Member Experience Specialist - Fast Track to Leadership

Blue Moon Fitness Studio

Omaha (NE)

On-site

USD 21,000 - 23,000

Full time

4 days ago

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Benefits offered by this job

Free Gym Membership

Opportunity for advancement

Paid time off

Profit sharing

Training & development

Tuition assistance

Bonus based on performance

Competitive salary

Flexible schedule

Job summary

Blue Moon Fitness Studio in Omaha is seeking a customer-facing team member focused on inviting people to join, delivering a remarkable gym experience, and keeping clubs clean and welcoming. You’ll help with member sign-ups, engagement, and daily service across our clubs.

We offer a starting pay of $15/hour with potential to progress to $17/hour after onboarding, plus full-time and part-time opportunities, a flexible schedule, and benefits like a free gym membership, tuition assistance, and

Responsibilities

Walk through any of our clubs and watch the staff.
Cleanliness, Training, Selling are the core daily activities.

Job description

Benefits

Free Gym Membership
Opportunity for advancement
Paid time off
Profit sharing
Training & development
Tuition assistance
Bonus based on performance
Competitive salary
Flexible schedule

Our mission

To improve the quality and quantity of the lives of the people in the communities we serve.

Our mission inside the club is served by a singular focus

Attract and retain members. It's the same job no matter what your title happens to be. Every single role at Blue Moon Fitness exists to attract and retain members. This posting is for the role where that job is direct and customer-facing.

The job is simple. But not easy.

1. Sign someone up. Every tool we have — our app, our website, our AI phone system, the walk-in conversation — exists to get someone to the point where they want to join our club.
2. Never let them drop out. This is the daily work. It's noticing. It's following up. It's making sure nobody who walks through our door becomes invisible. It's creating a club people want to be a part of.
3. Have them bring a friend. Not because we asked for a referral — because the experience was remarkable enough that they're proud to be seen here.

What You'll Actually Be Doing

Walk through any of our clubs and watch the staff.

At any given moment, every one of us is doing exactly one of four things:

Cleaning — because if a business isn't clean, nothing else we do gets a fair hearing.
Training — getting better at the job, or helping a teammate get better at theirs.
Selling — and we mean that broadly. Selling isn't asking for money. A remarkable experience is a sale. A retention conversation that keeps someone's hope alive is a sale. If you ever have to directly ask someone for money, something upstream of that conversation didn't go as well as it should have.

If we can't place you in one of the first three at any given moment, something's wrong. That's not a threat — it's just how visible this job is. We want people who come to work to work, get stuff done, and build character.

What Members Actually Judge Us On

In this order, every time:

Cleanliness. First, always. Nothing else matters if this fails.
Friendliness. Even a spotless club loses people if the staff aren't warm.
Product knowledge. It only counts once the first two are already true.

You don't need to already have these skills. We'll teach you what matters and more. We'll teach you lessons that you can take with you throughout your life. What we can't teach is a willingness to be taught. If you're coachable, we can teach you everything else you need to know — and this can be an incredible learning experience. We want to improve the quality and quantity of your life too.

The Standard You'll Be Held To

Treat every member the way you'd want your own mother treated if she were in a gym five hundred miles away, dealing with strangers. You would want her treated with love, respect, and kindness.

That doesn't mean the member gets their way just because they're upset, loud, or difficult. We bend over backwards for people. We do not get bent over by them. If someone's behavior is costing us other members, that's not a member we're protecting — it's a liability we're tolerating. We'd rather protect the quiet, unassuming member who was closer to who we're actually built for.

You own whoever is in front of you, completely, for as long as that conversation lasts — and the team behind you, and the system behind the team, catches what any one moment might miss.

Our 12 Operating Principles

We didn't drift into excellence when we took over the operation in 1989. We lived by certain principles in everything we did.

But somewhere along the way, we drifted into tolerance.

Now we're looking for people who want to help us get back to excellence.

No excuses.

These 12 principles aren't a menu. They're a sequence. Each one builds on the ones before it.

Face Reality. No spin, excuses, or denial.
Believe Improvement Is Possible. There's always a way to get better.
Take Ownership. Accept responsibility for results.
Conduct a Ruthless Self-Assessment. Honestly examine your own performance.
Create Transparency. Share what you've learned with the right people.
Commit to Change. Stop tolerating what isn't working.
Execute with Discipline. Follow through consistently.
Acknowledge Impact. Recognize how your actions affect others.
Make It Right. Correct mistakes and repair damage.
Build a Feedback Loop. Listen, learn, and adjust.
Strengthen Clarity and Thinking. Ask better questions and improve your judgment.
Multiply the Standard. Help others learn and improve.

Truth Ownership Correction Discipline Scale.

These principles apply to everyone, including management and the founder. We don't expect you to arrive knowing them. We'll teach them during culture training. We do expect you to be willing to learn, accept feedback, take responsibility, and improve.

What We Need From You

A meritocratic mindset. Advancement is earned by observed performance, not by checking boxes.
Comfort being watched and corrected. We check each other's work here — on purpose, as a system — and we expect you to be glad when someone catches something, not defensive.
Willingness to work in-club before advancing. Every new hire starts at the fundamentals — and earns their way to other clubs through what we observe, not a scorecard.
A willingness to learn and use AI. You don't need previous experience. We'll teach you, and your teammates will help.
AI Is Part of Our Future

Compensation & Growth

$15/hour to start, including paid culture training and onboarding.
Advance to $17/hour after successfully completing onboarding, with continued participation in our AI learning channel expected.
Full-time and part-time opportunities.
Potential fast-track to leadership. Advancement is earned through demonstrated performance, initiative, and judgment.

Leadership genuinely wants you earning as much as possible, because your success and the club's success are the same thing.

Schedule & Availability

We have four Omaha-area clubs, with both full-time and part-time opportunities.