High-Performance Remote Repair Technician

Job Description Job Description Read This First

This is NOT a “drive around and swap screens” position.

This is a mobile revenue specialist role responsible for:

Generating territory revenue
Closing protection plans (Home+)
Maintaining a 10.0+ SP100
Protecting company margin
Representing the brand independently
If you are uncomfortable selling, managing your own route, or being measured daily — this is not for you.

What High Performers Earn

$18–$20 /hr base (experience dependent)
$25 per Home+ activation (uncapped)
$5 per named 5-star review
Top field techs outperform store techs because they control their day.

What You Must Be Able To Do (Without Hand Holding)

Diagnose and repair phones confidently on-site
Complete 6–10 repairs per day (territory dependent)
Maintain 10.0+ SP100 consistently
Sell Home+ naturally during repair conversations
Manage van inventory and documentation accurately
Follow BOD/EOD operational checklists
Handle customer objections professionally
If you only know how to replace iPhone screens and avoid selling — this role will expose that quickly.

You Will Be Measured On

Revenue per day
SP100 (10.0 minimum)
Home+ activations
On-time arrival
Completion rate
Device liability compliance
This is a numbers-driven environment. We track performance daily.

Requirements

Valid driver’s license (clean record)
1+ year electronics repair experience
Sales confidence (not optional)
Strong time management
Ability to work independently without supervision
Who Thrives Here

Competitive personalities
Self-starters
Techs who want autonomy
People who like earning more based on output
Professionals who take ownership of results
Who Should Not Apply

Techs who avoid offering protection plans
Individuals who require constant supervision
Anyone uncomfortable being held to performance metrics
People looking for a slow-paced retail counter job
Why This Role Matters

Our remote technicians are not drivers.

They are independent revenue producers responsible for growing their territory.

If you want autonomy, strong earning potential, and a performance-based culture — apply.

If you want to clock in and avoid accountability — this is not the right fit.