A high-ticket B2C business is hiring a Chief Sales Officer to take full ownership of its sales organisation and scale it well beyond where it sits today.
The business turns over the equivalent of around R16 million a month across roughly 160 front-end sales. The sales function works. It is not where it needs to be, and that is the job.
You will report directly to the CEO. The Sales Team Lead, who is also the strongest closer in the business, reports to you and stays in his seat on his existing structure. Closers and setters sit beneath him. The structure is CEO, then you, then the Sales Team Lead, then the closers and setters.
This is not a role for someone stepping up into the biggest job of their career. The business wants someone who has already run a larger and more sophisticated sales organisation than this one, and who can bring that experience, those systems and that thinking in with them.
Overall sales strategy and the performance of the whole sales organisation.
Managing, mentoring and developing the Sales Team Lead.
Close rates, sales volume and revenue.
KPI analysis, and finding the constraints holding performance back.
Forecasting and performance reporting to the CEO.
Sales process, scripts, objection handling and methodology.
The call review, coaching and training systems.
Diagnosing individual weakness across closers and setters, and fixing it.
Standards, accountability and energy across the sales floor.
Future recruitment and capacity planning.
The management structure and systems needed to scale significantly.
Working directly with the CEO on sales strategy and growth.
The question you will answer continuously: what is stopping this business performing at the next level, and what has to change to get it there?
Requirements
10 years plus in sales, with significant time at senior leadership level. Ideally you have held the title of Chief Sales Officer, VP of Sales, Sales Director or a very senior Head of Sales.
You have managed Sales Managers or Team Leads, not only individual salespeople. This is the deal breaker. Managing closers directly is not the same job and will not be enough here.
You have run a sales organisation materially larger than this one. Be ready to state the revenue you carried, the headcount and the structure.
Specific, evidenced performance improvements you personally drove. A number, an intervention, a before and an after.
You have built the systems, not just used them. Call review, coaching cadence, scripts, objection handling, forecasting, KPI reporting. Designed by you, not inherited.
Fully remote-ready. Fibre, backup power, a working camera and a quiet space, and you can hold UK working hours permanently.
High-ticket B2C experience, particularly coaching, education, consulting or something comparable.
Experience taking a team through a step change in volume, not steady-state management.
Previous experience working remotely into a UK business.
R60,000 to R65,000 per month basic, plus a performance commission on every front-end sale above the current baseline of 160 per month. As a guide, at 200 sales a month the commission is around R9,400 a month. At 250 it is around R21,000. At 300 it is around R33,000. On that basis, realistic earnings at 250 sales a month are roughly R83,000 per month. The baseline is reviewed periodically as the business grows.
Full-time and permanent. Fully remote from anywhere in South Africa, on UK working hours.
In your application, answer these directly: the largest sales organisation you have managed, in revenue and in headcount; how many Sales Managers or Team Leads reported to you and for how long; and one performance improvement you personally drove, with the number before and the number after. Applications that do not answer all three will not get past the first read.
Remote Recruitment is a recruitment firm specializing in connecting skilled South African professionals with top UK-based companies. The company operates a streamlined hiring process focused on tech and customer service roles, leveraging remote work arrangements to build talent pipelines across international markets. They provide ongoing support and career growth opportunities for candidates while helping UK businesses identify and hire top-tier talent. Remote Recruitment focuses on long-term placements and maintains a mission centered on candidate success and organizational fit.
