D2D Recruiting Manager

Description: D2D Recruiting Manager Glide Window Cleaning | Orem, Utah | Full-Time, In-Person On-Target Earnings: $160,000–$220,000 | Uncapped Performance-Based Upside About Glide Glide is one of the fastest-growing window cleaning companies in the country. We've grown from a small, founder-led operation into a multimillion-dollar business with an ambitious vision for national expansion. At the heart of our growth is our door-to-door sales organization. We recruit, develop, and empower driven individuals to build sales skills, earn exceptional incomes, and grow into leadership opportunities. We're looking for a Recruiting Manager who can help us take this organization to the next level. The Opportunity We have a powerful opportunity: multiple recruiting channels consistently generate interest from people who want to join our sales organization. Our challenge isn't generating more leads. It's building the most effective recruiting machine possible to convert that interest into committed, qualified sales representatives. As Recruiting Manager, you'll own that outcome. You'll initially lead two recruiters while personally recruiting high-value candidates, optimizing our recruiting funnels, and building the systems and AI-powered infrastructure that allow the department to scale. Your primary scorecard is simple: How many qualified sales representatives does your team successfully sign each week? We're looking for someone who can combine the persuasion of a top-tier recruiter, the leadership of an exceptional manager, and the systems thinking of an operator. Four Core Responsibilities 1. Recruit Exceptional Sales Representatives You won't just manage recruiting. You'll be an excellent recruiter yourself. Personally recruit high-potential candidates, including experienced salespeople, aspiring entrepreneurs, and existing business owners. Conduct compelling recruiting conversations that build genuine excitement and trust. Understand each candidate's motivations and communicate why Glide is the right opportunity for them. Navigate objections, follow up effectively, and confidently close qualified candidates. Establish honest expectations about compensation, the demands of door-to-door sales, and what success requires. 2. Lead and Develop a High-Performing Recruiting Team You'll initially manage two recruiters, with the opportunity to build a larger team as the organization grows. Set clear weekly recruiting goals and hold every recruiter accountable to results. Coach recruiters through call reviews, role-playing, feedback, and ongoing training. Build a culture of speed, ownership, high standards, and continuous improvement. Monitor individual conversion metrics and identify exactly where recruiters need to improve. Develop consistent recruiting processes that enable the team to perform at a high level without constant oversight. Take ownership of department performance, rather than simply reporting results. 3. Build AI-Powered Recruiting Infrastructure We're looking for someone who sees technology and AI as a competitive advantage. Build and continuously improve the CRM workflows, automations, reporting, and systems supporting the recruiting department. Leverage AI to improve candidate communication, lead qualification, follow-up, scheduling, and recruiter productivity. Implement systems that ensure prospects receive fast, consistent, personalized attention. Create clear dashboards showing lead flow, funnel conversion, recruiter productivity, and weekly signed representatives. Identify manual or repetitive processes and automate them wherever practical. Build infrastructure that can support dramatically higher recruiting volume without requiring proportional increases in headcount. You don't need to be a software engineer. But you must be technologically capable, resourceful, and excited about building smarter systems. 4. Design and Optimize Recruiting Funnels Not every recruiting lead is the same. Someone coming from a job posting needs a different recruiting experience from someone following a sales leader's personal brand. You'll own the strategy for converting leads across multiple channels, including: HXP partnerships: Candidates attracted through humanitarian and travel experiences. Sales leader personal brands: Prospects already familiar with and interested in our sales leadership. Indeed and other job boards: Candidates actively exploring employment opportunities. Meta advertising and paid campaigns: Prospects at varying levels of awareness and interest. Additional partnerships and referral channels: New sources of recruiting opportunities as Glide expands. For each channel, you'll develop and optimize the appropriate messaging, qualification process, recruiting conversations, follow-up sequences, and closing strategy. You'll use data to identify where prospects drop off, run experiments, and continually increase the percentage of leads that become signed representatives. Compensation & Growth Expected On-Target Earnings: $160,000–$220,000, with significant performance-based upside. Compensation is structured around a $75,000 annual base guarantee and a performance-driven recruiting compensation model. The higher of the base guarantee or applicable net performance earnings determines total compensation; these components are not simply additive. Top performance creates the opportunity to exceed the stated earnings range. Requirements: Who we're looking for Someone who puts integrity over every other thing. Door-to-door sales or high-volume sales recruiting. Leading recruiting or sales teams. CRM automation, AI workflows, and funnel optimization. Recruiting through multiple acquisition channels. Building repeatable operating systems inside a fast-growing organization. Prior recruiting management experience is valuable, but demonstrated ability to lead, sell, and build systems matters more than a particular job title. PI2939e126faa9-25448-41819449