ALL ROLES / SALES MANAGERS

Hire a sales manager who coaches your team every day, not once a week

Not a fractional leader who visits for a weekly call. One dedicated sales or SDR manager from Latin America who runs the pipeline reviews, listens to the calls and coaches your reps on your hours.

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A sales manager reviewing numbers on a laptop with a team member

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

  • Apollo
  • Vonage
  • Expensify
  • GetAccept

How it works

How do I hire a sales manager?

You do one thing: interview. We handle everything else.

1

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

2

Review your matches

3 to 5 matches in 48 hours.

3

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

In the team every day

A dedicated manager who joins the standups, reviews the pipeline and listens to calls, instead of a fractional leader who appears once a week.

Same hours as your reps

Latin America and the Caribbean overlap the US working day, so coaching happens between calls, not in a recap a week later.

Verified on your stack

Salesforce, HubSpot, Outreach, Salesloft, Gong, your dialer. Checked per candidate against the tools you name, not taken from a self-reported list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. A team cannot wait for a second search, so the guarantee covers the case where the fit is wrong.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

12

countries

across Latin America and the Caribbean

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

  • Sourcing from the CloudTask staffing and recruiting company
  • Screening and vetting
  • Matching coordination
  • Worker payments
  • Compliance and employment administration
  • Onboarding support at day 0, 7, 30 and 60
  • Ongoing check-ins with the hire and with you
  • Time and activity tracking, on by default
  • Performance escalation
  • 24-month replacement guarantee. Replacements not capped.
  • Health benefits available on request
  • Equipment benefits available on request

Stays with you

  • The work itself
  • Priorities and direction
  • Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

  • Sourcing from the CloudTask staffing and recruiting company
  • Screening and vetting
  • Shortlist of matched candidates
  • Interview coordination
  • Offer support
  • 6-month replacement guarantee. One replacement, same job description.

Yours when they accept

  • Employment and payroll
  • Compliance and employment administration
  • Ongoing management
  • Time and activity tracking
  • Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

US Direct Hire Staffing Agency
Time to First Interview 48 hours 3 to 6 weeks 2 to 4 weeks
Payroll & Compliance Included on Managed Staffing You manage Included in rate
Vetting Process Human + AI verified You screen Recruiter screened
Candidate spam Screened out before you see a profile Common Low
Tool Verification Verified per candidate Self-reported Rarely verified
Free Replacements 24 months on Managed Staffing, 6 months on Direct Hire None Variable
See all comparison

Testimonials

Trusted by teams that hire with us

  • LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.
    David Barrett
    David Barrett CEO, Expensify
  • At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.
    Tim Zheng
    Tim Zheng CEO, Apollo.io
  • After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.
    Carl Carell
    Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in a sales manager

A great rep does not automatically make a great manager. These are the capabilities that decide whether your team hits its number because of the manager or in spite of them.

  • Call coaching as a routine

    Listening to real calls every week, picking one thing to fix per rep, and checking that it changed. Coaching that happens on a schedule, not when there is time.

  • Pipeline reviews that change behavior

    Going deal by deal on next steps, dates and risks, and leaving each rep with a clear action. Not a status meeting that reads the CRM aloud.

  • Activity and conversion targets

    Setting daily and weekly targets for calls, meetings and conversions, and knowing which number to fix when the result slips.

  • Forecasting you can defend

    A forecast built from stage definitions and evidence, with the discipline to call a deal lost before the end of the quarter makes the decision.

  • Hiring and ramping reps

    Writing the scorecard, interviewing, and running the first 30 days so a new rep is productive on a plan, not on luck.

  • A written sales process

    Stages, exit criteria, talk tracks and objection handling written down, so the team sells the same way and the process can be improved.

  • Honest one to ones

    Direct feedback on performance, delivered early and privately, with a plan attached. Underperformance named early is easier to fix than underperformance named late.

  • AI where it saves a step

    Call summaries, deal risk flags and first drafts of follow-ups. Useful for finding what to coach, never a replacement for listening to the call.

HIRING GUIDE

How to hire a sales manager

Most companies hire a sales manager because the founder can no longer run the team and sell at the same time. This guide covers when that moment really arrives, how a dedicated manager compares with a fractional sales leader, and what to screen for.

What does a sales manager actually do?

The job is the team, not the deals. A sales manager sets targets, runs pipeline reviews, listens to calls and coaches on them, forecasts, hires, and removes the obstacles that slow reps down.

An SDR manager does the same for the top of the funnel: activity, meeting quality, messaging and the handoff to account executives. In smaller teams one person covers both.

When should you hire your first sales manager?

Usually when there are enough reps that the founder or the head of sales spends more time managing than selling, and coaching has quietly stopped. The real signal is the missed coaching, not a particular headcount.

Hire one earlier if you are about to add several reps at once. Ramping a new cohort without a manager is how a hiring plan turns into a turnover problem.

Dedicated sales manager or fractional sales leader?

A fractional sales leader is a senior person who works with several companies and gives each a few hours a week. That can be the right purchase for designing a sales process, setting a compensation plan or advising a founder on a first hire.

It is a weaker fit for running a team day to day. Coaching depends on listening to calls and following up the next morning, which is hard to do from a weekly visit. SaaStr, a widely read SaaS publication, has published an article titled "A Fractional VP of Sales Almost Never Works", and that debate is worth reading before you decide.

When should you not hire a sales manager?

When you have one or two reps. At that size the manager has nobody to manage and becomes an expensive extra seller, and the founder usually coaches better because they know the product and the buyer.

It is also the wrong hire when the product, the ideal customer or the pricing are still changing every month. A manager can run a sales process, but cannot run one that does not exist yet. Fix the process first, then hire someone to run it.

What should you screen for in the interview?

Ask for a recent coaching example: which rep, what they noticed on a call, what they changed, and what happened next. Specific names, calls and numbers are a good sign. General statements about leadership are not.

Then give them a real pipeline export with some stale deals in it and ask which three they would challenge first and why. You learn how they think about forecast risk in ten minutes.

Red flags in sales manager candidates

Leadership in general terms. Ask for a recent coaching example. A candidate who talks about motivation and culture but cannot name the rep, the call and what changed afterwards is describing coaching they intend to do, not coaching they have done.

Every stale deal survives. In the pipeline exercise, a candidate who challenges none of the stale deals, or accepts each rep's close date as given, will hand you a forecast that moves as the quarter ends.

The best closer on the team. A manager whose strongest stories are deals they closed themselves will take over calls instead of coaching the rep through them.

Underperformance named late. Ask about a rep who was not working out and when they first raised it. A story where the direct conversation came at the end, with no plan along the way, tells you how problems will surface on your team.

Coaching from summaries. Ask how they choose what to coach each week. If the answer rests on call summaries and dashboards rather than listening to the calls, the coaching will stay generic and the reps will stay where they are.

How do you measure a sales manager in the first 90 days?

Not by revenue alone, which lags. Look at whether the weekly rhythm is running on its own: pipeline reviews held, calls reviewed, one to ones documented, and a forecast that moves less as the quarter ends.

By the end of the first quarter you should see which reps are improving and why, and a clear plan for the ones who are not.

How much does a sales manager cost?

It depends on seniority, team size, the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.

Why hire a sales manager in Latin America?

Overlap. A sales manager coaches between calls, joins the standup and reviews deals the same day, and Latin America and the Caribbean share most of the US working day.

The second reason is English. Your manager listens to calls with US buyers and coaches on tone and objection handling, so we screen spoken and written English live on a call rather than inferring it from a profile.

How does CloudTask hire for this role?

You send the team size, the sales motion, the tools and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

What is a fractional sales manager?
A senior sales leader who works part-time across several companies, usually a few hours a week each. It suits process design and advice. A dedicated manager suits running a team every day.
How much does a fractional VP of sales cost compared with a dedicated manager?
It depends on seniority, hours and scope, so a single comparison would mislead you. On Managed Staffing you pay one all-in monthly rate per person; on Direct Hire, a one-time fee. We quote your role before you interview.
Do you place SDR managers?
Yes. An SDR manager runs activity, meeting quality and the handoff to account executives, and we screen for coaching experience with outbound teams.
When is it too early to hire a sales manager?
When you have one or two reps, or when the product and the ideal customer are still changing every month. Build the process first, then hire someone to run it.
How fast can a sales manager start?
You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first two weeks on your product, your pipeline and one to ones with every rep.
What is the $299 for?
It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.
Why is there no number on the monthly rate?
Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.
Who is the legal employer?
On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.
How does tracking work, and can I turn it off?
On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.
What happens if the person does not work out?
Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.
Is there a platform or subscription fee?
No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

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