Lead Manager/ Appointment Setter

Lead Manager/ Appointment Setter

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Compensation:

Commission Earnings (Uncapped):
-Average 150,000 Pesos (Average) – 500,000+ Pesos per month (Not Uncommon)
-Average deal frequency 2-3x a month
-NO CAP ON COMMISSIONS; earnings are entirely performance-driven and Million Peso Commissions are highly possible
-These are opener commissions (not closing commissions)

Base Salary:
-35,000 Pesos – 60,000 Pesos per month (Based on experience)

All new hires begin at 35,000 Pesos for a 30-day trial period. After the first month, those who demonstrate strong work ethic and proficiency are typically increased to 40,000–60,000 Pesos, where they remain indefinitely.

This is not a difficult threshold that only the top 1% can obtain. Tea ---------- mbers who stay consistent, maintain solid talk time, and generate regular transfers routinely reach the higher end of this range. The role rewards effort and consistency, not perfection.

This structure is designed to fairly align pay with performance. It is not used to withhold compensation, and Filipino tea ---------- mbers are not taken advantage of under this system.

Commission structures remain unchanged.

Commission Structure:
1% commission on qualified transfers that close

Payout Schedule:
Base salary and commissions are paid bi-weekly

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Role Overview:
The Outreach Team / Junior Executive is responsible for engaging with inbound leads who have already expressed interest in learning about the company’s services

This is not a closing role. However, candidates with closing experience are strongly considered and often perform well in this position

Primary responsibilities include
- Qualifying the lead
- Building rapport
- Guiding the prospect toward a conversation with a Senior Executive

The focus is on facilitating the transfer, not selling the product

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Workflow:
- Reach out to inbound leads who have opted in
- Qualify interest and basic eligibility
- Build trust and maintain engagement
- Transfer the call to a Senior Executive
- If a live transfer is not possible, the minimum requirement is to schedule an appointment
- Document clear, concise, condensed but meaningful notes
- Properly disposition the lead within the CRM system

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Performance Metrics:
Work until either
- Completion of the scheduled shift of 11:00 PM – 8:00 AM Manila Time or
- Accumulation of 5 and a half hours of total talk time whichever occurs first

Systems are in place to ensure that talk time tracking cannot be manipulated

Talk time includes
- Your direct conversation time with the lead
- Plus the Senior Executive’s talk time after transfer

Example
You speak with a lead for 5 minutes
You transfer the lead to a Senior Executive
The Senior Executive speaks with that lead for 1 hour
Equals total credited talk time = 1 hour and 5 minutes

This means your efficiency in qualifying and transferring strong conversations directly impacts how quickly you reach your daily requirement

Performance evaluation prioritizes results over strict metric adherence

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Location:
Remote (may transition to hybrid in the future)

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Schedule:
8:00 AM – 5:00 PM Pacific Time USA or 11:00 PM – 8:00 AM Manila Time
Monday through Friday Pacific Time USA or Tuesday to Saturday Manila Time

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Company Overview:
AYOS Industries is a proven, established and long-term partner with an American based gold company that assists individuals in diversifying their retirement accounts into secure physical assets

It is not the responsibility of the Junior Executive to sell the service in any capacity. The role is strictly focused on qualifying leads and transferring qualified prospects to a Senior Executive

The company is led by an American-Filipino owner, and the operational standard is simple performance determines value not location

For overseas Filipino professionals, a common concern is being deprioritized, underpaid, or treated as expendable compared to US-based employees. That is not how this company operates. Filipino tea ---------- mbers are held to the same standards and compensated based on performance, not geography

Based on internal benchmarking and market research across US-based remote sales roles in the Philippines, this position is structured to outperform typical compensation and treatment standards of Filipino workers in the current market. The expectation is high performance and in return, compensation, opportunity, and working conditions are designed to exceed what most candidates are currently experiencing

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Requirements:
- Fluent English accent must be close to indistinguishable from an American accent
- Proven history in high-performance sales environments closing opening or sales leadership
- Strong command of American communication style and culture
- Demonstrated ability to control conversations build trust and drive outcomes
- No college education required performance-based experience is the priority

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Candidate Profile:
- Experienced closers sales managers or highly seasoned openers
- Track record of being a top performer or operating in high-accountability sales teams
- Comfortable operating at a high level and maintaining performance standards
- Strong ability to guide conversations toward a clear next step transfer or appointment

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Training:
Structured onboarding program provided
Includes video tutorials guided materials and a reference training document for ongoing use
Structured all-encompassing Compliance Guide
Estimated completion time 2 to 2.5 hours plus additional personal research as role progresses

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Additional Information:
The job is extremely straightforward but requires consistency hard work ethic and discipline
Client demographics vary with a significant portion consisting of senior citizens
Success is dependent on communication precision and efficiency in lead handling

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Summary:
This position is structured for experienced sales professionals seeking a performance-based role with substantial earning potential. The responsibilities are focused on qualification and transfer supported by a clear system and defined workflow
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