An established, growth-oriented residential cleaning service is seeking an experienced Director of Sales and Client Relations. This is a senior position within the company, and financial compensation is based 100% on results. This position is responsible for growing and retaining a profitable recurring residential cleaning customer base. The Director owns the full sales and relationship process for three offices in Northeastern and Central Wisconsin, as well as a consultative role to a smaller office located in Southern Wisconsin. Responsibilities include warm lead conversion, cold prospecting, closing, onboarding, existing customer relationships, account expansion, and recovery of former customers. Accountability includes personal production and the work of the Client Services & Sales Specialist. The Director leads the client management and is a peer to the Director of Operations. Both directors report to the Owner and exercise authority over their respective functions. Operations owns field staffing, routing, service delivery, and cleaning quality. The Owner establishes company priorities, approves budgets and major exceptions, evaluates both directors, and resolves decisions beyond their delegated authority. Team Leadership Directly supervise the Client Services & Sales Specialist, who handles routine inbound inquiries, phone estimates, sales, and client communications. The Director is accountable for the specialist's work quality, productivity, development, and contribution to team results. Set responsibilities, daily priorities, response standards, coverage arrangements, and individual goals. Maintain coverage during absences and busy periods. Train and coach consultative selling, estimating, follow-up, objection handling, recurring service conversion, and customer recovery. Review calls, records, and written communications through approved systems. Hold regular coaching meetings, conduct performance reviews, address performance gaps, and recommend staffing or personnel changes to the Owner. Document repeatable procedures and delegate routine work while personally handling difficult sales and escalations. Protect time for outbound business development. Sales and Client Relationships Recurring Sales and Business Development Warm Lead Conversion Own inbound opportunities across calls, website inquiries, email, text, and referrals. Assign every lead an owner, next action, and follow-up deadline; monitor missed inquiries and overdue estimates. Qualify service area, household needs, home condition, desired frequency, timing, and operational fit. Explain the service clearly and recommend an appropriate recurring schedule. Conduct or oversee estimates, address objections, ask for the sale, and follow opportunities through the first cleaning into active, paid recurring service. Use consistent follow-up sequences and revisit open estimates. Honor customer communication preferences and record qualification and lost-sale reasons. Track inquiries, estimates, booked first cleanings, and retained recurring customers as distinct stages. Improve conversion using results by office and lead source. Cold Prospecting and New Business Personally build a pipeline beyond company-provided leads through targeted cold prospecting, approved outreach, networking, local events, and direct contact. Develop referral relationships with professional organizers, real estate professionals, relocation providers, neighborhood organizations, and complementary service businesses. Create quarterly prospecting plans with target areas, activity commitments, and retained-customer goals. Coordinate geographic growth with available cleaning capacity and efficient routes. Reactivate suitable former customers, paused accounts, and unconverted estimates. Convert appropriate one-time customers to recurring service and expand frequency or scope where it fits customer needs. Track originating sources, partner productivity, acquisition costs, and retention. Preserve the Director's sourcing credit when the specialist estimates or closes the sale. Own follow-through on approved marketing leads, recommend channel improvements, and obtain Owner approval for spending or referral commitments beyond the approved budget. Estimating and Pricing Apply consistent estimates based on size, condition, scope, labor needs, and frequency. Explain initial or deep cleaning separately from ongoing maintenance service. Operate within approved pricing, minimum charges, discounts, and margin requirements. Refer exceptions beyond delegated authority to the Owner. Confirm capacity and serviceability with Operations before promising dates, appointment windows, or special arrangements. Provide complete service specifications and customer expectations. Compare estimates with delivery feedback, correct recurring scope or pricing errors, and track credits and refunds. Report initial cleanings and one-time projects separately from recurring sales. Client Relationships and Service Coordination Onboarding and Early Retention Own the transition from sale to an established relationship. Confirm scope, pricing, frequency, access arrangements, customer preferences, and the approved first service date. Explain preparation, payment, scheduling, and cancellation policies. Follow up after the first cleaning and at early milestones to resolve expectation gaps. Verify subsequent visits occur and billing questions are addressed. Track early retention, including 90-day results, by office and source. Existing customer relationships Maintain clear account histories and proactive contact appropriate to customer needs and risk. Respond to repeated complaints, skipped visits, frequent rescheduling, service reductions, and price concerns. Own cancellation and pause conversations. Identify the reason, offer suitable remedies within approved limits, and verify continued paid service before recording a sustained retention success. Manage approved price-change communications and identify appropriate expansion opportunities. Record customer losses accurately, including moves, affordability, service quality, and capacity constraints. Maintain responsibility for the full assigned customer portfolio and the client team's follow-through, including accounts originally sold by others. Complaints and Customer Recovery The client management team remains the customer's point of contact through resolution. Operations investigates and corrects service delivery problems; the Director owns communication, coordination, and follow-up. Document each concern, responsible person, agreed remedy, and next update. Personally handle material escalations and difficult relationship or pricing issues. Coordinate corrective service with Operations and authorize credits only within approved limits. Confirm completion and customer satisfaction before closing the issue. Escalate serious complaints, damage allegations, and sensitive matters through company procedures and involve the Owner when required. Working with Operations Maintain a shared view of capacity, expected starts, service changes, at-risk customers, and unresolved issues. Hold a focused weekly sales and operations meeting. Book and communicate within confirmed availability; Operations directs cleaners, field supervision, routing, staffing, training, and quality correction. Route urgent issues promptly and bring unresolved decisions to the Owner with facts and a recommended action. Review customer losses by cause so both directors remain accountable for factors within their authority. Office Support and Performance Management for the Southern Wisconsin Office The remote General Manager retains accountability for local sales, customer relationships, and operations. The Director provides support under an Owner-approved working agreement, with primary resource commitment to the three nearby offices. Share estimating methods, scripts, CRM standards, onboarding materials, and retention practices. Review pipeline, customer losses, and support needs with the GM, ordinarily monthly. Coach difficult opportunities and assist with agreed campaigns, estimates, inquiry coverage, or escalations when capacity permits. Track commitments separately. Propose changes to centralized support, staffing, authority, or commission credit for Owner approval. Support does not change the GM's reporting line. Systems and Reporting Maintain accurate CRM records for sources, estimates, next actions, customer preferences, complaints, and account status. Reconcile records with scheduling and billing; correct duplicates and missing information. Protect customer contact and home access details through approved systems. Review daily coverage and priorities with the specialist, review pipeline and coaching weekly, and provide the Owner with a monthly scorecard by office and in total. Prepare a quarterly growth plan covering channels, retention, capacity, and resource needs. Compensation Structure and Role Requirements After training, this is a 100% commission-based position with no base salary and uncapped earnings, with a target first-year compensation of $100,000. Your ability to identify, sign, and retain recurring customers and generate revenue beyond budgeted goals directly impacts your compensation, and earnings could be significantly more or less than this target. Recurring account commissions apply to eligible collected revenue from the assigned existing customer portfolio and customers acquired by the client team, rewarding ongoing retention and relationship management. Team growth commissions reward eligible net recurring growth across the three primary offices, including business closed by the Client Services & Sales Specialist. Additional sourcing commissions reward documented outbound or referral-channel acquisition that produces retained recurring customers. Preserve sourcing credit when the specialist completes the estimate or close. The final commission plan defines rates, eligible accounts, baselines, payment timing, margin requirements, retention milestones, and any higher rates above target. It specifies when commissions are earned, how components combine, and treatment of cancellations, refunds, pauses, reactivations, transfers, and departure from the role. Revenue commissions use eligible completed and collected service. Southern Wisconsin office commission credit applies only to expressly assigned eligible business. First 90 days The first 90 days of employment will be structured to learn all aspects of the business by working directly in each department. A base salary will be paid during this time. after successfully completing training, the candidate will be considered onboarded and pay will shift to a commission-based model. An example training structure of the first 90 days may be: Days 1 through 30: Learn services, pricing, systems, customer history, and capacity; assess the specialist's work and establish baselines. Work on a cleaning team, conduct quality inspections, and learn all HR and operations functions. Days 31 through 60: Improve lead response, follow-up, onboarding, and cancellation handling; establish coaching routines, launch outbound activity, and confirm Southern Wisconsin office support. Days 61 through 90: Review conversion and eligible retention results, assess channel performance, and present the next quarterly growth plan. Qualifications and Working Expectations Demonstrated success in consultative closing, personal prospecting, and retention of recurring customers, with evidence of coaching or supervising another employee. Strong phone, written, and in-person communication; sound judgment; and effective handling of objections, complaints, and competing priorities. Proficiency with CRM and service software, spreadsheets, and sales reporting; ability to interpret conversion, retention, acquisition costs, pricing, and contribution. Prefer at least five years in sales, business development, or account management with team leadership. Residential cleaning or related recurring home-service experience is valuable; comparable results may substitute for a particular career path or degree. Work primarily at the main office, travel among nearby offices and to prospect or partner meetings, and visit the Southern Wisconsin office as support needs warrant. Arrange coverage for customer needs and escalations. Work independently as a senior leader, collaborate with Operations, protect confidential information, and provide verifiable examples of sales, retention, and team results. Occasional overnight travel to company meetings, work conferences, and similar functions is required at times. The Type of Leader Who Thrives Here Our most successful leaders are people who combine strong business instincts with genuine concern for others.

They tend to exhibit:

Personal integrity and accountability Humility and self-awareness Confidence and decisiveness Strong emotional intelligence Professional courage and resilience Collaborative leadership A growth mindset An unwavering commitment to high standards Ability to earn trust across diverse teams A high degree of stress tolerance They are willing to have difficult conversations when necessary, challenge assumptions respectfully, and help others reach higher levels of performance. Why Consider This Role? This is not a position for someone looking for a routine management or sales job; it is an opportunity to lead a growing operation, develop people, improve processes, influence results, and make a meaningful impact on the success of the organization. The work can be demanding, but for the right person it offers significant professional growth, meaningful responsibility, strong support from leadership, and the ability to help build something exceptional. Qualified candidates are encouraged to apply for confidential consideration.

Job Type:

Full-time Pay:

$100,000.00 - $200,000.00 per year

Benefits:

401(k) Company car Dental insurance Flexible schedule Health insurance Paid time off Relocation assistance Vision insurance Application Question(s): Describe the most difficult leadership challenge you've faced involving a team that was underperforming. How did you approach the situation, what specific actions did you take, and what was the outcome? Tell us about a time when you were responsible for the overall success or failure of a business unit, department, or major initiative. What metrics mattered most, how did you influence the results, and what did you learn from the experience? What is a strongly held leadership belief that you have changed your mind about during your career? What caused you to change your perspective, and how has it affected the way you lead today? Tell us about a time when you had to deliver a message that you knew would be unpopular with 1) employees, 2) customers, and 3) leadership. How did you handle each situation, and what were the results? If we spoke with the people who have worked for you over the last five years, what would they say are your greatest strengths as a leader? What would they say is the most challenging part of working for you? Think about the best team you have ever been a part of. What made it exceptional, what role did you play in its success, and what would you do to recreate that environment here? Describe a decision you made that produced a poor outcome. Looking back, what signals did you miss, what would you do differently today, and how did the experience change the way you make decisions? Tell us about a time when the data pointed you in one direction, but your instincts told you something different. How did you decide what to do, and what happened? Describe a situation where you inherited a process, policy, or practice that "everyone knew" was the right way to do things, but you believed it needed to change. How did you evaluate it, gain buy-in, and implement your solution? Imagine it's one year from today and you've been wildly successful in this role. What specific accomplishments would make you believe the year was a success, and what would have to happen to achieve them? What is something you believe about leadership that many other managers would disagree with? Tell us about a time when a high-performing employee was creating problems for the team. How did you handle the situation, and what did you learn from it? Imagine you inherit a team that is generally well-liked but consistently misses important sales goals and performance expectations. What would your first 90 days look like, and how would you balance maintaining morale with creating accountability? This is a high risk, high reward position. After completing training, this is a 100% commission-based job and your compensation will be directly tied to your performance. You could be earning minimum wage or you could be earning $200,000+ per year. What are your thoughts on this?

License/Certification:

Driver's License, Car Insurance (Required)

Work Location:

In person