The team behind every campaign
Our team is built from the field up. Everyone starts by talking to customers, and everyone who leads a campaign has done the job they are coaching.
How the team is built
Promoted from the floor, never parachuted in
We do not hire managers from outside to run campaigns they have never worked. Every leader here started in the same place: in a partner retail location, learning a product well enough to explain it to a stranger in ninety seconds.
That has two effects. Coaching is credible, because it comes from someone who closed a sale in that store last week. And growth is honest — the path to leadership is published, measurable and open to anyone willing to do the work.
- Daily field coaching, not quarterly reviews.
- A published development track with clear expectations at each stage.
- Advancement based on performance and on how well you develop others.
Roles on the team
Four stages, one development track
These are the roles that make up a campaign team. Each one is a step on the same track, and each has a defined set of skills to master before the next.
Account Executive
Works the retail floor with a client’s product. Learns the offer, the customer conversation and the close. No prior sales experience required — this is where training starts and where our systems are mastered.
Corporate Trainer
Developing into leadership, teaching and in-field training, conducts interviews and evaluating talent, scheduling, and shadow managerial responsibilities.
Assistant Director
Taking ownership of day to day operations, developing and managing a team, overseeing the full recruiting cycle, learning administrative and backend responsibilities.
Marketing Director
Leads a client campaign end to end, develops the next group of managers, and opens new territory when the client is ready to expand.
Training
What the first forty-five days actually look like
Days 1–3
Student cap on for classroom. Product certification for the client you will represent, plus retail floor conduct and partner standards.
Days 4–7
Field days beside an experienced representative. You lead conversations; they debrief you after each one.
Days 8–17
You run your own location, with a coach checking in daily and weekly numbers reviewed together. Mastering self-management.
Days 18–45
You begin training someone else. Teaching the job is the requirement for moving past it and scaling up and forward.
Who does well here
We hire the attitude and train the skill
- Coachable. You can take direct feedback in the moment and use it the same day.
- Consistent. The job rewards people who show up the same way on a slow Tuesday as on a busy Saturday.
- Genuinely social. You would rather talk to a hundred strangers than send a hundred emails.
- Ambitious about people. The fastest growth here goes to whoever develops the next group well.
“We are not looking for a finished salesperson. We are looking for someone we can hand a product to on Monday and trust in front of a customer by Friday.”
Ready to put your brand in front of real customers?
Tell us about the product, the retailers you want to be in, and the markets you want next.