Sales Manager, Onboarding Specialist

QUICK SUMMARY Take the role in leading Kin’s post-training "ramp-up" program! Here, you will have a chance to coach new sales agents to quota readiness through performance management, compliant selling excellence, and tight cross-functional alignment. This role also supports the development of emerging talent, including new leaders and supervisors within Kin's Sales Certification Unit. Who we are Kin makes life simpler, more affordable, and better for homeowners — especially in the places where climate risks, rising costs, and outdated systems make it harder. We start with smarter homeowners insurance and expand to everything homeowners need to thrive. Using data, technology, and thoughtful human support, we’re building products that are clear, fair, and help homeowners feel confident — so homeowners aren’t left behind when they need help most. Founded in 2016, Kin is a remote-first employer with Kinfolk across more than 35 states. We serve customers in 13 states (and counting). Our disciplined growth, strong customer satisfaction, and focus on long-term sustainability fosters outstanding growth, attracts marquee investors, and earns recognition and accolades, including: - Built In Chicago's Best Places to Work, Midsize Companies (2021-2026) - Forbes' America's Best Startup Employers (2021-2024) - Inc. 5000 Fastest-Growing Private Companies - Forbes’ Fintech 50 (2025-2026) - Great Places to Work Certified (2024-2026) Most importantly, we’re building Kin to be a place where people do meaningful work with real impact — for our customers, our communities, and each other. We're excited to tell you more about how you can contribute to our rapid growth, strong unit economics, profitability, and excellent customer ratings. To learn more about how we work and what we’re building, visit kin.com http://kin.com and see how we work https://www.linkedin.com/company/kin-insurance/life/kin/. THE OPPORTUNITY Our Certification & Ramp -Up Unit at Kin Insurance is the critical bridge ensuring newly licensed sales agents develop the consultative selling skills, compliance awareness, and confidence required to meet quota expectations and drive premium growth. We are looking for a high-energy, performance-driven Sales Certification Manager to lead this post-training ramp program. You will be a strategic architect—leading a team of Sales Agents and shaping a high-performance environment where new hires ramp quickly and transition to the production floor based on readiness and hiring cycles. Reporting to the Director of Operations Training, you will partner closely with Sales Leadership, Underwriting, Quality Assurance, and Compliance to ensure agents are prepared to sell confidently, accurately, and ethically before joining a permanent, quota-bearing sales team. YOUR RESPONSIBILITIES - Design, refine, and run a structured, week-by-week ramp curriculum focused on consultative selling, coverage education, quoting accuracy, objection handling, and state-specific compliance expectations - Lead and develop a team of ramp-stage Sales Agents (and/or front-line coaches/supervisors as applicable), setting clear expectations, coaching rhythms, and ramp-to-quota milestones - Coach to behaviors and outcomes by managing leading and lagging indicators (e.g., premium written, close rate, quote-to-bind, call volume, follow-up cadence) - Conduct readiness evaluations and final certification decisions; manage the handoff process to permanent sales leadership to ensure only performance-ready talent transitions - Establish and maintain performance dashboards and operating cadences to monitor conversion, pipeline health, early-lifecycle retention indicators, and cohort progress against benchmarks - Partner cross-functionally with Underwriting and Product to ensure agents are current on appetite changes, pricing shifts, and coverage updates—and translate those updates into ramp enablement - Work closely with QA and Compliance to reinforce ethical selling, accurate policy representation, and required regulatory adherence through call reviews and targeted interventions - Analyze cohort trends (early attrition, underwriting fallout, performance plateaus, curriculum gaps) and implement improvements that increase ramp success and reduce time-to-first-sale - Continuously improve processes and workflows to create consistent outcomes across varying class sizes and hiring cycles SUCCESS IN THIS ROLE In your first 6–12 months at Kin, success is less about checking boxes and more about the impact you create. You’ll use your skills and judgment to take ownership of meaningful work, improve how we operate, and help move Kin’s mission forward. Along the way, you’ll deliver outcomes that make a real difference for both Kinfolk and the homeowners we serve. By the end of your first year, you should feel confident in your role, trusted as an owner, and proud of the progress you’ve helped make. - New cohorts consistently meet ramp benchmarks, with improved time-to-first-sale and readiness-to-production outcomes - Coaching and performance management measurably improve key sales metrics (e.g., premium written, bind rate, conversion rate, quote-to-bind) while maintaining high compliance standards - Sales leadership receives a steady flow of fully vetted, production-ready agents with strong consultative behaviors and accurate quoting habits - Cohort dashboards, operating rhythms, and feedback loops are in place and used consistently to drive faster decisions, clearer accountability, and continuous program improvement WHAT YOU’LL BRING - 5+ years of leadership experience in insurance sales, ideally managing licensed agents in a quota-driven environment - Active Property & Casualty insurance license - Demonstrated success improving core sales performance metrics (premium growth, bind rate, conversion, ramp time reduction) - Experience building or optimizing structured ramp/onboarding frameworks and repeatable workflows across hiring classes - Strong working knowledge of P&C products, regulatory requirements, and compliant sales practices - Analytical proficiency with CRM reporting and performance tracking (e.g., dashboards, Google Sheets, Excel) to diagnose issues and drive action - Clear, confident communication—able to deliver actionable feedback and executive-ready performance updates, and to create order within ambiguity HOW WE HIRE We believe a great hiring experience should be clear, respectful, and human. While our recruiting team uses AI tools for efficiency, resumes are still screened by Kin’s in-house recruiters, and candidate evaluations and hiring decisions are made by recruiters and hiring teams. Rest assured, real people make real decisions. The hiring process and timeline for each role will vary, depending on the position. However, here are some things you can expect from us: - Prompt updates and feedback following interviews - Interviews with recruiters, hiring managers, and members of teams - Skills assessment relevant to the position, if applicable - Genuine, thoughtful human interaction at every step HOW WE SUPPORT YOU We offer a comprehensive, competitive benefits program, allowing you to choose the benefits that are best for you and your family, starting on the first day of the month following your start date. Core Benefits - Competitive salary and company equity through Restricted Stock Units (RSUs), granted as part of our standard compensation package and based on role and level - 401(k) with company match up to 4% of eligible earnings - Multiple medical plan options, plus dental and vision coverage - Company-funded HSA contributions (based on medical plan selection) - Company-paid life insurance and short-term disability Health & Wellbeing - A variety of supplemental benefit options, including long-term disability, critical illness, accident, legal, and pet insurance - Access to mental health support and confidential counseling resources - Flexible PTO for exempt employees (most employees take 15–20 days per year), plus 8 company-observed holidays - Paid parental leave, including up to 14 weeks at 100% pay for birthing parents and 8 weeks at 100% pay for non-birthing parents Growth & Development - Career mobility and internal growth opportunities across the organization - Professional development budgets for certifications, conferences, and learning available, subject to management approval HOW WE WORK We don’t just hire for skills. We hire for alignment. Kinfolk bring diverse perspectives, but we’re united by a shared set of values that shape how we work and how we show up for each other and our customers. Run through walls, together - Our industry is stuck in the status quo. But Kin is different. We are challengers. Innovators unwavering in our mission to fix insurance for those who need it most. We are changing insurance for good. We roll up our sleeves, take action, and get “impossible” things done every day with grit and teamwork. Raise the bar. Drop the ego - Attitudes are contagious. Every one of us is responsible for creating the culture we want to work in. High performance. Low drama. Always respectful. Like professional sports teams, we win by working in sync. We show up, work hard, and play to each other’s strengths. Act like an owner - We are owners, fully accountable for achieving Kin’s mission. That requires positive, proactive, big-picture thinking well beyond our job descriptions. Ask questions, Take ownership. Do the right thing, even when it‘s hard. Because when Kin thrives, so do you. And so do our customers. Operate lean. Deliver more - We build efficiency into everything we do. Each dollar we save gets reinvested to deliver more to our customers: better pricing, more products, and new innovations. We work smarter by relentlessly prioritizing and using technology, including AI, to multiply our impact. Lean is about focus, not deprivation. Lean isn't a limitation – it's our competitive advantage. Keep asking ‘What if?’ - We value curiosity. To make insurance better for our customers, we experiment. We embrace insights. And we base decisions on data rather than assumptions. We see setbacks as opportunities for growth and are always learning and improving. Both individually and as a company. WHERE WE WORK We are a remote-first company with offices in Chicago, IL and St. Petersburg, FL where teams can come together for collaboration. For Sales Agents and Customer Service Agents: These roles sit in any of the following 30 states: AL, AZ, CO, FL, ID, IL, IN, KS, KY, MA, MD, ME, MI, MO, MT, NC, NE, NM, NV, NY, OH, OK, PA, SC, TN, TX, UT, VT, VA, WA, and WI. For all other positions, these roles can sit in any of the following 40 states: AL, AR, AZ, CA (exempt only), CO, CT, FL, GA, ID, IL, IN, IA, KS, KY, MA, ME, MD, MI, MN, MO, MT, NC, NE, NJ, NM, NV, NY, OH, OK, OR, PA, SC, SD, TN, TX, UT, VT, VA, WA, and WI. Please only apply if you are able to live and work full-time in one of the states listed above. For remote technical positions located in Canada, we are only able to hire individuals who reside in Ontario. Applicants must be able to live and work full-time in Ontario to be considered. State locations and specifics are subject to change as our hiring requirements shift. EEOC STATEMENT Kin is proud to be an Equal Employment Opportunity and Affirmative Action Employer. We don't just accept difference – we honor it, nurture it, and celebrate it. We don’t discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. Kin welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. If you require accommodation, please contact us by sending an email to careers@kin.com