Kin Insurance - Sales Manager, Onboarding Specialist
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Requirements
• 5+ years of leadership experience in insurance sales, ideally managing licensed agents in a quota-driven environment • Active Property & Casualty insurance license • Demonstrated success improving core sales performance metrics (premium growth, bind rate, conversion, ramp time reduction) • Experience building or optimizing structured ramp/onboarding frameworks and repeatable workflows across hiring classes • Strong working knowledge of P&C products, regulatory requirements, and compliant sales practices • Analytical proficiency with CRM reporting and performance tracking (e.g., dashboards, Google Sheets, Excel) to diagnose issues and drive action • Clear, confident communication—able to deliver actionable feedback and executive-ready performance updates, and to create order within ambiguity • We believe a great hiring experience should be clear, respectful, and human. While our recruiting team uses AI tools for efficiency, resumes are still screened by Kin’s in-house recruiters, and candidate evaluations and hiring decisions are made by recruiters and hiring teams. Rest assured, real people make real decisions. • The hiring process and timeline for each role will vary, depending on the position. However, here are some things you can expect from us: • Prompt updates and feedback following interviews • Interviews with recruiters, hiring managers, and members of teams • Skills assessment relevant to the position, if applicable • Genuine, thoughtful human interaction at every step • How we support you • We offer a comprehensive, competitive benefits program, allowing you to choose the benefits that are best for you and your family, starting on the first day of the month following your start date.
Responsibilities
• Design, refine, and run a structured, week-by-week ramp curriculum focused on consultative selling, coverage education, quoting accuracy, objection handling, and state-specific compliance expectations • Lead and develop a team of ramp-stage Sales Agents (and/or front-line coaches/supervisors as applicable), setting clear expectations, coaching rhythms, and ramp-to-quota milestones • Coach to behaviors and outcomes by managing leading and lagging indicators (e.g., premium written, close rate, quote-to-bind, call volume, follow-up cadence) • Conduct readiness evaluations and final certification decisions; manage the handoff process to permanent sales leadership to ensure only performance-ready talent transitions • Establish and maintain performance dashboards and operating cadences to monitor conversion, pipeline health, early-lifecycle retention indicators, and cohort progress against benchmarks • Partner cross-functionally with Underwriting and Product to ensure agents are current on appetite changes, pricing shifts, and coverage updates—and translate those updates into ramp enablement • Work closely with QA and Compliance to reinforce ethical selling, accurate policy representation, and required regulatory adherence through call reviews and targeted interventions • Analyze cohort trends (early attrition, underwriting fallout, performance plateaus, curriculum gaps) and implement improvements that increase ramp success and reduce time-to-first-sale • Continuously improve processes and workflows to create consistent outcomes across varying class sizes and hiring cycles • In your first 6–12 months at Kin, success is less about checking boxes and more about the impact you create. You’ll use your skills and judgment to take ownership of meaningful work, improve how we operate, and help move Kin’s mission forward. Along the way, you’ll deliver outcomes that make a real difference for both Kinfolk and the homeowners we serve. By the end of your first year, you should feel confident in your role, trusted as an owner, and proud of the progress you’ve helped make. • New cohorts consistently meet ramp benchmarks, with improved time-to-first-sale and readiness-to-production outcomes • Coaching and performance management measurably improve key sales metrics (e.g., premium written, bind rate, conversion rate, quote-to-bind) while maintaining high compliance standards • Sales leadership receives a steady flow of fully vetted, production-ready agents with strong consultative behaviors and accurate quoting habits • Cohort dashboards, operating rhythms, and feedback loops are in place and used consistently to drive faster decisions, clearer accountability, and continuous program improvement
Benefits
• Competitive salary and company equity through Restricted Stock Units (RSUs), granted as part of our standard compensation package and based on role and level • 401(k) with company match up to 4% of eligible earnings • Multiple medical plan options, plus dental and vision coverage • Company-funded HSA contributions (based on medical plan selection) • Company-paid life insurance and short-term disability • Health & Wellbeing • A variety of supplemental benefit options, including long-term disability, critical illness, accident, legal, and pet insurance • Access to mental health support and confidential counseling resources • Flexible PTO for exempt employees (most employees take 15–20 days per year), plus 8 company-observed holidays • Paid parental leave, including up to 14 weeks at 100% pay for birthing parents and 8 weeks at 100% pay for non-birthing parents • Growth & Development • Career mobility and internal growth opportunities across the organization • Professional development budgets for certifications, conferences, and learning available, subject to management approval • We don’t just hire for skills. We hire for alignment. Kinfolk bring diverse perspectives, but we’re united by a shared set of values that shape how we work and how we show up for each other and our customers. • Run through walls, together - Our industry is stuck in the status quo. But Kin is different. We are challengers. Innovators unwavering in our mission to fix insurance for those who need it most. We are changing insurance for good. We roll up our sleeves, take action, and get “impossible” things done every day with grit and teamwork. • Raise the bar. Drop the ego - Attitudes are contagious. Every one of us is responsible for creating the culture we want to work in. High performance. Low drama. Always respectful. Like professional sports teams, we win by working in sync. We show up, work hard, and play to each other’s strengths. • Act like an owner - We are owners, fully accountable for achieving Kin’s mission. That requires positive, proactive, big-picture thinking well beyond our job descriptions. Ask questions, Take ownership. Do the right thing, even when it‘s hard. Because when Kin thrives, so do you. And so do our customers. • Operate lean. Deliver more - We build efficiency into everything we do. Each dollar we save gets reinvested to deliver more to our customers: better pricing, more products, and new innovations. We work smarter by relentlessly prioritizing and using technology, including AI, to multiply our impact. Lean is about focus, not deprivation. Lean isn't a limitation – it's our competitive advantage. • Keep asking ‘What if?’ - We value curiosity. To make insurance better for our customers, we experiment. We embrace insights. And we base decisions on data rather than assumptions. We see setbacks as opportunities for growth and are always learning and improving. Both individually and as a company. • We are a remote-first company with offices in Chicago, IL and St. Petersburg, FL where teams can come together for collaboration. • For Sales Agents and Customer Service Agents: These roles sit in any of the following 30 states: AL, AZ, CO, FL, ID, IL, IN, KS, KY, MA, MD, ME, MI, MO, MT, NC, NE, NM, NV, NY, OH, OK, PA, SC, TN, TX, UT, VT, VA, WA, and WI. • For all other positions, these roles can sit in any of the following 40 states: AL, AR, AZ, CA (exempt only), CO, CT, FL, GA, ID, IL, IN, IA, KS, KY, MA, ME, MD, MI, MN, MO, MT, NC, NE, NJ, NM, NV, NY, OH, OK, OR, PA, SC, SD, TN, TX, UT, VT, VA, WA, and WI. Please only apply if you are able to live and work full-time in one of the states listed above. • For remote technical positions located in Canada, we are only able to hire individuals who reside in Ontario. Applicants must be able to live and work full-time in Ontario to be considered. • State locations and specifics are subject to change as our hiring requirements shift. • Kin is proud to be an Equal Employment Opportunity and Affirmative Action Employer. We don't just accept difference – we honor it, nurture it, and celebrate it. We don’t discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. Kin welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. If you require accommodation, please contact us by sending an email to [email protected]
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