Branch Manager

The Branch Manager is responsible for the overall growth, profitability, people, and operational performance of the branch. This leader owns the branch P&L and leads the Sales, Service, and Technician teams to achieve aggressive growth while maintaining an exceptional customer experience. The Branch Manager has the latitude to recruit, select, and hire Sales Professionals and Service Technicians necessary to support business growth. This role requires strong business acumen, a people-first leadership approach, and the ability to build accountability and high-performance teams. Success requires a humble, hands-on leader who is willing to learn the pest-control business while operating the branch with an owner's mindset. SUCCESS LOOKS LIKE Achieves 100+ new customer starts per month while maintaining strong customer retention. Builds and retains a high-performing team with low regrettable turnover and strong 90-day new-hire retention. Delivers branch revenue, margin, labor, expense, and profitability expectations. Creates sufficient Sales and Technician capacity by proactively recruiting, hiring, developing, and retaining talent. Develops an accountable leadership culture where Sales, Service, and Field Operations consistently achieve measurable performance expectations. OBJECTIVES P&L Performance: Own branch revenue, labor, expenses, margin, and profitability while consistently performing to budget. Customer Growth: Achieve a target of 100+ new customer starts per month through effective leadership of Sales and partnership with Marketing. Customer Retention: Maintain strong customer retention and reduce preventable cancellations through consistent service quality and responsiveness. Employee Retention: Reduce regrettable turnover and create an environment where high-performing employees want to stay and grow. Talent Acquisition: Proactively recruit, interview, select, and hire qualified Sales Professionals and Service Technicians based on growth and capacity needs. New-Hire Success: Establish effective onboarding and 30/60/90-day expectations that drive strong new-hire productivity and retention. Sales Performance: Lead, coach, and hold Sales Professionals accountable for activity, conversion, new customer starts, and revenue expectations. Service & Technician Performance: Partner with the Service Manager to optimize technician productivity, route capacity, service quality, and customer experience. Leadership Development: Develop the Service Manager, Sales Professionals, and emerging leaders through consistent coaching, feedback, performance management, and accountability. Scalable Growth: Maintain a forward-looking workforce and operating plan that ensures the branch has the people, leadership, and capacity required to support continued profitable growth. COMPETENCIES Understands how operational and people decisions impact business performance. Can interpret financial performance and take action to improve revenue, labor, margin, expenses, and profitability. Creates clarity, direction, accountability, and confidence across the organization. Identifies, attracts, hires, develops, and retains high-performing talent. Understands sales performance, conversion, pipeline management, and accountability. Builds disciplined processes that improve productivity, consistency, capacity, and execution. Anticipates future business needs and builds plans before problems become constraints. Owns results, addresses performance gaps, and follows through on commitments. Builds capability in others through consistent feedback, expectations, and development. Makes timely, informed decisions using financial data, operational metrics, and sound judgment. Protects the customer experience while balancing growth and profitability. Adaptability & Learning Agility – Learns quickly, embraces change, asks questions, and adjusts based on new information. Humility & Team Orientation – Listens first, values the expertise of others, accepts feedback, and puts team and business outcomes ahead of ego. EDUCATION AND EXPERIENCE High school diploma or equivalent required; college degree not required. Demonstrated experience leading teams, a branch, business unit, location, or significant operational function. Experience managing or having direct accountability for a P&L, budget, revenue, labor, and operating expenses. Demonstrated success hiring, coaching, developing, and retaining high-performing employees. Experience leading sales, field service, operations, or customer-facing teams strongly preferred. Pest control experience is not required; experience in home services, HVAC, plumbing, electrical, landscaping, restoration, route-based services, automotive, retail operations, or similar service businesses is beneficial. Proven ability to use financial and operational metrics to identify problems, make decisions, and drive measurable business results. PHYSICAL REQUIREMENTS Prolonged periods sitting at a desk and working on a computer #J-18808-Ljbffr