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About Us Fresh Prints is a New York-based custom apparel company, and we've grown rapidly over the last few years — from a company doing roughly $1M in revenue to one doing $16M, with multiple layers of management and a growing team of high-performing salespeople. That growth has created significant opportunities for people who are willing to take ownership, learn quickly, and consistently deliver results. At Fresh Prints, we believe that great managers aren't simply people who manage numbers or assign work. Great managers know the work deeply, stay close to their teams, and can make the people around them better. That's what we're looking for in this role. Role Overview As an Inside Sales Manager , you'll be responsible for building, coaching, and managing a high-performing team of Inside Sales Associates. This is a highly hands-on management role. You'll be expected to understand what is happening in your team's sales conversations, review their emails and calls, identify exactly where they are getting stuck, and provide practical, solution-oriented feedback that helps them improve. You'll also own the team's sales performance — from hiring and training new salespeople to setting targets, improving close rates, growing repeat business, and managing performance. This role is ideal for someone who has already mastered sales themselves and now wants to become exceptional at developing other salespeople. You should be able to look at your own track record and say: "I've consistently been one of the best at this, and now I want to teach other people how to do it." Key Responsibilities As an Inside Sales Manager, you'll have a wide-ranging set of responsibilities. On a day-to-day basis, this means: Hire and build the team: Interview and hire Inside Sales Associates and help build a strong, high-performing sales organization. Experience hiring Sales Executives, Account Executives, or similar sales roles — particularly within SaaS or high-growth companies — is highly preferred. Train new salespeople: Own the onboarding and training of new hires, including product training, sales process training, role-plays, objection handling, closing techniques, and account management. Coach through real sales conversations: Stay extremely close to the team's day-to-day selling. Review calls, emails, follow-ups, and customer conversations to identify specific opportunities for improvement. Give high-quality feedback: Go beyond telling someone what they are doing wrong. Diagnose the underlying problem, provide a clear solution, work through examples with them, and track whether the coaching actually improves their performance. Set and own sales targets: Establish quarterly sales goals based on historical performance, business needs, team capacity, and individual potential. Develop clear strategies for achieving those targets. Manage key sales metrics: Closely monitor metrics such as close rate, sales volume, ISA sales averages, repeat customer rate, and account growth. Drive performance improvement: Identify performance gaps early, create actionable improvement plans, coach underperformers, and consistently track progress. Make tough performance decisions: Set a clear performance bar and, when necessary, make decisions regarding continued employment of consistently low-performing team members. Develop future sales leaders: Identify high-potential team members, help them develop their sales and leadership skills, and create a strong internal pipeline for future management roles. Own team performance: Ultimately, your success will be measured by whether your team hits its sales goals, improves its close rate, and builds strong, growing customer relationships. What Great Looks Like We're looking for a manager who is hands-on, analytical, and relentlessly focused on making their team better. A great sales manager doesn't simply tell a salesperson, "You're not closing because you're not following up enough." They ask: Who are you following up with? Show me the conversations. Where exactly are prospects dropping off? What are you saying in your follow-ups? Let's work through these conversations together. Here's what I'd change. Try this approach, and let's look at the results next week. The quality of coaching matters more than the quantity of feedback. You should be someone who naturally gets into the details, works through problems with your team, and proactively coaches people — whether they're struggling or already doing well. How You'll Be Measured Your success will ultimately come down to the performance of your team. Key indicators will include: Achievement of quarterly sales targets ISA average sales performance Team close rate Repeat customer rate Account growth Improvement in individual team member performance Quality and effectiveness of coaching Ability to consistently hire and develop strong sales talent We're particularly interested in candidates who can demonstrate their own sales mastery with real numbers and a consistent track record . You can't teach mastery that you haven't achieved yourself. We're looking for someone who has demonstrated that mastery consistently and is now ready to help others achieve it. Requirements 4+ years of experience in sales, with significant experience as a high-performing individual contributor 2+ years of experience managing and coaching sales teams Demonstrated track record of consistently exceeding sales targets Strong understanding of sales metrics including close rate, conversion, repeat business, and account growth Experience hiring and interviewing Sales Executives, Account Executives, Inside Sales Representatives, or similar roles Experience training and coaching salespeople through role-plays, call reviews, deal reviews, and real customer conversations Strong ability to diagnose the root cause of a salesperson's performance issues and create actionable solutions Highly hands-on management style — you enjoy getting into the details rather than managing purely through dashboards Strong analytical and problem-solving skills Excellent written and verbal English communication skills Comfortable giving direct, constructive feedback and having difficult performance conversations Experience working in a fast-growing startup or high-growth environment is highly preferred SaaS or B2B sales experience is a strong plus Compensation & Benefits Competitive compensation based on experience and demonstrated sales leadership track record Opportunity for significant career growth as Fresh Prints continues to scale Direct mentorship from experienced sales leadership High ownership and autonomy Opportunity to build and develop your own sales team 100% remote work environment Location & Timings Full-time remote role Working Hours: Aligned with US business hours (6:30 p.m. IST - 3:30 a.m. IST) Monday to Friday Candidates should be comfortable working in a fast-paced, rapidly changing environment
Most are in India and the US. Here's how to pick the right one for you.
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WorkMundi's database shows 74,689 open sales positions globally. India leads with 17,483 jobs, followed by the US with 13,876. If you're open to geography, you have real options — but the sheer number means you need a filter. Don't apply to everything. Pick a country, a company size, and a sales model that matches what you actually want to do.
Almost 8 in 10 of these ads have their text written in English. That's useful for reading the job description and understanding what you're signing up for. But it tells you nothing about whether the role requires you to speak English with customers, partners, or your team. Ask the hiring manager directly during your first conversation.
The employers posting the most are boxlunch, SIMPLE RECRUIT, FlexBoard, and tmobile. If you see their name on a listing, you know they're actively hiring. That can work in your favor — high-volume recruiters often move faster. But volume also means competition. Your application needs to stand out.
Sales interviews almost always include a version of this: 'Tell me about a time you lost a deal. What did you learn?' Prepare a real story where you take ownership of what went wrong and what you'd do differently. Hiring managers want to see you learn, not just win.
