Inside Sales Rep for Real Estate Acquisitions - $80K-$100K First-Year Earnings

Company: Your Choice Home Buyer

Represented By: AcquisitionReps.com / Let’s Grow COO

Location: Indianapolis, IN metro. Hybrid - approximately 80% remote / 20% in-office, with local field and in-home seller appointments as the role progresses

Schedule: Monday-Friday, 10:00 AM-7:00 PM; evenings and weekends as needed for real-time seller responsiveness

Employment Type: Full-Time W-2; 40 hours/week

Reports To: Director of Acquisitions

Compensation: Two-phase plan: Phase 1 - $40,000 guaranteed base + contract bonuses; Phase 2 - $40,000 base + acquisition commissions. $500/month taxable stipend for health/wellness care.

Earnings Path: Approximately $70,000+ annualized when fully ramped in Phase 1; approximately $130,000+ annualized when fully ramped in Phase 2; first-year earnings depend on promotion timing and performance, but are expected to be between $80,000-$100,000.

ABOUT THE COMPANY:

Your Choice Home Buyer is a residential real estate investment company serving homeowners across the Indianapolis metro area. The company has been operating for approximately six years and has completed more than 200 real estate transactions.

They help homeowners dealing with inherited properties, major repairs, foreclosure, liens, difficult tenants, divorce, relocation, vacant homes, or simply a timeline that does not fit the traditional listing process with a realtor.

This is a small, high-trust team built around data-driven decision-making, efficient operations, and direct accountability. Their core values are Integrity, Innovation, Growth, Excellence, and Community Empowerment. Empathy with sellers is a real operating standard: the team expects people to tell the truth, raise problems early, question weak assumptions, and improve the process instead of hiding behind it.

WHY THIS ROLE EXISTS:

Your Choice Home Buyer expects to need additional acquisition capacity within the next year. Instead of hiring someone straight into a closing seat and hoping they can handle the full seller cycle, the company wants to develop a future Acquisition Representative from the front of the funnel.

This is a two-phase role. You are hired into the Junior Acquisitions Associate track, but Phase 1 starts in lead management. You will learn the seller journey, work new and aged leads, build trust, qualify opportunities, set appointments, and prove that you can run a disciplined pipeline.

If you consistently hit the Lead Management standards and demonstrate acquisition readiness, you may transition into Phase 2 as early as the six-month mark. In Phase 2, you begin owning seller opportunities through appointment, offer, negotiation, pricing within approved limits, and signed contract. The transition is the intended path, but it is not automatic; timing depends on performance, skill readiness, company growth, lead volume, and an available acquisition seat.

This is not a permanent appointment-setting job disguised as an acquisitions role. It is a proving ground for someone who wants to become a high-performing closer and is willing to master the front end of the sales process first.

CRITICAL ACCOUNTABILITIES:

1. Convert Seller Conversations Into Qualified Acquisition Opportunities.

You own the first meaningful conversation with many homeowners. Build real rapport, understand why the seller may want to move, uncover timeline and property context, clarify decision-making factors, and create a qualified next step for the acquisitions team. Winning means the closer receives seller opportunities with enough motivation, context, and commitment to have a productive conversation - not a calendar full of weak handoffs.

2. Turn Long-Term Follow-Up Into New Revenue Opportunities.

A major part of the role is working older leads that did not convert the first time. Reopen conversations, stay present without becoming pushy, and keep following up until there is a clear yes, clear no, or future next step. Winning means valuable opportunities are revived instead of dying in the CRM because the timing was not right on the first call.

3. Run a Pipeline the Team Can Trust.

The CRM must tell the truth. Every active seller should have current notes, a clear status, an accurate next step, and a follow-up date. Leadership and acquisitions should be able to open the pipeline and know exactly what is happening without chasing you for context. If it is not documented, it did not happen.

4. Earn Acquisition Readiness.

Phase 1 is also your apprenticeship for the closing seat. You are expected to master the company's seller programs, improve through call review and role play, understand how seller motivation connects to the right solution, and develop the judgment to discuss offers, handle objections, and negotiate without sacrificing trust. Winning means leadership can see clear evidence that you are ready for more authority.

5. Convert Qualified Opportunities Into Signed Contracts After Promotion.

Once you transition into Phase 2, your ownership expands from creating opportunities to closing them. You will work qualified seller opportunities through appointment, evaluation, offer, negotiation, pricing within approved limits, follow-up, and signed contract. Winning means signed contracts that fit the seller's situation and the company's acquisition standards.

WHAT SUCCESS LOOKS LIKE:

The first 90 days are a structured Lead Management ramp. Those standards remain the foundation of the role even as you begin preparing for acquisitions. The five core KPIs below are reviewed in writing at day 30, day 60, and day 90. Day 90 becomes the ongoing Lead Management standard.

First 30 Days - Developing.

Month one progresses from shadowing in week 1, to supervised live calls in week 2, independent calling in week 3, and a half-volume version of the real job in week 4. You will learn the seller journey, qualification standards, call structure, objection handling, and core tools: REI Reply, Propstream, and Microsoft 365.

By day 30, you are expected to explain all four seller programs without notes - Cash Offer, Equity Protection (Novation), Flexible Finance, and Investor Network - and complete a comprehensive role-play from first contact through appointment set with a score of 80/100 or better.

Day 30 target outcomes:

• Speed to lead: under 10 minutes from new-lead alert to initial response
• Two-way conversations: 5 per day
• Qualified appointments set: 3 per week
• Call quality score: 80/100 on weekly recorded-call review
• CRM accuracy: 100% - correct tag and next-step task on every lead

Days 31-60 - Proficient Ramp.

During days 31-60, you take full independent ownership of inbound leads. Your daily rhythm includes two hours of outbound activity and two hours of follow-up, while welcome emails, Day 2 calls, PPL compliance, and clean CRM follow-through become consistent habits. One recorded call is scored every week.

Day 60 target outcomes:

• Speed to lead: under 5 minutes
• Two-way conversations: 8 per day
• Qualified appointments set: 8 per week
• Call quality score: 85/100
• CRM accuracy: 100% - correct tag and next-step task on every lead

Days 61-90 - Proficient / Full Lead Management Standard.

By day 61, the Lead Management ramp allowance is gone. You are expected to run the seat at full standard, pull and self-score your own calls before the weekly one-on-one, and flag any KPI that is trending toward a miss before leadership has to find it. Day 90 closes with a written performance review and next-quarter goals.

Day 90 target outcomes - the ongoing Lead Management standard:

• Speed to lead: under 3 minutes
• Two-way conversations: 10 per day
• Qualified appointments set: 12 per week
• Call quality score: 90/100
• CRM accuracy: 100% - correct tag and next-step task on every lead

Months 4-6 - Acquisition Readiness.

You continue meeting the Day 90 Lead Management standard while proving that you can take on more of the seller decision process. The goal is not to stop doing the front-end work; it is to demonstrate that you can carry the same discipline into a closing role.

• Maintain the Day 90 Lead Management KPIs consistently

• Demonstrate strong judgment matching seller situations to the company's four seller programs
• Handle increasingly difficult objections and seller conversations without rushing rapport or losing trust
• Show working understanding of offer logic, property context, and the company's pricing guardrails
• Demonstrate readiness to negotiate and make decisions within defined authority
• Operate your pipeline without needing a manager to remind you what happens next

Phase 2 - High-Impact / Acquisition Representative Track (As Early As Month 6).

When leadership determines that you are ready and the business has sufficient acquisition opportunity, you can transition into the Acquisition Representative phase. At that point, your job expands from qualifying and creating opportunities to owning qualified seller opportunities through the close.

• Conduct seller appointments and discovery conversations
• Evaluate the seller's situation and match the right acquisition solution
• Present offers clearly and negotiate purchase terms
• Approve pricing within defined company limits once that authority is granted
• Follow opportunities until there is a signed contract, a clear no, or a defined future step
• Manage the acquisition pipeline and CRM with the same discipline established in Phase 1
• A fully ramped High-Impact performer is no longer just feeding the acquisition pipeline. They are creating signed contracts, protecting seller trust, and contributing directly to profitable deal flow while continuing to treat the pipeline like their own business.

YOU'LL THRIVE HERE IF YOU ARE:

• Wanting to become an elite closer: You are willing to earn the Acquisition Representative seat by mastering lead management first. You do not see the first phase as beneath you; you see it as reps.
• Extremely patient and empathetic: Sellers are often dealing with hard situations, and you know how to listen before trying to move the conversation forward.
• Strong on the phone and comfortable face-to-face: You can make friends quickly, ask direct questions naturally, and build trust without sounding scripted or pushy.
• Self-directed: You do not need someone checking on you all day to keep your pipeline moving.
• Relentless with follow-up: Repetition does not bother you, and you do not confuse 'not now' with 'never.'
• Coachable in the moment: You ask for call reviews, assess yourself honestly, and show visible change after feedback.
• Competitive with yourself: You know your numbers, care when they slip, and do something about it.
• Direct and honest: You raise bad news early, own mistakes before someone else finds them, and bring a proposed fix.
• Process-minded but not robotic: You follow the system, question weak assumptions, test better approaches, and add value instead of acting like an order-taker.
• Long-term oriented: You care about trust and the right outcome, not a quick win that creates a bigger problem later.

YOU WILL NOT THRIVE HERE IF YOU:

• Want a permanent appointment-setting role and have no interest in eventually owning the close
• Expect to skip the Lead Management phase and be handed an Acquisition Representative title before proving you can run the front of the funnel
• Need constant direction or wait to be told what to do next
• Rush rapport-building because you want to get to the close faster
• Let follow-up tasks pile up or allow leads to go cold
• Avoid calls, rejection, negotiation, or repetitive outreach activity
• Go quiet when your numbers slip or avoid hard conversations
• Get defensive about coaching or repeat the same mistake after feedback
• Cut corners, shade the truth with sellers, or hide bad news
• Treat CRM updates as optional administrative work
• Blame marketing, acquisitions, the lead source, or the seller before owning your part

Requirements

EXPERIENCE WE'RE LOOKING FOR:

Prior real estate experience is not required, and the company does not require a minimum number of years in a similar role. We care more about evidence that you can build trust quickly, handle pressure, follow through consistently, accept coaching, and develop into a closer.

Strong backgrounds may include:

• Inside sales, appointment setting, lead management, or high-ticket B2C sales
• Door-to-door, roofing, solar, home services, automotive, insurance, or other performance-driven sales
• Customer-facing relationship roles such as hospitality, bartending, barbering, or other work where earning trust quickly matters
• Military backgrounds or other environments that reward discipline, composure, ownership, and coachability

Minimum education: High school diploma or GED.

Real estate experience is helpful, but not required. Spanish is ideal, but not required.

If you have sales experience, be prepared to speak concretely about your production. If you come from a non-sales background, be prepared to give specific examples of how you built trust, handled pressure, took ownership, and followed through when the answer was not obvious.

We are not looking for someone who merely says, 'I'm good with people.' We are looking for evidence that you can become the person a homeowner trusts with a difficult decision.

SCHEDULE AND WORK ENVIRONMENT:

This is a full-time W-2 role based in the Indianapolis metro area. Phase 1 is primarily phone/CRM-based. As you move toward acquisitions, the role includes more in-person seller appointments and local field work. The current work structure is approximately 80% remote/20% in-office, with local travel that may reach approximately 25% depending on phase and appointment volume.

• 40 hours per week
• Monday-Friday, 10:00 AM-7:00 PM, with a one-hour lunch break
• Reliable availability on evenings and weekends, as needed, for real-time responsiveness when new seller leads come in
• Overtime is not expected and must be approved in advance by management, in accordance with applicable law
• Direct reporting to the Director of Acquisitions
• Clear goals, visible numbers, weekly check-ins, direct accountability, and high autonomy

Benefits

COMPENSATION AND EARNINGS PATH:

Phase 1 - Lead Management / Junior Acquisitions Ramp.

While you are operating in the Lead Management phase, the company provides a guaranteed base salary plus performance bonuses. This is not a recoverable draw.

• $40,000 guaranteed base salary, paid bi-weekly
• $300 bonus for each signed contract attributable to the leads you manage
• An additional $300 bonus when the signed contract comes from a revived lead that is more than 90 days old
• Fully ramped Phase 1 earnings are expected to be approximately $70,000+ annualized, depending on production

Phase 2 - Acquisition Representative Compensation.

If and when you are promoted into the Acquisition Representative phase, the compensation structure changes to a base-plus-commission plan tied to acquisition production. The intent is to reward direct ownership of signed contracts and profitable deal flow.

• $40,000 base salary plus acquisition commissions
• The base is not intended to operate as a recoverable draw against future commissions
• The exact Acquisition Representative commission schedule, eligibility rules, and attribution terms will be provided in writing before the transition
• Fully ramped Phase 2 earning opportunity is expected to be approximately $130,000+ annualized, depending on lead volume, performance, and closed production

First-year earnings are harder to express as a single steady-state OTE because the expected year may contain two separate ramps. If the transition occurs near the six-month mark and performance develops as planned, the current first-year target is approximately $90,000-$100,000. Actual earnings may be lower or higher depending on the timing of the promotion, production, company growth, and deal volume.

Full Phase 1 bonus definitions and Phase 2 commission terms will be provided in the applicable written compensation plan.

BENEFITS AND SUPPORT:

Benefits and support currently include:

• $500/month taxable stipend for health and wellness care.
• Paid time off while in a salaried position; policy details will be provided in the written offer
• Mileage reimbursement when your personal vehicle is used for company-related work
• Hybrid work arrangement
• Company-provided CRM, calling/texting systems, lead data, reporting visibility, call review, and sales coaching

Benefit eligibility begins after 90 days unless otherwise stated in the written offer or company policy.

OUR HIRING PROCESS:

AcquisitionReps.com / Let's Grow COO is the hiring partner for Your Choice Home Buyer. Qualified candidates should expect a structured process designed to test both Phase 1 discipline and Phase 2 closing potential.

• Initial screening
• Multiple sales-focused interviews
• Behavioral and cognitive assessments, such as Predictive Index, Working Genius, or similar tools
• Mock seller call or role play focused on qualification, rapport, objection handling, and coachability
• Culture and values interview
• Final interview with company leadership and team

HOW TO APPLY:

We are not looking for the best resume. We are looking for the rare person who can do two things well: master the discipline of lead management and grow into the judgment, confidence, and accountability required to close real estate acquisitions.

If you are a relationship-driven salesperson who can earn trust quickly, stay disciplined through repetitive follow-up, keep a clean CRM, and wants a clear path toward owning the close, we want to meet you.

If you only want to set appointments forever, this is probably not your seat. If you want to skip the fundamentals and be handed a closer title on day one, it is not your seat either.

This is for someone who wants to build the reps, earn more responsibility, and grow into a high-accountability Acquisition Representative role as the company grows.

Apply now and show us the seller empathy, ownership, follow-up discipline, and closing potential you would bring to the team.