High-Ticket B2C Sales Closer. Inbound Leads Provided. 1st Year OTE $100K-150K

JOB SUMMARY :

Hiring Partner : AcquisitionReps.com / Let’s Grow COO (both brands are owned by the same parent company)

Employer : One of our vetted real estate investment clients - NOT our recruiting firm

Role : Real Estate Acquisitions / Home Buying Specialist

Location : United States; most positions are remote or hybrid, depending on the client

Employment Type : Full-time W-2

Reports To : Company Owner or Sales Manager

Expected Earnings : $100,000–$150,000 OTE for proficient producers; $200,000–$300,000+ for top producers; with exceptional outlier upside ($450K+). Not guaranteed.

Compensation Structure : Base or recoverable draw plus performance-based commission; exact plan varies by hiring company

READ THIS BEFORE YOU APPLY!

This Role Is Probably NOT for You.

AcquisitionReps.com / Let’s Grow COO recruits and assesses high-performing closers for established, vetted real estate investment companies. You will NOT work for us. If selected, you will be hired directly by a client as a full-time W-2 employee.

Our clients buy houses directly from homeowners. Not dream homes. Not listing appointments. 

You will speak with people facing foreclosure, divorce, probate, major repairs, inherited property, financial pressure, difficult tenants, and messy family situations. Some will need help. Some will just want an unrealistic price. Some will distrust you, get angry, swear, hang up, or tell you “no” repeatedly.

If you need people to be pleasant before you can sell, stop here. If your method is to talk fast and pressure someone into signing, stop here too. Great acquisition closers earn trust, uncover the real issue, negotiate confidently, and help a homeowner make a sound decision.

WHO OUR CLIENTS ARE:

We recruit exclusively for established direct-to-seller real estate investment companies producing significant annual revenue.

A typical client:

• Is making $1 Million+ per year.
• Operates in multiple real estate markets.
• Already has 1 to 3+ acquisition agents.
• Has dedicated lead intake and follow-up support.
• Has transaction coordination, dispositions, administrative support, and operations leadership.
• Invests enough in marketing to support a productive closer.
• Has the systems and lead flow needed for the right salesperson to pursue at least $100,000 in annual on-target earnings.

These companies do not need you to create your own opportunity from nothing.

They provide the leads, proven sales process, technology, training, underwriting support, coaching, and operational leadership team.

Your job is to turn those opportunities into profitable signed contracts.

WHY THIS ROLE EXISTS:

Our clients spend serious money to generate inbound seller opportunities for their teams. We're talking $4,500 to $12,500 in marketing per signed contract that closes.

Too many otherwise closable deals die because a sales rep responds slowly, asks weak questions, gives up after the first few objections, or lets follow-up slide while demanding more leads.

They want the opposite: an elite B2C closer who treats every legitimate lead like an investment, not a disposable name in a CRM. 

The marketing department and cold callers will generate leads. Lead managers will book closing appointments and do some follow up. The operations team will process the deals. Your job is to produce signed agreements that turn into profitable closed transactions. Not just activity. Not just contracts that fall apart. Closed profit - and a lot of it.

WHAT MAKES THIS OPPORTUNITY DIFFERENT:

1. You DO NOT need real estate experience. 

You DO need to know how to sell. Our clients can teach underwriting, offer structure, deal types, and process. They cannot easily teach emotional intelligence, resilience, persuasion, and a relentless work ethic.

2. The upside is real. So is the pressure. 

We require our clients to pay at least $3,000 per month as a base salary or recoverable draw during the first three months. Typical clients provide a $3,000–$4,000 monthly rolling draw against future commissions. Capable first-year performers may earn $100K–$150K; proven producers may reach $200K–$300K+, and rare outliers have exceeded $450K. None of that is owed to you. You’ve got to earn it.

3. You will get inbound leads, training, tools, and lots of coaching. 

Your calls will be recorded and evaluated, you’ll undergo extensive roleplay practice, have your pipeline reviewed on a regular basis, your metrics will be visible to the entire team, and you will receive direct feedback on a daily basis. Your former title, years of experience, and natural charm will not exempt you.

4. Most of the money is in the follow-up. 

Approximately 70-80% of your deals may come from long-term follow-up, not the first phone call. It might be the 18th call, the 36th text, or the homeowner who circles back after two years. Most average reps quit long before then.

CRITICAL ACCOUNTABILITIES:

1. Turn difficult seller conversations into profitable contracts.

Build trust quickly, get past surface-level objections, uncover the seller’s real motivation, negotiate inside approved pricing parameters, and ask directly for the business when the solution is right.

2. Respond to new leads before the competition does.

Fresh seller leads are highly perishable, and cost the company $300 to $500 per qualified lead, or more depending on which markets our clients operate in.

And you’ll probably only close 1 out of every 15-25 leads you get. That means that, on average, it costs our clients roughly $4,500 to $12,500 in marketing for every single contract you get a seller to sign. Which is why speed-to-1st call is vitally important! 

The target is 90 seconds or less during your assigned coverage. A hot lead is not something you call after lunch or tomorrow morning. Slow responses burn expensive opportunities.

3. Follow up until the deal is dead or done.

Most homeowners will not sign before the twelfth conversation. You’ll work new leads, aged leads, appointments, missed calls, and long-term follow-up opportunities. You’ll call 150+ sellers on demanding days, alongside texts and emails.

Every qualified lead gets a signed agreement, a definitive no, a documented disqualification, or a firm future follow-up date without a manager chasing you. No ghosting. No loose ends. No “I thought someone else was handling it.” No promising to call on Tuesday and remembering on Friday.

4. Sign contracts that can actually close.

A bad contract is not a win. You will learn the company’s underwriting process, buying criteria, offer rules, margins, and available deal structures. You will make offers confidently without apologizing for the number, but you will not manipulate sellers or lock up properties the company cannot profitably close. The benchmark is for approximately 70% of signed contracts to become closed transactions.

Success means profitable, defensible agreements that can move through transaction coordination and disposition without unnecessary chaos.

5. Run the process like a professional.

You’ll keep the CRM accurate, document the next step on every interaction, honor commitments, complete follow-up, use the approved sales process, and apply feedback from coaching and call review. If nobody can tell what is happening in your pipeline, you are not managing it.

Your personality belongs in the conversation. Freelancing the sales process because you think you know better does not.

WHAT SUCCESS LOOKS LIKE:

The first 90 days are an audition, not a six-month vacation. You will receive training and support, but the trajectory must become obvious quickly. Typical full-production monthly targets look like: 100 gross leads worked → 65 qualified → 55 appointments set → 50 attended → 47 offers → 9 signed contracts → 6–7 closed deals → approximately $100,000 closed gross profit, assuming roughly $20,000 gross profit per deal.

Exact targets vary by client, market, and lead mix. The point is that you know your numbers, own the conversion gaps, and produce profitable closings.

Developing (0–90 days). 

Master the scripts, CRM, seller discovery, underwriting, and offer process. Take live calls, build your pipeline, respond fast, handle rejection, and act on feedback immediately. By Day 90, you should be operating at or near the expected production standard.

Proficient (90–180 days).

Run the seat without daily rescue. Consistently maintain fast lead response, disciplined follow-up, strong offer-to-contract and contract-to-close conversion, and approximately $100,000+ in monthly closed gross profit at the typical client benchmark.

High-Impact (180+ days). 

Beat the standard repeatedly. Recover deals others would lose, improve conversion, shorten sales cycles, protect margins, and elevate team performance without becoming an egotistical problem.

YOU WILL THRIVE IN THIS ROLE IF YOU ARE:

Extremely Resilient.

Rejection does not ruin your day. A canceled contract does not destroy your month. You recover quickly, learn what you can, and make the next call.

Emotionally Intelligent.

You can speak with distressed homeowners without sounding cold, fake, scripted, pushy, or predatory. You listen closely, identify what is really driving the decision, remain calm when emotions rise, and balance empathy with the confidence to ask for a signed agreement.

Disciplined About Process.

You understand that elite performance is repeatable. You follow the sales process, update the CRM, honor follow-up commitments, track the numbers, and resist the temptation to improvise every conversation based on your mood.

Competitive Without the Ego.

You want the top spot. You want the big commission checks. You want to outperform the standard. But you can still admit when you are wrong, learn from others that may be younger than you, support teammates, and receive direct feedback without poisoning the room.

Highly Coachable.

You do not nod through coaching and return to the same behavior. You review the call, practice the correction, and demonstrate the change during the next conversation.

YOU WILL HATE THIS ROLE IF YOU:

• Need a manager checking on you throughout the day.
• Need every lead to be warm, easy, and ready to sell.
• Stop following up after a few unanswered calls or dislike high outbound volume.
• Need a large guaranteed salary regardless of production, predictable monthly commissions, or a strict 9-to-5 remote schedule.
• Ignore the process because a different script worked at your last company.
• Get defensive when your manager reviews your recorded calls or asks you to roleplay.
• Blame lead quality, the market, pricing, or other people before looking at your execution.
• Believe CRM discipline, scripts, and scorecards are beneath a “natural closer.”
• Take rejection personally, lose focus after a deal falls apart, or spend commission before a transaction closes.
• Want “work from home” to mean being unavailable when a serious seller responds.
• Want the upside of commission sales without the pressure that creates it.

You will participate in daily team huddles, sales training, roleplay, pipeline meetings, and KPI reporting. Your numbers will be visible. You will hear the exact second you lost a seller on a recorded call. You will be coached. 

The right person finds all of that energizing. But if that sounds like micromanagement instead of an opportunity to improve, this will be a miserable fit.

Requirements

EXPERIENCE WE’RE LOOKING FOR:

We care far more about demonstrated sales performance than real estate experience. Strong candidates often have at least 3+ years of success in high-ticket B2C, consultative, in-home, phone-based, or high-rejection sales environments. Candidates with mostly B2B sales experience typically do not thrive in this role.

Relevant backgrounds may include:

• High-ticket consumer services
• Door-to-door or in-home sales
• Sales in the home services industry, such as roofing, solar, HVAC, windows, remodeling, or home improvement
• Automotive or RV sales
• Insurance, mortgage, lending, or financial services
• Other roles requiring negotiation, objection handling, persistent follow-up, and direct conversations about money

Being a former police officer/detective, military non-commissioned officer, college/professional athlete, or bartender are all a huge advantage! Real estate investing experience may help a little, but it is not required.

Traditional real estate-agent experience is not automatically an advantage. In fact, most of our clients don't want anyone with a real estate license because you’ll almost certainly need to unlearn bad habits that do not fit a direct-to-seller acquisition process.

A college degree and/or real estate license are generally not required, though individual state laws and client requirements may vary.

Fluency in Spanish is a huge plus, but not required.

Benefits

COMPENSATION, SCHEDULE, AND WORK ENVIRONMENT:

This is a full-time W-2 position with a U.S.-based hiring client. Most openings are remote or hybrid and operate mainly during weekday business hours, with coverage driven by homeowner availability. 

Expect occasional evenings and Saturdays, live lead response, daily or regular huddles, sales practice, call reviews, and KPI reporting. You are not expected to work every hour of every day; you ARE expected to cover the hours assigned to you.

Each client sets its own commission plan, benefits, and payout rules. We require at least $3,000/month of base or recoverable draw for the first three months and a commission opportunity supporting at least $100,000 annual OTE at target performance. 

The industry average commission rate is 10% of gross profit you generate. Sometimes less if you're being paid a higher base.

Typical draws are $3,000–$4,000 monthly, often recovered against earned commissions. Deals may take months to close and some signed contracts will fall apart. The commission is not yours until it is earned under the employer’s written plan.

Once you are proficient in the job, you can expect to make approximately $100,000 to $150,000 OTE. High-impact sales reps can make $200,000 to $450,000+ OTE. This role has meaningful upside because it has meaningful pressure.

Before accepting an offer, you will receive the exact draw or base terms, commission tiers, payout timing, benefits (if any), deal-credit rules, and any chargeback provisions. Salary and OTE figures are estimates, not guarantees.

OUR HIRING PROCESS:

AcquisitionReps.com / Let’s Grow COO is the recruiting and assessment partner for our clients.

Qualified candidates should expect a serious, structured process that may include:

• One-way video screener interview
• Multiple sales-focused interviews to assess experience and communication skills
• Multiple behavioral and cognitive assessments, such as Predictive Index, Working Genius, MSCEIT 2 Emotional Intelligence Assessment, etc.
• Mock sales call or role play
• Call-review exercises
• Final culture, values, and panel interviews with one or more hiring clients
• Background and reference checks

Completing the process does not guarantee placement. Our job is to determine whether your skills, behavior, work style, compensation expectations, and performance history match an available client opportunity.

HOW TO APPLY:

We are not looking for someone with the most polished sales or real estate resume. We are looking for an elite salesperson who can handle pressure, follow a proven sales process, connect with homeowners, respond with urgency, and turn expensive seller opportunities into profitable contracts.

If you want a safe salary, light pressure, easy leads that close themselves, and do not like following up - do not apply. If you bristle at the idea of being held accountable to hitting your KPIs, but still want the income of an elite closer while working like an average salesperson - do not apply.

But if you’re competitive without the ego, are coachable, can stay calm when a seller attacks your offer, make the next call after another rejection, follow up long after everyone else quits, and turn expensive seller opportunities into profitable closed deals - apply now and show us why a client should trust you with its leads.