Senior Manager, Inbound Sales (Pre-Planning)

Meadow

1d•$110,000 - $170,000•Remote

About The Position

Deathcare is a $20B market in everybody's blindspot. It touches every family, yet remains fragmented, widely distrusted, and offline - all while the world around it has transformed. We believe families deserve a fundamentally better experience. At Meadow, we're building the modern funeral home. In under two years, we've become California's largest independent, are now in four states, and have earned hundreds of 5-star reviews and an 80+ NPS along the way. You'd join a team that's built and scaled real-world businesses. We're now expanding nationally with urgency, discipline, and plenty of meaningful work still ahead. We're looking for a Senior Sales Manager to lead and grow our Pre-Planning sales team: to hire, train and develop the reps who help people plan ahead, and to make that team one of the strongest in the company. You'll also shape how we sell. Pre-Planning is a considered, high-trust sale with a lot of room to learn, and you'll build the point of view, the standards and the habits that a fast-growing team runs on. Pre-Planning is one of our biggest growth opportunities, and we're aiming to grow it to the scale of our at-need business over the next year. Today the team is small and led day to day by our Sales Lead and our Head of Sales. You'll join as a manager, working closely with both, and you'll take over day-to-day leadership of the team as it grows.

Requirements

Proven sales manager. You have managed a team of sales reps through ramp and to quota, and you can point to the results.
High care, high standards. You hire well, train well, and hold a clear bar without turning harsh or soft. You can name reps you developed, an exit you handled well, and people who would follow you.
A grounded view of how great sales teams work. You know what good looks like in practice, and you adapt it to our business instead of porting a playbook wholesale.
High agency. You prioritize well, get hands-on, and will jump on a call yourself when a rep needs to see it done.
Comfort with a consultative, high-trust sale. You've led a team that sells a considered decision over the phone or video, with no pressure tactics.

Nice To Haves

Experience coaching early-career reps (a strong plus). You know what a new rep needs in weeks one through eight and how to get them to a first close.

Responsibilities

Grow the team to about 10 in your first six months. Hire strong early-career reps, get them through our onboarding gates on schedule, and shorten the time to a first close.
Define what great looks like. Put in writing the performance bar for a Pre-Planning rep, with activity and conversion expectations by tenure, tied to our onboarding gates and a weekly review rhythm.
Build our point of view on how we sell. Document it, test at least one change to the script or the approach with the team, and keep what works.
Own day-to-day leadership of the pod. That means 1:1s and performance conversations, hiring decisions, ramp reviews and weekly pipeline inspection, so our Head of Sales can focus on strategy.
Build a team that performs and stays. About 75 percent of the team at quota, and regretted attrition under 15 percent a year.