Community Phone is building the best phone for communities in America. We are your hair salon's business phone, your auto‐body shop texts you or gets appointments, your local government agency's operations line, and your mom's phone that she sometimes answers on her computer.
We have more than 20,000 customers today, and we are building the missing phone.
Our team is ~80 people strong, across 15 countries. We are growing quickly, backed by Y Combinator Accelerator and Y Combinator's Continuity Fund. We are customer‐obsessed to the core. When we had a major network outage, everyone from recruiters to engineers to marketers to customer‐support agents got on the phone with our customers. Our team exemplifies our purpose. Join us on our mission to make it as easy as possible for communities to communicate.
Our sales floor is high‐velocity and growing fast. We need someone who can look at the numbers, listen to the calls, and make the team better every single week.
Role Summary
The Sales Manager 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.
What You'll Do
1. Coach Reps to Actually Get Better
You're not a "rah‐rah" coach. You're a "here's the data, here's the behavior, here's the change" coach.
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.
2. Diagnose and Quantify Performance Gaps
You don't guess. You measure.
Break down performance across the funnel—lead to connect to qualify to close to 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.
You don't get lost in spreadsheets—you use them to decide what happens on the floor tomorrow.
3. Own the Performance Pipeline
Own the improvement lifecycle for low performers: diagnosis to coaching to PIP to 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.
4. 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.
5. 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.
Key Competencies
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. SQL is a strong plus—or a strong desire to learn it quickly.
Who Thrives In This Role
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.
Not For You
Feel uncomfortable pushing people on performance.
Want to live only in strategy docs and avoid the messy reality of calls and coaching.
Prefer "everyone tried their best" cultures over "we win or fix it" cultures.
Compensation
Base salary: USD $1,800–$2,000 per month, depending on experience and fit.
Performance bonus: Ability to earn an additional USD $1,333 per month in bonuses tied to clear, data‐driven performance goals.
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.
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