career-program sales experience is mandatory.

• Demonstrated experience directly managing a two-stage Setter-to-Closer admissions sales organization.

• Experience managing Setters and Closers rather than exclusively Account Executives or field-sales representatives.

• Experience operating within a high-volume inbound sales environment where paid advertising or organic acquisition drives applicants into a sales funnel.

• Experience with high-ticket B2C products or programs within approximately $3,000–$15,000, where the individual customer personally pays for the product.

• Experience working with financing or payment plans.

• Strong sales coaching experience, including recorded call reviews, structured 1:1s, scorecards, and targeted coaching.

• Previous accountability for appointment show rates and closing performance.

• Demonstrated experience personally recruiting, hiring, onboarding, and ramping sales representatives.

• Experience building or scaling a sales team rather than exclusively inheriting a mature organization.

• Strong understanding of sales KPIs, conversion metrics, collected revenue, and funnel performance.

• Experience managing remote sales teams.

• Comfortable managing representatives across multiple countries and time zones.

• Comfortable working in a fast-moving startup environment.

• Strong leadership, communication, analytical, and performance-management skills.

• Ability to operate independently and take direct ownership of sales outcomes.

• Genuine willingness and availability to consistently work U.S. Eastern Time hours, including later evening hours locally where applicable.

Preferred Qualifications

• Particularly strong candidates may have worked within:

• Coding bootcamps

• Software-engineering education

• Career accelerators

• Technical certification providers

• Professional upskilling platforms

• Online education companies

• Career coaching programs

• EdTech organizations

Experience managing a sales organization that sells directly to software engineers, developers, technical professionals, or other highly analytical buyers is especially valuable.

Candidate Profile

The strongest candidate will be a builder, recruiter, coach, and revenue owner .

They will understand how to

• Hire strong Setters and Closers

• Ramp them quickly

• Review calls critically

• Coach consultative selling

• Manage separate Setter and Closer functions

• Improve show and close rates

• Lead analytical, data-driven sales teams

• Build repeatable operating systems

• Scale collected revenue

They should be comfortable coaching sales representatives who sell to sophisticated, skeptical buyers who expect credible answers and logically sound recommendations.

The successful candidate will recognize that selling a technical career program is fundamentally different from highly emotional, transactional consumer selling.

Candidates coming exclusively from traditional SaaS, enterprise sales, field sales, Account Executive management, FMCG, telecoms, property, gym memberships, or other unrelated sales environments without education-sector sales experience will not be considered.

Compensation

This is intentionally a heavily performance-weighted compensation structure.

Base Salary$3,000/month

Commission4% of collected revenue

The successful candidate should expect the majority of their earning potential to come from the performance of the sales organization they lead.

First 90 Days

For the first 90 days, compensation is guaranteed at a minimum of $8,000/month regardless of performance.

Current Earning Potential

The sales team currently collects approximately $150,000–$200,000 per month , with the role expected to earn approximately $8,000–$10,000/month at the current level of production.

The Sales Manager is being hired to grow that number significantly, and compensation increases alongside team performance.

Illustrative earning levels provided by the company

• $300,000/month collected → approximately $13,200/month

• $400,000/month collected → approximately $16,600/month

• $500,000/month collected → approximately $20,000/month

Milestone Bonuses

In addition to monthly compensation

• First $300,000 collected month → $2,500 one-time bonus

• First $400,000 collected month → $5,000 one-time bonus

• First $500,000 collected month → $10,000 one-time bonus

This opportunity is best suited to someone who wants significant ownership over the outcome and is motivated by building a team whose performance directly drives their personal earning potential.

NOTE: We prioritize the processing of one application at a time. If you have applied for multiple job openings within our organization, we kindly request that you direct any update inquiries to the team responsible for handling your initial application.

PLEASE NOTE

→ We are looking for candidates based in South Africa, Europe, Latin America, India, Philippines, and other locations where you can genuinely work US Eastern hours

→ Please note that we process only one active application at a time—if you’ve applied for multiple roles, kindly direct any updates to the team handling your first application.

→ To start processing, submit your resume in English.

→ The final offer will be at the client’s discretion and will depend on your interview performance, skills, and experience.