Regional Sales Performance Coach

Employment Type: Full-Time
Schedule: Monday–Saturday
Location: Remote
Department: Field Operations / Performance

The Mission

Keep the field connected, compliant, supported, and performing — without leadership having to chase it.

This role owns the gap between what we say should happen and what actually happens.

If a rep is falling behind, a form isn't completed, a complaint is sitting unresolved, reviews are slow, or a Regional needs visibility — you know about it and you're on it.

Your Scoreboard

You win when:

• Daily Syncs: We know who's showing up, who's not, and who's following camera expectations.
• Compliance: Intake and membership forms are completed accurately and on time.
• Reviews & Referrals: Reps are being pushed and performance numbers are moving.
• Attendance: Lateness and repeat attendance issues are identified and addressed.
• Complaints: Problems are handled quickly and don't sit unresolved.
• Studios: Studios are clean, professional, and customer-ready.
• New Hires: New hires are trained, set up in the right systems, supported, and followed through their first 60 days.
• Regionals: Regional leaders know exactly what's happening in their region without having to hunt for information.

What You'll OwnField Accountability

Monitor:

• Daily syncs
• Intake and membership forms
• Tardiness and attendance
• Camera expectations
• Studio cleanliness

See it → Address it → Follow up → Close it.

Reviews & Referrals

• Monitor performance and identify who's winning and who's falling behind.
• Keep reps accountable to review and referral goals.
• Create urgency when performance slows.
• Consistently push the field to maintain momentum.

Issues & Complaints

Own the follow-through on:

• Billing complaints
• Staff complaints
• Low reviews
• Membership issues
• Product orders

Most categories will typically have approximately 1–5 items per day, requiring consistent follow-up and resolution.

New Hires

• Run Monday/Tuesday remote training.
• Add new hires to MyTime and required systems.
• Check in daily with the new hire and their Regional.
• Provide clear summaries of training progress.
• Own 7-, 14-, 30-, and 60-day check-ins.
• Build genuine rapport with new reps so they have a trusted point of contact.
• Identify struggles early and ensure appropriate follow-up.

Regional Communication

Meet with Regional leaders 3x per week — beginning, middle, and end of week.

Keep meetings focused:

What's winning? What's behind? Who needs attention? What's the next action? Who owns it?

Topics include:

• Reviews and referrals
• Membership and compliance
• Complaints
• Tardiness and attendance
• Reps or studios needing attention

The Standard

This is not a reminder role. It's an ownership role.

Sending a Slack message isn't completing the task.

The task is complete when the outcome is complete.

• If a form is missing, get it completed.
• If reviews are behind, create urgency.
• If someone is repeatedly late, address it with the Regional.
• If a studio isn't clean, get it corrected.
• If there's a complaint, drive it to resolution.
• If a new hire is struggling, catch it early.

Who Crushes This Role

You may be a strong fit if you:

• Move fast.
• Love a scoreboard.
• Live in Slack.
• Follow up relentlessly.
• Can manage many small moving pieces without losing track of one.
• Don't need to be reminded to remind other people.
• Can deliver tough feedback while maintaining strong relationships.
• Build genuine relationships with reps and Regional leaders.
• Don't confuse activity with accomplishment.
• See a problem and think: "I own getting this closed."

The Ultimate Test

At the end of every week, leadership should be able to ask:

"Is the field doing what it's supposed to be doing?"

The Field Performance Manager should have the answer — with the data, context, and next steps already handled.

Qualifications

• Strong organizational and follow-up skills
• Excellent written and verbal communication
• Comfortable working in Slack and multiple systems simultaneously
• Strong accountability and problem-solving skills
• Ability to manage competing priorities and deadlines
• Comfortable addressing performance and attendance issues
• Ability to build strong working relationships with field teams and leadership
• Self-directed and proactive; able to take ownership without constant supervision
• Previous experience in operations, field management, sales support, customer experience, or a similar role is a plus

What We’re Looking For

We are looking for someone who doesn't simply track problems — they solve them.

If you are highly organized, persistent, comfortable holding people accountable, and motivated by measurable results, this role may be a strong fit.