Inbound Setter Manager

About the Role

At WarriorBabe, we are building a world-class sales organization rooted in conviction, operational excellence, accountability, and deep care for the women we serve. We are not interested in average leadership. We are looking for someone capable of building structure, consistency, performance, and culture inside one of the most important functions of the business: inbound lead conversion and implementation.

The Inbound Setter Manager will serve as the direct leader of WarriorBabe’s inbound setter team and report directly to the Chief People Officer & Co-Owner. This individual will be responsible for team performance, operational consistency, scheduling oversight, coaching and development, accountability systems, communication standards, and scaling the inbound setting department alongside senior leadership.

This is not a passive management role. This role requires ownership, decisiveness, emotional intelligence, operational rigor, and the ability to lead a high-performance team in a fast-paced remote environment.

Core Objective

Build and lead a highly efficient, accountable, customer-first inbound setter team capable of scaling without operational bottlenecks, performance ambiguity, or burnout. This role exists to create structure, enforce standards, improve conversion performance, and rebuild the inbound setting function into a scalable and sustainable system.

The Inbound Setter Manager will collaborate heavily with the Sales Operations Manager, Closer Manager, leadership team, operations department, recruiting, HR, and tech teams to ensure inbound performance and team infrastructure evolve alongside business growth.

Key Responsibilities

Team Leadership & Performance Management

• Directly lead and manage the inbound setter team on a daily basis
• Coach, mentor, and develop setters through ongoing performance management and accountability
• Facilitate all daily setter huddles with structure, intention, and performance focus
• Conduct regular one-on-one performance conversations with team members
• Review and analyze daily, weekly, and monthly performance trends
• Hold team members accountable to KPIs, scheduling standards, communication expectations, and operational consistency
• Identify high performers, growth opportunities, coaching gaps, and role misalignment quickly and objectively
• Build a culture rooted in ownership, professionalism, urgency, consistency, and belief in the WarriorBabe mission
  
  

Scheduling, Calendar Oversight & Team Availability

• Maintain oversight of all inbound setter scheduling and calendar coverage
• Ensure implementation calendars are staffed appropriately to support inbound lead flow and ad spend demands
• Create and enforce clear scheduling expectations and availability standards
• Eliminate operational bottlenecks caused by poor calendar management or inconsistent setter coverage
• Monitor capacity planning and scaling needs as business demands evolve
• Partner with leadership to ensure inbound team staffing supports company growth goals
  
  Success Looks Like:
• • Consistent and predictable calendar coverage
  • Reduced burnout through sustainable scheduling practices
  • Ad spend no longer constrained by setter availability
  • Improved efficiency and utilization across the inbound team

Coaching, Training & Development

• Develop and maintain onboarding and ramp plans for all new inbound setters
• Implement a standardized coaching and training cadence across the team
• Conduct targeted call reviews tied directly to performance trends and KPIs
• Ensure setters execute implementation and inbound calls with confidence, structure, empathy, and efficiency
• Protect top performers from unnecessary over-coaching while providing structured remediation support where needed
• Continuously improve team capability through feedback, training systems, and operational refinement

Success Looks Like:

• • Faster onboarding and ramp timelines
  • Narrowed performance gaps across team members
  • Improved inbound conversion consistency
  • Training systems that are proactive rather than reactive

Performance Accountability & Reporting

• Reinstate and maintain a stats-driven accountability culture
• Review all end-of-day (EOD) and end-of-week (EOW) reports and tracking consistently
• Ensure setters fully understand, track, and take ownership of their numbers
• Identify trends in:
• • • Show rates
    • Scheduling consistency
    • Booking performance
    • Call efficiency
    • Customer experience
    • Lead handling and follow-up behavior
• Create visibility and reporting standards for leadership review
  
  Success Looks Like:

• • Clear visibility into team performance at all times
  • Objective accountability standards
  • Faster identification and correction of performance gaps
  • Consistent operational reporting across the inbound division

Process Improvement, SOPs & Operational Excellence

• Build, refine, and maintain SOPs for all inbound setter operations
• Standardize:
• • • Daily setter responsibilities
    • Scheduling expectations
    • Communication practices
    • Performance tracking
    • CRM management
    • Call flow standards
    • Follow-up expectations
• Partner with Sales Operations and leadership teams to improve workflows, systems, automations, and operational efficiency
• Route major SOP or structural changes through Sarah for alignment across the broader revenue organization
• Maintain organization and operational clarity inside CRM systems and workflows

Success Looks Like:

• • Clear operational standards and documentation
  • Reduced dependency on tribal knowledge
  • Cleaner team communication and cross-functional alignment
  • Scalable systems that support future growth

Hiring, Recruiting & Team Scaling

• Collaborate with HR and leadership on inbound setter recruiting initiatives
• Participate in recruiting, interviewing, and talent evaluation
• Help define and maintain the ideal inbound setter profile, including:
• • • Coachability
    • Reliability
    • Emotional intelligence
    • Operational discipline
    • Product conviction
    • Culture alignment
• Support rapid scaling and backfilling initiatives as business demands require
• Make recommendations regarding promotions, role changes, remediation plans, or exits