Sales Performance Lead

Community Phone

12d•$1,800 - $2,000

About The Position

The Sales Performance Lead is the person who makes sure our sales floor is sharp, hungry, and continuously improving. You: Turn data into insight, insight into action, and action into measurable lift. Know the difference between a rep who needs coaching and a rep who needs replacing -and you’re comfortable driving both. Are keeping the floor honest, focused, and fair. If you do this job well, every rep is either getting better fast… or being replaced with someone who will. You’re not a “rah-rah” coach. You’re a “here’s the data, here’s the behavior, here’s the change” coach. You don’t guess. You measure. You don’t get lost in spreadsheets — you use them to decide what happens on the floor tomorrow. You know that culture and accountability aren’t opposites — they amplify each other. We take performance seriously and want to build a floor where high performers never wonder why they’re working so hard. We believe you can be high-accountability and deeply caring at the same time. That’s the bar here. We’re a startup. Change is constant. Your job is to make sure it doesn’t become chaos. We structure this role to reward impact and continuous improvement. If you want to own the health of a fast-growing sales floor - from the numbers to the people behind them - and help build a team where performance, fairness, and growth all matter, this is your seat.

Requirements

Performance Management
Work with your manager to define what “good” looks like, build scorecards, and keep everyone honest to the numbers.
Team Leadership & Coaching
You’ve actually moved reps from “struggling” to “crushing it” through targeted coaching, not generic advice.
Data-Driven Sales Analysis
You’re comfortable in metrics, trends, and root-cause analysis.
Love high-velocity, inbound sales environments.
Are allergic to “average” and deeply believe most reps can get better — with the right pressure and support.
Are just as comfortable in a coaching session as you are in a dashboard
Can say hard things kindly, and hold the line when standards slip.

Nice To Haves

SQL is a strong plus — or a strong desire to learn it quickly.

Responsibilities

Coach Reps to Actually Get Better
Run structured 1:1s and small-group coaching focused on close rate, deal velocity, and conversation quality.
Listen to calls and review deal outcomes to spot the exact behaviors that are costing us sales.
Build clear, measurable improvement plans and track each rep’s progress weekly.
Diagnose and Quantify Performance Gaps
Break down performance across the funnel — lead → connect →qualify→ close → onboard -and pinpoint where each rep is leaking.
Separate effort problems (low activity, slow follow-up) from skill problems (weak framing, poor discovery, bad closing).
Recommend specific interventions or exits based on numbers.
Own the Performance Pipeline
Own the improvement lifecycle for low performers: diagnosis → coaching → PIP → replacement.
Maintain a living roster that tags every rep as improving, stable, or at risk — and why.
Ensure PIPs are data-driven, time-bound, and reviewed weekly with your manager.
Support leadership in maintaining a healthy high-velocity environment while steadily raising the team average.
Drive Motivation and Customer First Culture
Help create a culture where reps feel coached, challenged, and valued — not coddled or ignored.
Champion and reinforce a customer-first approach on every call.
Minimize voluntary attrition by making top performers feel seen and low performers feel supported and held to a standard.
Simplify Change and Protect Focus
Be the feedback loop from the floor back to leadership — telling us what’s working, what’s breaking, and what needs to be rolled back.