CASHFLOW POSITIVE SALES
Junior Setter
You qualify people and book appointments that are worth someone's time. That is the job. You are not cold-calling a list and hoping.
From $2,000/mo + commission
Training is provided. You can start here with no job experience. There is a trainee entry point, and 3 levels above it.
- Trainee
- Junior Setter
- Setter
- Senior Setter
01 · What you own
- Real daily dial volume against qualified lists.
- Booked meetings that hold: confirmed, attended, worth a closer's hour.
- The first sixty seconds of every prospect relationship we have.
- Your call recordings, reviewed with you, every week.
- A measurable line from your dials to pipeline created.
02 · Your first 30/60/90 days
Learn the offer and the opener in days one and two, then start dialing with live coaching. By the end of week two you have booked your first meetings from cold lists and sat in on the closes they produced.
03 · What we look for
- You have done volume work before: calls, doors, tables, anything with a count.
- You take coaching without defending yourself first.
- You can show a streak: a period where you out-worked a target.
- You hear a no and dial again in the same minute.
04 · What this is not
- Not account management. You open doors, you do not run relationships.
- Not a script-reading seat. The opener is a floor, not a cage.
05 · Where this leads
Setter, then Senior Setter, then Junior Closer. The ladder is real and the promotions are earned in public.
06 · Leadership Is Earned, Not Assigned
Leadership at Black Swan Ventures Group is not a function of tenure, title, or sales performance. It is evaluated separately, continuously, and much more strictly than the job itself.
Being excellent at your job does not entitle you to lead people. A closer who breaks every record in the company has no more claim to a Head of Sales seat than someone who has never made a cold call, because the two jobs measure different things. One measures output. The other measures judgment, composure under pressure, and the ability to make other people better. An entry-level hire with strong emotional intelligence and zero sales experience has a real path to leadership. A top performer with poor judgment does not, no matter how much revenue they close.
If you're good at your job, you stay good at your job, and you get paid more for it. That is a complete outcome here, not a consolation prize.
Every employee has the right to choose who they report to, and the right to raise a dispute about leadership they believe is toxic or unfit. We do not tolerate toxic leadership in any form. If someone is highly skilled but cannot work productively under the standing leadership structure, they report directly to the founder until a fit is found, not to someone they cannot work with.
Leadership roles are held under more scrutiny than any other position in the company, not less. They can be lost. They are not permanent once granted.
07 · Who We Hire
We hire for skill and judgment, not background, age, gender, or neurotype. We are actively friendly to hiring people who are neurodivergent, including ADHD, autism, and other learning or attention differences, and to candidates who don't present as conventionally social in an interview. None of that is a disqualifier here, and in several of our functions it's a genuine advantage. Diverse teams across age, gender, background, and cognitive style build better companies. We built this hiring process to actually reflect that.
06 · Logistics
You are in UTC. This role runs 13:00-21:00 CET. You overlap by 8 hours: 11:00 to 19:00 your time.
Strong overlap