Territory Sales & Design Consultant

Territory Sales & Design Consultant

Lighting Partners · Field-based, assigned territory · Full-time Reports to: Franchise Owner / Market Lead · Rev. 1.0 — July 2026

COMPENSATION

Structure Base uncapped commission, or recoverable draw against

commission — candidate’s choice at offer

Base range $36,000 – $45,000 annually (good-faith starting range)

Commission 8–12% of installed contract value, tiered by season target attainment

Realistic OTE $70,000 – $110,000 in year one for a rep who hits territory targets;

top performers exceed this in strong permanent-lighting markets

Other compensation Vehicle/mileage allowance, phone stipend, design software and tablet

provided, paid training, seasonal completion bonus

THE HONEST VERSION OF THIS JOB

You knock doors. You cold call. You stand in someone’s driveway at 5:30 on an October evening and help them picture what

their house is going to look like in December — and then you design it, price it, and close it.

Then, because you sold it, you own it: you confirm the measurements, you hand a clean job packet to the install crew, you

show up on install day for the walk-through, you handle the one gutter clip that came loose in January, and you call that

customer again next August before your competitor does.

This is a role for someone who is genuinely two things at once, which is rare: outgoing enough to enjoy a cold door, and

precise enough that the install crew never has to call you and ask what you meant. Most people are one or the

other. If you are both, this territory is worth a lot of money to you and you are worth a lot to us.

WHAT YOU’LL DO

Prospecting — build the territory

Systematic door-to-door canvassing on an assigned route plan: residential neighborhoods, HOA communities, and

commercial corridors

Outbound calling to prior-season customers, expired quotes, and commercial targets — property managers, retail centers,

dealerships, hotels, restaurants, municipalities

Community presence: neighborhood associations, chamber events, home shows, local business groups

Referral generation from installed customers — the best door you’ll ever knock is the one next to a job you just lit up

Design & bidding — this is the part that separates you

On-site consultation: measure roof lines, count peaks and gables, identify power access, photograph the property

Build the design — rooflines, landscape, wreaths, garland, trees, commercial displays — and present it visually so the

customer can see it, not just read a number

Produce accurate, itemized bids where the labor hours, material counts, and access difficulty are actually right

Present price with confidence and close on-site where possible; run structured follow-up where not

Account management — own the relationship start to finish

Hand a complete, unambiguous job packet to the install crew: measurements, materials, access notes, power plan,

customer preferences

Attend install-day walk-throughs on your accounts

Own service calls and warranty issues on your customers, in season

Run the renewal campaign on your book every pre-season, plus the upsell conversation — expanded design, permanent

lighting conversion, additional properties

Keep the CRM current, every day, without being asked

SEASONALITY — KNOW THIS GOING IN

Period Focus

July – September Pre-season selling, renewal campaign on prior customers, commercial

contracts (commercial buys early), route planning

October – December Peak. Long days, evening and weekend canvassing, install support,

service calls. This is where the year is made.

January – February Takedown coordination, service wrap-up, season debrief, customer

retention outreach

March – June Permanent lighting sales, commercial pipeline building, territory

development, referral work

Permanent lighting sells year-round and is the growth engine — it is how this role became a full-time seat instead of a

seasonal one.

HOW YOU’LL BE MEASURED

Metric Target

Doors contacted per week (in season) 150

Consultations booked per week 8–12

Consultation-to-bid rate 70%

Bid-to-close rate 30–40%

Bid accuracy (final vs. quoted labor hours) Within 10%

Prior-customer renewal rate 65%

Territory revenue Per season plan

Bid accuracy is on this list on purpose. A rep who closes everything and quotes it wrong costs more than a rep who closes

less. We track both.

WHAT WE NEED FROM YOU

Required: - Valid driver’s license, reliable vehicle, clean driving record - Comfort working outdoors in Minnesota-grade fall

and winter weather - Physical capability to walk properties, use a ladder for assessment, and be on your feet all day -

Availability for evenings and weekends during peak season — that is when homeowners are home - Genuine comfort initiating

conversations with strangers, repeatedly, after being turned down

The trait profile that actually works here: - Outgoing and warm, not slick. Homeowners buy holiday lighting from

someone they’d let in the house. High-pressure closers do badly in this market and generate service complaints. - Visually

and spatially minded. You look at a roofline and see the finished design. You can sketch it, mock it up, or communicate it

well enough that the customer says “yes, that.” - Detail-oriented in the specific way that matters: measurements,

counts, access notes, and job packets. Creative people who are sloppy with numbers cost us the margin they just sold. - Selfdirected.

Nobody is watching your route. Your calendar and your discipline are the job. - Durable. Doors get closed on you.

Weather is bad. October is relentless.

Preferred (not required): - Prior door-to-door, home services, or in-home sales experience - Design, visual merchandising,

landscape design, event décor, or trade background - Holiday lighting, electrical, roofing, gutter, or exterior services

experience - CRM fluency and comfort with design/mockup software

We will train lighting product, design software, safety, and bidding. We cannot train enjoying a cold door or caring whether

the numbers are right.

HIRING PROCESS

1. Application and short written response

2. Work Styles Survey — 5–10 minutes, no pass/fail, informs the interview only

3. Phone screen (20

Pay: $36,000.00 - $45,000.00 per year

Application Question(s):

• Candidates are required to complete a survey using this link: https://docs.google.com/forms/d/e/1FAIpQLScF43UZ8a3GZR5-Hv7nCEmM0DPx4a1lG7puq1aMzWOD7l6jhg/viewform

Work Location: On the road

Benefits:

Salary : $36,000 - $45,000