A remote Sales Manager position is open here, full-time, paying $95,000 a year and available to candidates anywhere in the country. The company needs someone who has already led a sales team, not someone just starting out. Compensation reflects that: this sits well above entry-level sales pay because the job comes with real accountability for a team's numbers.
The Role
You'll manage a team of sales representatives directly, which means coaching individual reps on their calls, reviewing their pipelines, and stepping in when a deal needs a second voice. Forecasting revenue accurately matters as much as hitting it, since leadership plans budget and hiring around whatever number you commit to. Strategy work fills out the rest of the job: figuring out which segments are worth more outreach, which scripts or approaches are underperforming, and where the team's time is being wasted.
- Run one-on-ones, call reviews, and live deal support to keep every rep improving week over week
- Build the numbers leadership plans around, turning pipeline activity into a forecast they can trust
- Shift attention toward whichever segments, scripts, or channels the conversion data says are working
- Juggle reporting deadlines against whatever coaching or deal support the team needs on a given day
Who Succeeds Here
A bachelor's degree covers the education requirement, and the field of study isn't specified, so a business degree isn't strictly mandatory even though it's common among applicants. In terms of experience, the company wants at least 4 years in a people-management role over a sales group, specifically, not 4 years of carrying an individual quota alone. Someone researching how to become a remote sales manager will usually hear the same thing from recruiters: individual sales success gets you in the door, but people-management experience is what actually gets you hired into the manager seat.
- Sales strategy development, including reading conversion data and adjusting course
- Team leadership, with real experience managing performance across a group of reps
- CRM software fluency, since forecasts and pipeline reviews run through it daily
- Forecasting, translating pipeline activity into numbers leadership can trust
- Coaching, working one-on-one with reps who are underperforming or plateaued
- Performance management, including the harder conversations when a rep isn't meeting the bar
Nice-to-Have Skills
A few things aren't required, but they tend to stand out in an application for this seat. Prior experience building or scaling a fully remote sales team counts for a lot, since managing people you never see in person takes different habits than managing in an office. Familiarity with a structured sales methodology such as MEDDIC or Challenger helps, as does any background in designing SPIFs or short-term incentive programs to push a lagging metric. Public speaking or formal training experience is a plus for anyone who'll be running regular team sessions.
- Experience managing a fully remote or distributed sales team
- Familiarity with a structured methodology like MEDDIC or Challenger
- Background designing SPIFs or short-term incentive programs
- Comfort presenting to a group, whether in training sessions or leadership updates
The First Few Months
New managers here usually spend the first two or three weeks sitting in on calls and pipeline reviews before making any changes to how the team operates. That period matters because a manager who reorganizes territories or rewrites the script before understanding why things are set up the way they are tends to lose credibility with the team fast. By around month two, most managers are running their own one-on-ones and starting to adjust quota splits or account assignments based on what they've observed. Full ownership of forecasting typically comes by the end of the first quarter, once a manager has enough historical data from the team to trust their own numbers over those left by the previous manager.
How You'll Be Measured
Success in this role gets tracked through team quota attainment, forecast accuracy, and rep retention, in roughly that order of weight. A manager who blows past quota but burns through half the team in six months isn't succeeding by this company's definition. Forecast accuracy matters because leadership uses it to plan hiring and budget elsewhere in the business, so a manager who consistently overpromises or underpromises creates real problems upstream.
Compensation
Base pay is $95,000 a year, with performance-based bonuses tied to team quota attainment on top of that. Health coverage and paid time off are included from the start, along with 401(k) matching once you clear the standard eligibility period. Some employees also get holiday pay and the occasional team outing or offsite, though that piece shifts a bit from year to year based on budget.
- Health coverage
- Paid time off
- 401(k) matching
- Performance-based bonuses tied to team results
- Holiday pay and occasional team outings, budget permitting
Team Structure
You'd report to a director of sales and manage a team that currently runs between six and ten reps, depending on hiring cycles. Weekly one-on-ones with each rep are expected, along with a team pipeline review that usually happens on Mondays. Recruiting for a seat like this sometimes runs through a partner such as Naukri Mitra, so don't be surprised if part of the early screening happens outside the company's own HR team. The team skews toward reps who are two to three years into their sales careers, which means a fair amount of the coaching load involves developing people rather than just managing them.
The job isn't purely strategic. Expect to sit in on calls, help unstick a deal that's gone quiet, and occasionally take over a difficult account conversation yourself when a rep needs backup. Weeks near quarter-end tend to run longer than the rest, since forecasting and pipeline reviews stack up right when reps also need the most hands-on attention.
Applying
Send a resume along with a short note on the size of the team you last managed and what happened to their numbers under your leadership. Specific outcomes carry more weight here than a general summary of responsibilities. The role is currently filled, and candidates who advance to a first conversation typically hear back within a week of applying. Referrals from current employees get priority scheduling for that first call.
