Sales Manager

HOUSEMAX FUNDING LLC•Austin, TX

4h•Onsite

About The Position

HouseMax Funding is a staple of the real estate investment community. As a premier hard money lender, we are known for speed, reliability, and deep market expertise. We are driven to help real estate investors grow their businesses through fast and flexible funding solutions and we’re growing fast ourselves. The Sales Manager is responsible for the success, development, and performance of a pod of Loan Originators. As the direct manager of record, this role provides ongoing coaching, performance feedback, career development, and employee support. The Sales Success Manager oversees ramp metrics and onboarding progress, while the Corporate Trainer leads the training curriculum. The Sales Manager owns the team’s day-to-day leadership, including coaching sessions, pod meetings, opportunity and pipeline reviews, hiring and performance decisions, and ensuring each Loan Originator has the support and accountability needed to succeed.

Requirements

3+ years managing a sales or loan officer team in private/consumer lending, mortgage, or a comparable quota-carrying environment.
A track record of individualized coaching, not just running numbers in a pipeline review.
Comfortable using CRM, dashboard, and dialer tools (HubSpot, LendingWise, Aircall, or similar) you use these systems, you don't need to build them.
Experience with hiring decisions and performance management, including difficult conversations.
Strong cross-functional communication, you'll partner constantly with the Sales Enablement Manager and Corporate Trainer without owning their scope.

Responsibilities

Run individualized 1:1 coaching tied to each rep's ramp stage, not just group check-ins, using recorded calls, term sheets, and CRM inputs.
Log every check-in in the system the Sales Enablement Manager provides, so status is tracked rather than remembered.
Be the single point of contact for day-to-day “I don't know who to ask” moments; escalate systemic gaps to the Sales Enablement Manager.
Build and run pods of 6–8 with daily or near-daily touchpoints, in office or remote.
Assign each new hire a mentor, and make sure remote reps get the same structure and visibility as in-office reps.
Run a fixed-cadence deal and call review process for your pod, catching skill gaps before they surface in production numbers.
Postmortem each new hire's first 10–20 deals to identify patterns worth fixing.
Establish escalation path for deal involvement with Vice President of Sales.
Own performance management and HR decisions for your pod, informed, not dictated, by the ramp dashboard and certification status.
Apply the Sales Enablement Manager's data on which candidate profiles succeed when making hiring decisions for your pod.
Decide, with input from the Corporate Trainer's certification results, when a rep is ready to handle files or calls solo.