Now Hiring -- 8 Director Seats. 5 Call Center. 3 Solar.
You Already Run a Floor.
Now Get Paid What It Produces.
About $4,700 a month, all-in, for a director who performs. Base, plus a bonus of up to $3,000 a month -- and we set that bonus after two weeks, against what you actually did on our floor. Not against how well you interviewed.
Remote. US hours. | We reply within 2 hours. Signed offer in about 5 working days.
~$4,700/mo
All-in for a director who performs
14 days
Until your bonus number is set
~5 days
First contact to signed offer
8 seats
5 call center directors, 3 solar directors
Five minutes. Have your last floor's contact rate, appointment rate and drop rate in front of you. No fee, no equipment charge, no deposit, ever -- we never take money from a candidate.
The Problem
You Are the Layer Everyone Squeezes
You have run a floor. You know why answer rates fell last Tuesday and which agent is quietly killing your appointment rate. None of that is what you get paid on, and none of it is what you got hired on.
Your pay stopped moving
Your floor hits the number. Your check does not change. The pay conversation happens once a year, and it is a percentage someone else decides.
You have the title, not the controls
They call you a manager. You cannot move an agent, rewrite a script, change the dial rules, or cut a dead list without three approvals and a meeting.
You are held to numbers you are not shown
You own a target and get denied the data that would let you hit it. You ask for the drop rate and someone sends you a screenshot from last month.
Six weeks of rounds, then silence
Four interviews, a panel, an assessment nobody read, and a recruiter who stops replying. You are doing your day job through all of it.
What if the pay was tied to the numbers you already control, and the whole hiring process fit inside a week?
The Short Version
Here Is the Whole Thing, Up Front
We are Call Center Doctors. We run outbound floors for US roofing and storm restoration, and we are opening solar. Remote, US hours. We hire in the Philippines, in LATAM, and in the US.
We need 8 directors. Five to run call center floors. Three to run solar.
A director here takes a floor and runs it. You hire the agents. You write the scripts. You build the campaigns, load the data, configure the dialer, manage the DIDs and the carriers, set the targets, and decide who stays. Minimal supervision. Direct line to the CEO.
And we do not price you on your resume. We price you on your floor, fourteen days in.
That is the entire offer. The rest of this page is the detail behind it.
The Pay
The Money, Stated Plainly
Guaranteed
$10/hr
About $1,730 a month at 40 hours a week. Paid from hour one, before you have proven anything to us.
On Top
$3,000/mo
Up to. Your bonus, negotiated after your first two weeks, against what you actually produced.
About $4,700 a month for a director who performs.
Now the part most job ads will not say out loud
$10 an hour looks low for a director. We know. Read why the structure is built this way, and then decide.
We do not price people on interviews. Interviews reward the candidate who talks best, and we have hired that person before.
So we split the offer. The base is what we pay anyone we let near a floor -- guaranteed, from hour one, with no performance condition attached to it. The bonus is where the real money is, and we deliberately do not set it until we have watched you work.
Two weeks. Not ninety days. Not an annual review.
At day 14 you sit down with Jason -- the CEO, directly, not a committee -- and you negotiate the bonus against evidence. What your contact rate did. What your appointment rate did. What your drop rate did. What your agents produced per day. The same numbers we gated you on to get hired, and numbers we can both see.
If you are good, this pays you more than a flat salary would, and it pays you sooner. A fixed salary is set the day you are hired, by a stranger, based on a conversation. Ours is set by your output, fourteen days in, by someone who watched.
And the ceiling is soft. Jason's standing instruction on hiring is exact: we will pay anything reasonable for a genuine top performer. Compensation is not going to be the reason we lose someone good. If you outrun the $3,000, bring the numbers and we will have that conversation.
What we will not do is pretend. The base alone will not make you rich. It is a floor, not the offer. The offer is the $4,700, and two weeks is how you get there.
Want to see how seriously we take this? Our agent pay ladder is published on this same site, tier by tier, with the exact daily appointment count it takes to climb each rung. Your job as a director is to move agents up that ladder -- and the ladder is public, so they can see it too. Go read it before you apply.
How We Judge You
We Hire on Proof. Here Is the Exact Proof We Ask For.
We are publishing our entire screen before you apply. Not a summary of it -- the actual test. If you can pass it, you should be pleased someone is finally asking. If you cannot, you have saved yourself an afternoon.
The three numbers. 30 seconds.
Tell us your last floor's contact rate, appointment rate and drop rate. From memory. No dashboard, no "let me pull that up", no "it depended on the campaign".
That is the hard gate. Miss it and you do not advance, no matter how good the rest of the conversation is.
It is not a trivia test. It is the only question we know of that cannot be faked. Everything else a candidate says about themselves is unfalsifiable without those three numbers -- and anyone who has genuinely run a floor carries them around in their head, because they looked at them every morning.
We are telling you in advance so you can go get them. That is the respectful version of a test.
The operating case. A genuinely broken campaign.
We hand you a campaign that is genuinely broken and you tell us what is wrong with it.
Not a hypothetical. Not "walk me through how you would approach a challenge". A real one, with numbers that do not add up.
Talking about fixing a campaign is easy. Finding the cause is not. Contact rate falls from 34 percent to 19 percent in three days -- same list, same agents, same hours. Where do you look, and in what order? A director answers that in a couple of minutes. Everyone else describes a process.
Good operators tell us this is the part they enjoy.
We show you our numbers before you show us yours.
Here is a slice of our own floor data, on this page, before you have given us anything:
1,950
Recorded calls
183
Appointments booked
9.4%
Baseline booking rate
11.4%
Our best closer
The distance between 9.4 and 11.4, applied across a whole floor, is the job. Now you know what you would be walking into, you know the data exists, and you know we count things -- because we just handed you the count.
The number that sets your bonus at day 14 comes out of the same system that produced these.
Why CCDocs
You Get the Keys, Not the Blame
Six years, 500+ agents, and a floor that actually has work. Here is what changes the day you run one here.
The dialer is yours
You configure it. Dial ratios, hopper, recycle rules, timezones, drop settings. You do not file a ticket to change your own contact rate. You change it.
The campaign is yours
You build it from the first record loaded. Script, call flow, disposition set, targets. If it is wrong, you already had permission to fix it before you started.
The data is yours
You source it, select it, segment it, and decide what gets recycled and what gets killed. Most directors have never been allowed near this. It is half the job.
Your agents are yours
You recruit, interview, hire and onboard them. You train and coach them. You manage your supervisors and you decide who stays. Nobody overrules you on your own bench.
Judged on output, twice
Once at the gate, on your last floor's numbers. Then again at two weeks, on what you produced here. That second one sets your bonus.
One person to convince
No committee, no matrix. You talk to Jason, the CEO, and it changes. That is the whole approval chain.
The Job
The Whole List, Grouped So You Can Scan It
This is the real list, not a shortened version for the ad. We publish it because the fastest way to waste your week and ours is to be vague about the job. If most of this is already your Tuesday, you are who we want.
People
you build the floor and own who is on it
- Recruit, interview, hire and onboard agents
- Train and coach them, on the phones, not in a slide deck
- Manage supervisors
- Hold people accountable, including the uncomfortable conversations
- Handle attendance and scheduling
Systems
you operate the machine, you do not file tickets about it
- Configure and operate the dialer
- Build campaigns
- Load and segment data
- Source high-quality data
- Manage DIDs and caller-ID rotation
- Manage carriers
Conversion
you own what happens on the call
- Build scripts and call flows
- Improve contact rates
- Improve appointment rates
- Improve answer rates
- Manage quality control
Numbers
you make the floor legible
- Set daily, weekly and monthly targets
- Keep agents producing at least 3 qualified appointments per day
- Diagnose underperformance, agent by agent and list by list
- Monitor drop rates
- Build reporting that tells the truth, including when it is bad
Command
you run it, we do not hover
- Manage client expectations
- Resolve operational problems as they happen
- Scale a call center without destroying quality
- Take control of a call center with minimal supervision
Take control of a call center with minimal supervision is the job. Everything above it is how. Nobody arrives perfect at every item -- but if you have never touched the dialer or never chosen the data, you have not run a call center yet. You have run a shift on one. That is a different job and we are not hiring for it.
3 of the 8 Seats
Three Seats Are Solar. Same Pay. Same Bar. Extra Knowledge.
Solar is not roofing with a different script, and we are not going to pretend otherwise. Same pay, same two-week bonus mechanic, same speed, same gate. It adds a body of knowledge you either have or you do not, and we will find out in the first conversation. If you do not have it, take one of the five call center seats -- that is a different specialty, not a downgrade.
A solar director does everything in the section above, plus all of this.
Qualification
- Solar lead generation, and the qualification criteria that go with it
- Which utility the home is on and what rate plan it sits on
- NEM-tier qualification
- Disqualification that holds up: homeowner, credit, roof age, shading
If you cannot disqualify quickly and correctly, you are just burning the dealer's calendar.
The conversation
- Residential solar scripts
- Objection handling built for solar, not borrowed from roofing
- Appointment setting and confirmation processes
Running it
- Data selection
- Dialer management
- Agent training and QA
- Compliance on your floor
- Reporting
- Team management and scaling production
The handoff -- where solar programs usually die
- Handoff to the sales team and to the dealer or EPC
- Who owns the rejection loop
- Show rate and sit rate improvement
A booked appointment nobody sits is a cost, not a result.
Anyone can hand an appointment over the wall. We want the director who knows what happens when the dealer rejects it, who owns the loop back, and who then fixed the front end so it stopped happening. That last one is the question we care most about.
Which one do I apply for?
One form, one application. Tell us which track fits you. If you have run both, say so -- that is a strong hand here, not a complication. "Roofing only" is a perfectly good answer for five of these eight seats.
The Process
About 5 Working Days. Here Is Every Step.
01
You apply
The form below. Five minutes. It asks for real numbers, so have them ready.
02
We reply within 2 hours
Not "we will be in touch". A reply, from a person, inside two hours during working hours.
03
The gate, then the case
Three figures from the last floor you ran -- contact rate, appointment rate, drop rate -- from memory, in about 30 seconds. Then we hand you a genuinely broken campaign and you tell us what you would check, and in what order.
04
Offer
For a strong candidate, first contact to signed offer inside about five working days. Two weeks after you start, we set your bonus.
Why we move this fast
Because being slow is how good operators get kept by their current employer. We take about five days. That is our single biggest advantage over the company you work for right now, and we would rather say it than hide it.
What we do not speed up
Verification. Fast decisions, slow proof -- that is the whole trick. We move quickly on saying yes. We do not skip checking. A process that is fast and has no gate is a warning sign and you should treat it as one. Ours has a gate, it is published above the form, and you can decide whether you clear it before you spend a minute on us.
Read This Before You Apply
What Actually Gets You Hired Here
This is the exact bar we screen against. We publish it so you can prepare, and so you can walk away now if it is not you. Both outcomes beat wasting your week.
- You can state your last floor's contact rate, appointment rate and drop rate from memory, in under 30 seconds. This is the hard gate. Prepare it before you apply.
- You have run an outbound floor -- not inbound customer service, not QA supervision. You have owned the number.
- You have configured and operated a dialer yourself, not just logged into one.
- You have built a campaign and loaded, segmented and sourced the data behind it.
- You have recruited, interviewed, hired and onboarded agents yourself.
- You have held someone accountable and it was not comfortable.
- You can hold agents to 3 qualified appointments a day and explain exactly how you got there.
- You can diagnose a broken campaign -- finding the cause, in order, under pressure.
- You can be handed a floor and run it with minimal supervision. If you need managing daily, this is the wrong seat.
- Strong spoken English. You will coach agents, run calibrations, and talk to US clients directly.
- A remote setup that does not fail: a real computer, headset, webcam, wired internet, and a backup plan for power and internet. If you drop mid-shift, your floor is blind.
- Available Monday to Friday on US business hours, long-term.
- Solar seats only: you can qualify and disqualify a residential solar lead correctly, and you know who owns the rejection loop on a dealer or EPC handoff.
If two or more of these are not you, this is not your role, and that is fine. If all of them are, we should be talking today.
Our Side of It
Things We Are Not Going to Do
We will not ask you for your old employer's call recordings.
Those recordings belong to your employer and they contain their customers' data. We will not ask for them, and if you offer them we will decline. We judge you on what you do with us. The same rule protects whatever you build here.
We will not ask you for money. Ever.
No equipment fee. No training fee. No software licence. No portal access charge. No courier fee. No security deposit. Not at any stage, for any reason. We provide the dialer, the CRM, the scripts and the data at no cost to you. If anyone claiming to be us asks a candidate to pay for something, it is not us.
We will not ask for your client list.
Do not bring it. We are not buying your contacts and we do not want the liability.
We will not judge you on how well you interview.
If you are the person who does the work and hates selling yourself, this process was built for you. That is the entire reason your bonus is decided at day 14 instead of day zero.
We will not make you wait for an answer.
Two-hour reply. About five working days to an offer. If we are going to pass, you hear that too.
And the one thing we will not speed up: verification.
We move fast on decisions. We do not move fast on proof. The gate is real, the operating case is real, and we check references.
6 years in business. 500+ agents. A physical office in Houston, TX. 100+ Glassdoor reviews at 4.6, a 4.7 Google rating, and listings on LinkedIn, Glassdoor, Google, DesignRush and Crunchbase.
Go verify us before you apply -- we will wait.
Questions You Should Be Asking
Everything a serious operator wants to know before applying.
"$10 an hour? That is agent money."
"Performance bonus" usually means a carrot I never reach. Why is yours different?
Can I live on the base while I wait for the bonus?
What if I am worth more than $3,000 in bonus?
Why those three numbers specifically?
What if I cannot recall my three numbers on the spot?
What is the operating case?
Five days sounds too fast. Fast usually means fake.
Is this a scam?
Do I actually get authority, or just the title?
Who do I report to?
Call center director or solar director -- which should I apply for?
Do I need roofing or storm experience?
Will you ask me for call recordings from my current employer?
Where can I work from, and what are the hours?
What equipment do I need, and who pays for it?
Are all eight seats real?
Where does this go after director?
Jason Shouldice
CEO, The Call Center Doctors
A note from the person you will report to
"I have built this company from zero to 500+ agents over 6 years. The difference between us and everyone else is simple -- we actually have the work, we actually pay on time, and we actually help you get better at your job. If you have the discipline to show up and dial, we have the campaigns, the training, and the pay structure to make it worth your time. That is the deal. No fluff."
Apply Now
Apply. You Will Hear Back Within 2 Hours.
Five minutes. Have your last floor's contact rate, appointment rate and drop rate in front of you -- the form asks for all three, because that is the actual first interview. "I would have to check" is itself an answer.
- About $4,700 a month all-in for a director who performs. Base guaranteed from hour one, bonus of up to $3,000 a month set at day 14 against your actual output.
- The diagnostic question is the second test. Contact rate falls 34 percent to 19 percent in three days, same list, same agents, same hours. Tell us what you check and in what order. Short is fine -- we are reading for sequence, not vocabulary.
- 8 seats. 5 call center directors, 3 solar directors. Tell us which one you are. About 5 working days from this form to a signed offer.
Application Received!
We reply within 2 hours during working hours. Keep your phone on, and have your three numbers ready.
You Already Applied
Your original application is still in review and nothing has been lost. If something material has changed -- a new floor, new numbers -- mention it when we call rather than submitting again.
Two Weeks From Now, Somebody Is Getting Their Bonus Number Set.
Base guaranteed from hour one. Up to $3,000 a month on top, decided at day 14 on what you actually produced. About $4,700 all-in for a director who performs -- and more if you earn it. Five call center seats. Three solar. Two-hour reply.
Your move. Apply above.
Not ready to run the whole thing? We are also hiring floor managers and trainers, sales development reps, and call center agents.