General Manager

Job Description

Job Description

Benefits:

• 401(k)
• 401(k) matching
• Bonus based on performance
• Competitive salary
• Employee discounts
• Opportunity for advancement
• Paid time off
• Profit sharing
• Training & development

General Manager, D1 Alliance Fort Worth

Location: Fort Worth, TX. On-site.
Reports to: President
Team: Roughly eight people, including a head coach, a coaching staff, and a remote outreach specialist who runs outbound.
Compensation: $60,000 to $70,000 base, plus revenue share on gross revenue above $70,000 per month, plus bonuses tied to autopay growth and member retention.

What this facility is
D1 Alliance is an athletic performance facility, not a general fitness gym. We train youth athletes who have a goal they are chasing, and we run athletic, strength-focused group training and private training for adults.

We measure whether it is working. On the first Saturday of every month we run performance testing on our athletes and compare each result against that athlete's own previous test. Across those cycles we typically see improvements of 10 to 15 percent in speed, agility, and explosive power. That data is the product. Everything the General Manager does is in service of more athletes producing that result and staying long enough to get it.

The job in one line
Hit a weekly gross revenue target of $20,000 by converting the 150 to 200 inbound leads we generate each month, growing monthly autopay, and leading a coaching team that delivers testable results.

What you own
Weekly revenue – $18,000 to $20,000 in total gross revenue, autopay plus new sales
Lead conversion – Speed to first contact, lead to assessment, assessment to close
Membership growth – Net monthly autopay, average ticket, new agreements
Retention – Monthly churn, attendance rate, renewal rate
Team performance – Coach retention, session quality, outbound activity against target

What you will actually do

Sell, and lead the selling

• Own the weekly and monthly revenue number and report on it in a standing cadence with the President.
• Personally run assessments and close memberships. This is a selling role, not a role that supervises selling from a distance.
• Coach the team on discovery, assessment presentation, objection handling, and follow-up. Review real calls, not hypotheticals.
• Set the price and package discipline. Protect average ticket instead of discounting to hit a number

Convert the demand we already have**

• Work 150 to 200 inbound leads per month from Facebook, Instagram, and the website, plus walk-in traffic.
• Own speed to lead. Inbound leads get contacted in minutes, not hours, and the CRM shows it.
• Keep CRM (GoHighLevel) clean and current. Every lead has an owner, a stage, and a next action with a date.
• Direct the remote outreach specialist who runs outbound. That means activity targets, a shared dashboard, and a weekly review of dials, conversations, and appointments set, so remote work is visible work.

Retain the members we have

• Run onboarding so a new athlete's first 30 days are structured and the family sees progress early
• Track attendance and act on drop-off before it becomes a cancellation.
• Use monthly testing results as the retention engine. Families renew when they can see the number moved.
• Oversee billing accuracy in Mindbody and recover failed payments quickly.

Lead the team and the floor

• Manage a head coach and coaching staff. Set role clarity, targets, and a weekly rhythm.
• Hold the standard for session quality and athlete safety on every session, every day.
• Hire, onboard, and develop coaches and sales staff as the facility grows.
• Run the first-Saturday testing operation so data is captured cleanly and gets back to families fast.

What this role is not

• This is not a P&L role. You own revenue performance. You do not own the full P&L, budgeting, or facility-level EBITDA.
• This is not a passive management role. You will be on the floor, on the phone, and in assessments. If you want a desk and a dashboard, this is the wrong seat.
• This is not a coaching job with sales attached. It is a sales and leadership job that requires real athletic training knowledge.

Minimum qualifications
These are the actual bar. Applications are screened against them.

• 3 or more years in sales , with at least 2 of those years leading a sales team against a revenue target.
• Documented record of carrying and hitting a recurring revenue or membership target.
• Working knowledge of athletic training principles: movement quality, strength and conditioning foundations, and speed, agility, and quickness development. You do not need to be a coach, but you must be able to evaluate whether a session is good and speak credibly to a parent about their athlete's plan.
• Hands-on experience running a CRM daily for pipeline and follow-up. GoHighLevel preferred, comparable systems accepted.
• Experience managing at least one direct report you do not sit next to, or a clear method for managing remote activity.
• Available on-site for the operating schedule, including early mornings, evenings, and the first Saturday of each month for performance testing.
• CPR and AED certification, or willingness to obtain it within 30 days of hire.

Preferred qualifications

• Experience in youth sports, athletic performance training, or a membership-based training business.
• CSCS, NASM-CPT, or comparable certification. Useful, not required.
• Experience with Mindbody or a comparable billing platform, including failed payment recovery
• Local Fort Worth or DFW network with schools, clubs, or club coaches.
• Experience building a local marketing and community events calendar.

Compensation and benefits

• Base: $60,000 to $70,000, depending on experience.
• Revenue share: paid on total gross revenue above $70,000 per month.
• Bonuses: tied to monthly autopay growth and to reducing member churn.
• Membership: free membership for you and your immediate family.
• Benefits: package available, details discussed in later interview stages.

Hiring process

1. Application with pre-screen questions. About 10 minutes.
2. 30-minute phone screen with the President.
3. On-site working session: tour the facility, observe a training session, and walk through how you would attack the first 90 days.
4. Live assessment exercise: run a mock parent assessment and close.
5. References and offer.

D1 Alliance is an equal opportunity employer.