Agent Recruiter

Job Overview
The Sales Recruiter acts as a brand ambassador whose primary objective is to build a high-performance "top-of-funnel" pipeline of independent sales talent. You aren't just giving information; you are auditing an agent's current situation to show how Green PayTech can improve it. Your goal is to deliver "warm," qualified talent to the VP of Partner Success, ensuring their calendar is filled with agents who have the capacity to move significant volume.

Recruiter: Lead Generation & Sourcing

• Targeted Hunting: Proactively source experienced agents and new agents from industries with transferable skills, such as insurance, POS software, payroll, or door-to-door sales.
• Job Board Management: Draft and manage postings on platforms like LinkedIn, Indeed, and ZipRecruiter, specifically tailored to attract 1099/commission-only talent.
• Niche Networking: Engage in specialized forums (e.g., LinkedIn, Greensheet), social media groups where ISOs & agents congregate, and execute targeted email blasts.
• Cold Outreach: Utilize LinkedIn Recruiter or email campaigns to pitch the "Merchant Services lifestyle" (residual income, flexibility) to high-performing sales professionals.

Candidate Evaluation & Screening

• Qualification: Determine if the agent is "green" (needs training) or an "experienced vet" (has an existing book of business looking for additional verticals).
• Vetting: Assess the candidate's ability to work without a base salary and their history of door-to-door or B2B cold calling.
• Cultural Fit: Ensure the agent aligns with our specific niches, including retail, high-risk, or vertical-specific software.

Lead Conversion & Appointment Setting

• The Strategy: Pivot from generic features to high-level outcomes. Instead of just listing buy rates, focus on how the VP can help them increase their monthly residuals or shorten their sales cycle with our specific tech stack.
• High-Level Value Teasing: Mention residual split structures without getting bogged down in contract minutiae—save the deep-dive for the VP.
• Competitive Edge: Tease exclusive access to specific hardware and verticals that the agent is currently losing deals on.
• The Transition (The "Hand-Off"): Position the VP of Partner Success as a Consultant, not just a manager. Sell the call as a "Strategic Partnership Review" where the VP will tailor a custom compensation and support plan for the agent’s specific book.
• Logistics: Manage the VP’s calendar with precision. Send invites, provide details on the agent's background, and follow up to ensure a 100% show rate.

Onboarding, Contracting & Retention

• Welcome Kit Logistics: Coordinate the fulfillment and shipping of a "New Partner Welcome Kit"—including branded apparel, professional business cards, and marketing collateral (slick sheets/brochures).
• Relationship Management: Regularly check in with new agents during their first 30–90 days to ensure they are "field-ready" and submitting deals.
• Communication: Keep agents informed about monthly updates and new offerings in the pipeline.

Who You Are:

You are a high-energy individual who is hungry to make a tangible impact in the fintech and payments space. You don’t just wait for applications to roll in; you thrive on the "hunt," actively reaching out to professionals to show them how a partnership with Green PayTech can elevate their career and income. You view every cold outreach as an opportunity to build a strategic relationship rather than just a transaction,

Driven by results and a desire to learn, you are a natural communicator who enjoys auditing a person’s current situation to uncover how our technology and residual structures can solve their pain points. You are organized, relentless in your follow-up, and eager to master the art of high-level talent acquisition under the mentorship of our executive leadership.

Pay: From $41,600.00 per year

Benefits:

• 401(k)
• Dental insurance
• Health insurance
• Paid time off
• Vision insurance

Ability to Commute:

• Little Silver, NJ 07739 (Required)

Work Location: In person