Fresh Prints is a New York-based custom apparel company, and we've grown rapidly over the last few years — from a company doing roughly $1M in revenue to one doing $16M, with multiple layers of management and a growing team of high-performing salespeople. That growth has created significant opportunities for people who are willing to take ownership, learn quickly, and consistently deliver results.
At Fresh Prints, we believe that great managers aren't simply people who manage numbers or assign work. Great managers know the work deeply, stay close to their teams, and can make the people around them better.
That's what we're looking for in this role.
As an Inside Sales Manager, you'll be responsible for building, coaching, and managing a high-performing team of Inside Sales Associates.
This is a highly hands-on management role. You'll be expected to understand what is happening in your team's sales conversations, review their emails and calls, identify exactly where they are getting stuck, and provide practical, solution-oriented feedback that helps them improve.
You'll also own the team's sales performance — from hiring and training new salespeople to setting targets, improving close rates, growing repeat business, and managing performance.
This role is ideal for someone who has already mastered sales themselves and now wants to become exceptional at developing other salespeople.
You should be able to look at your own track record and say: "I've consistently been one of the best at this, and now I want to teach other people how to do it."
As an Inside Sales Manager, you'll have a wide-ranging set of responsibilities. On a day-to-day basis, this means:
Hire and build the team: Interview and hire Inside Sales Associates and help build a strong, high-performing sales organization. Experience hiring Sales Executives, Account Executives, or similar sales roles — particularly within SaaS or high-growth companies — is highly preferred.
Train new salespeople: Own the onboarding and training of new hires, including product training, sales process training, role-plays, objection handling, closing techniques, and account management.
Coach through real sales conversations: Stay extremely close to the team's day-to-day selling. Review calls, emails, follow-ups, and customer conversations to identify specific opportunities for improvement.
Give high-quality feedback: Go beyond telling someone what they are doing wrong. Diagnose the underlying problem, provide a clear solution, work through examples with them, and track whether the coaching actually improves their performance.
Set and own sales targets: Establish quarterly sales goals based on historical performance, business needs, team capacity, and individual potential. Develop clear strategies for achieving those targets.
Manage key sales metrics: Closely monitor metrics such as close rate, sales volume, ISA sales averages, repeat customer rate, and account growth.
Drive performance improvement: Identify performance gaps early, create actionable improvement plans, coach underperformers, and consistently track progress.
Make tough performance decisions: Set a clear performance bar and, when necessary, make decisions regarding continued employment of consistently low-performing team members.
Develop future sales leaders: Identify high-potential team members, help them develop their sales and leadership skills, and create a strong internal pipeline for future management roles.
Own team performance: Ultimately, your success will be measured by whether your team hits its sales goals, improves its close rate, and builds strong, growing customer relationships.
We're looking for a manager who is hands-on, analytical, and relentlessly focused on making their team better. A great sales manager doesn't simply tell a salesperson, "You're not closing because you're not following up enough."
They ask: Who are you following up with? Show me the conversations. Where exactly are prospects dropping off? What are you saying in your follow-ups? Let's work through these conversations together. Here's what I'd change. Try this approach, and let's look at the results next week.
The quality of coaching matters more than the quantity of feedback. You should be someone who naturally gets into the details, works through problems with your team, and proactively coaches people — whether they're struggling or already doing well.
Your success will ultimately come down to the performance of your team. Key indicators will include:
We're particularly interested in candidates who can demonstrate their own sales mastery with real numbers and a consistent track record. You can't teach mastery that you haven't achieved yourself. We're looking for someone who has demonstrated that mastery consistently and is now ready to help others achieve it.
Fresh Prints is a New York-based, fast-growing company that specializes in helping other fast-growing companies build their teams abroad. The company has most of its team based in India and the Philippines. Fresh Prints started as a staffing and talent placement subsidiary and eventually spun out Frontier, a dedicated division focused exclusively on recruiting and placing full-time, cross-functional teams for US-based startups and high-growth companies. Through Frontier, Fresh Prints has placed over 800 hires across 50 different US-based startups and companies.
