REMOTE Sales Manager

Carr Talent Acquisition; United States; Remote; USD 60,000 - 100,000; Full time

Job summary

Carr Talent Acquisition is seeking an experienced Sales Leader to rebuild and scale a high-ticket sales organization. The role requires a true player-coach who personally sold high-ticket services, coaches others, and builds outbound-driven pipelines.

You will lead outbound setters, Enrollment Directors, and Account Management, with autonomy to shape the sales engine, processes, and revenue strategy. Compensation includes base with uncapped performance pay and strong upside.

Responsibilities

• Lead and scale the sales team: Manage, coach, train, and develop outbound setters and Enrollment Directors.
• Recruit and onboard additional sales talent as the organization grows.
• Establish expectations, KPIs, accountability, and performance management.

Job description

ABOUT US

Our client is an established business coaching company that helps successful business owners build stronger, more scalable, owner-independent companies. For more than 20 years, the company has worked with business owners to improve growth, profitability, leadership, systems, and ultimately create businesses that can thrive without depending entirely on the owner.

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.

Why Join US

This is an opportunity to make a visible impact, not simply maintain an existing sales organization.

You’ll inherit a company with an established brand, proven coaching programs, existing sales infrastructure, a substantial prospect database, and a history of strong sales performance—but you’ll also have the autonomy to rebuild and improve the sales engine.

The right person will have significant influence over how the sales organization evolves and meaningful upside as the company grows.

If you’re a proven sales leader who still understands what it takes to personally win business—and you enjoy building teams, fixing problems, and creating predictable revenue,we’d like to talk.

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

The Opportunity

The sales organization currently includes:

• A team of outbound setters responsible for proactively generating qualified sales appointments.
• An Enrollment Director responsible for conducting consultative sales conversations and enrolling business owners into coaching programs.
• An Account Management function responsible for client relationships, retention, referrals, and expansion opportunities.

The foundation is already in place, including CRM, dialing technology, sales scripts, an existing database, and a functioning outbound process.

The next Sales Leader will own improving, scaling, and managing the system.

Initially, your biggest priorities will be scaling the outbound setter team and improving closing performance. Over time, you will also develop additional revenue opportunities through referrals, past-client reactivation, previous qualified prospects, events, and other proactive sales strategies.

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.

The long-term goal is not for the Sales Leader to compete with the sales team for deals, but this person must be capable of stepping into a sales conversation, successfully closing business, and demonstrating what great selling looks like.

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

Within approximately the first 2–4 months, we expect the Sales Leader to:

• 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.

After stabilizing the core sales organization, the Sales Leader will expand into referrals, client reactivation, previous qualified opportunities, events, and other self-generated revenue strategies.

What We’re Looking For

1. 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.

2. 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.

3. 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.

4. 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.

More importantly, 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.

5. 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.