Client Operations & Growth Manager
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We must include sections only when posting has real specific content. We need to extract content.
Let's parse posting:
- Territory: East Knoxville to the Tri-Cities | Reports to: Director of Operations
- Compensation: $50,000-$55,000 base salary + uncapped performance commission Target first-year earnings: $85,000-$100,000
- Intro paragraph: "This is not a typical account-manager job..." etc.
- "What you will own" bullet list (actually sentences). We'll treat as responsibilities.
- "How you will win" bullet list (performance metrics). Could be responsibilities or maybe separate.
- "Field expectations" paragraph.
- "Our values" paragraph.
- "Apply if this sounds like you" paragraph (maybe not needed? It's call to action; we should remove application instructions? The instruction says remove application instructions. This is more like encouragement to apply; maybe we can drop as it's not substantive? Might be considered boilerplate? It's not exactly application instructions but it's a call to apply. Safer to drop? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." This paragraph is not exactly application instructions but it's encouraging to apply. Might be considered application instruction. Safer to omit.
- "Requirements" heading then "Who will excel here" paragraph then bullet list of requirements.
- "Benefits" heading then list of benefits.
We need sections: About the role (intro), Responsibilities (what you will own + how you will win + field expectations maybe), Requirements, Benefits, Pay (compensation), maybe Schedule? There's schedule info: "Most work occurs during normal business hours. However, exceptional client service sometimes requires flexibility for early mornings, evenings, weekends, new-account launches, urgent service needs, and special projects." That's schedule info. So we can have Schedule section.
We also have "Our values" maybe could be part of About the role or separate? Not a standard heading; we could include as part of About the role.
We must not create sections with placeholder text. Ensure we have substantive content.
We need to use for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title as heading. Not include Job ID etc.
We must preserve ALL substantive information; do not invent or summarize away detail.
Thus we need to capture all details.
Let's extract sections:
About the role: Could combine the initial description up to "What you will own". Might include mission, values, etc.
But we need to avoid duplication.
Let's structure:
About the role
Territory: East Knoxville to the Tri-Cities. Reports to: Director of Operations. Compensation: $50,000-$55,000 base salary + uncapped performance commission. Target first-year earnings: $85,000-$100,000.
This is not a typical account‑manager job. We are looking for a driven, commercially minded leader who wants to own results—not merely manage a list of clients. As a Client Operations & Growth Manager, you will take responsibility for a defined portfolio of commercial clients and run it like a business within our business. You will protect and grow recurring revenue, build trusted executive‑level client relationships, solve operational problems quickly, lead service‑provider performance, and uncover new revenue opportunities across each account. Your mission is clear: deliver an exceptional client experience, retain every account possible, grow the revenue in your book of business, and build the leadership skills required to advance into a Director of Operations role. This role is ideal for someone who is energized by accountability. Someone who sees a service failure as their problem to solve. Someone who enjoys being in the field, building relationships, improving teams, winning additional business, and being paid for measurable results. If you want a desk‑only customer‑service role or a position with narrow responsibilities, this is probably not the right opportunity. If you want real ownership, income upside, operational leadership experience, and a clear path to larger responsibility, we want to meet you.
Our values: Genuine. Customer Driven. Responsive. Adaptable. Tenacious. Our mission is to glorify God by creating a Ripple Effect that positively impacts the people and communities we serve.
That seems good.
Responsibilities: Could combine "What you will own", "How you will win", "Field expectations". We'll list as bullet points.
Let's extract bullet points from "What you will own":
- You will be the primary business leader for an assigned portfolio of commercial accounts. Your results will directly influence client retention, revenue growth, service quality, and your earning potential.
- Build trusted relationships with client decision‑makers and become their go‑to resource for facility‑service needs.
- Own the client experience from onboarding through ongoing service delivery, issue resolution, retention, and account expansion.
- Conduct regular site visits and quality‑control inspections to ensure our services meet or exceed client expectations.
- Anticipate issues before they become complaints, communicate proactively, and drive problems to resolution.
- Lead and hold service partners, Independent Contractors, and Night Managers accountable for quality, responsiveness, staffing, coverage, and compliance.
- Coordinate successful launches of new accounts, including staffing, schedules, supplies, access, client expectations, inspections, and follow‑up.
- Identify opportunities to expand services within existing accounts, including floor care, carpet cleaning, window cleaning, pressure washing, landscaping, parking‑lot services, and other facility solutions.
- Own the sales process for additional services within your portfolio: identify the need, create the solution, coordinate pricing, present the value, close the opportunity, and ensure excellent execution.
- Maintain accurate CRM records, inspection results, follow‑up actions, client history, and revenue opportunities.
- Operate with the urgency, communication, and judgment expected of a future operational leader.
From "How you will win": bullet list of metrics:
- Client retention and renewal performance
- Client satisfaction and responsiveness
- Portfolio revenue growth
- Additional‑service and Other Services revenue
- Quality‑control results and service stability
- Timely resolution of client concerns
- Strong contractor and vendor performance
- Successful onboarding and stabilization of new accounts
- Consistent field activity, follow‑through, and CRM discipline
From "Field expectations":
- This is a field‑based leadership role. You will regularly visit commercial client facilities throughout East Knoxville and the Tri‑Cities. Most work occurs during normal business hours. However, exceptional client service sometimes requires flexibility for early mornings, evenings, weekends, new‑account launches, urgent service needs, and special projects.
We could incorporate that as a paragraph rather than bullet.
Thus Responsibilities section: Responsibilities
then - ... each bullet.
We need to ensure we don't lose any detail.
Now Requirements section: extract bullet list.
From "Requirements" heading:
- At least 3 years of success in B2B account management, operations, territory management, facility services, outsourced services, property services, or another relationship‑driven service business
- A demonstrated record of retaining clients, resolving high‑stakes service issues, and growing revenue within existing accounts
- Strong commercial instincts and comfort discussing service performance, pricing, contracts, and growth opportunities with business decision‑makers
- The ability to lead without direct authority by setting expectations, creating accountability, and following through with vendors, contractors, and internal teams
- Excellent organization, judgment, communication, and attention to detail
- A high level of urgency, professionalism, and personal ownership
- Comfort managing multiple priorities while remaining calm and decisive when service issues arise
- Proficiency with Microsoft Office and CRM systems
- A valid driver's license, reliable transportation, and the ability to travel throughout East Knoxville and the Tri‑Cities
- A high school diploma or equivalent; a bachelor's degree is preferred but not required
- Experience in commercial cleaning, facility management, route‑based services, property services, subcontractor management, or multi‑site operations is strongly preferred. However, we care most about your ability to lead clients, solve problems, grow revenue, and own outcomes.
We'll put as
- .
Benefits section: from "Benefits" heading:
- $50,000-$55,000 guaranteed base salary
- Uncapped commission tied to account retention and growth
- Expected first-year total earnings of $85,000-$100,000
- Fuel reimbursement
- Medical/Dental/Vision and supplemental benefits available after introductory period
- PTO
- 401K plan with company match
- Team building activities
We'll list as
- .
Pay section: maybe we already included compensation in About the role. But we could also have a separate Pay section with details. However instruction: "Prefer a few substantive sections over many thin ones." We already have compensation in About the role; we could still have a Pay section but that would be thin. Better to keep compensation in About the role and not create separate Pay section unless needed. However we have Benefits separate; we could combine Pay and Benefits? But they said use headings like Pay, Benefits, etc. We could have Pay section with base salary, commission, target earnings. Benefits section with other benefits. That seems reasonable.
Thus we will have:
- About the role (intro, territory, reports, mission, values)
- Responsibilities (what you will own, how you will win, field expectations)
- Requirements
- Pay (base salary, commission, target earnings)
- Benefits (fuel reimbursement, medical/dental/vision, PTO, 401K, team building)
We should not repeat compensation details in both About and Pay; but we need to preserve all info. If we put compensation details in Pay, we could still mention territory and reports in About. Let's restructure:
About the role: territory, reports, role description, mission, values (no compensation). Then Pay section: base salary, commission, target earnings. Benefits section: other benefits.
Thus we avoid duplication.
Let's craft About the role:
Territory: East Knoxville to the Tri‑Cities. Reports to: Director of Operations.
This is not a typical account‑manager job. We are looking for a driven, commercially minded leader who wants to own results—not merely manage a list of clients. As a Client Operations & Growth Manager, you will take responsibility for a defined portfolio of commercial clients and run it like a business within our business. You will protect and grow recurring revenue, build trusted executive‑level client relationships, solve operational problems quickly, lead service‑provider performance, and uncover new revenue opportunities across each account. Your mission is clear: deliver an exceptional client experience, retain every account possible, grow the revenue in your book of business, and build the leadership skills required to advance into a Director of Operations role. This role is ideal for someone who is energized by accountability. Someone who sees a service failure as their problem to solve. Someone who enjoys being in the field, building relationships, improving teams, winning additional business, and being paid for measurable results. If you want a desk‑only customer‑service role or a position with narrow responsibilities, this is probably not the right opportunity. If you want real ownership, income upside, operational leadership experience, and a clear path to larger responsibility, we want to meet you.
Our values: Genuine. Customer Driven. Responsive. Adaptable. Tenacious. Our mission is to glorify God by creating a Ripple Effect that positively impacts the people and communities we serve.
Now Pay section:
Pay
- $50,000‑$55,000 guaranteed base salary
- for any list of duties/requirements/benefits. Use
for prose. We must not repeat job title as heading. Not include Job ID etc. We must preserve ALL substantive information; do not invent or summarize away detail. Thus we need to capture all details. Let's extract sections: About the role: Could combine the initial description up to "What you will own". Might include mission, values, etc. But we need to avoid duplication. Let's structure:
About the role
Territory: East Knoxville to the Tri-Cities. Reports to: Director of Operations. Compensation: $50,000-$55,000 base salary + uncapped performance commission. Target first-year earnings: $85,000-$100,000.
This is not a typical account‑manager job. We are looking for a driven, commercially minded leader who wants to own results—not merely manage a list of clients. As a Client Operations & Growth Manager, you will take responsibility for a defined portfolio of commercial clients and run it like a business within our business. You will protect and grow recurring revenue, build trusted executive‑level client relationships, solve operational problems quickly, lead service‑provider performance, and uncover new revenue opportunities across each account. Your mission is clear: deliver an exceptional client experience, retain every account possible, grow the revenue in your book of business, and build the leadership skills required to advance into a Director of Operations role. This role is ideal for someone who is energized by accountability. Someone who sees a service failure as their problem to solve. Someone who enjoys being in the field, building relationships, improving teams, winning additional business, and being paid for measurable results. If you want a desk‑only customer‑service role or a position with narrow responsibilities, this is probably not the right opportunity. If you want real ownership, income upside, operational leadership experience, and a clear path to larger responsibility, we want to meet you.
Our values: Genuine. Customer Driven. Responsive. Adaptable. Tenacious. Our mission is to glorify God by creating a Ripple Effect that positively impacts the people and communities we serve.
That seems good. Responsibilities: Could combine "What you will own", "How you will win", "Field expectations". We'll list as bullet points. Let's extract bullet points from "What you will own": - You will be the primary business leader for an assigned portfolio of commercial accounts. Your results will directly influence client retention, revenue growth, service quality, and your earning potential. - Build trusted relationships with client decision‑makers and become their go‑to resource for facility‑service needs. - Own the client experience from onboarding through ongoing service delivery, issue resolution, retention, and account expansion. - Conduct regular site visits and quality‑control inspections to ensure our services meet or exceed client expectations. - Anticipate issues before they become complaints, communicate proactively, and drive problems to resolution. - Lead and hold service partners, Independent Contractors, and Night Managers accountable for quality, responsiveness, staffing, coverage, and compliance. - Coordinate successful launches of new accounts, including staffing, schedules, supplies, access, client expectations, inspections, and follow‑up. - Identify opportunities to expand services within existing accounts, including floor care, carpet cleaning, window cleaning, pressure washing, landscaping, parking‑lot services, and other facility solutions. - Own the sales process for additional services within your portfolio: identify the need, create the solution, coordinate pricing, present the value, close the opportunity, and ensure excellent execution. - Maintain accurate CRM records, inspection results, follow‑up actions, client history, and revenue opportunities. - Operate with the urgency, communication, and judgment expected of a future operational leader. From "How you will win": bullet list of metrics: - Client retention and renewal performance - Client satisfaction and responsiveness - Portfolio revenue growth - Additional‑service and Other Services revenue - Quality‑control results and service stability - Timely resolution of client concerns - Strong contractor and vendor performance - Successful onboarding and stabilization of new accounts - Consistent field activity, follow‑through, and CRM discipline From "Field expectations": - This is a field‑based leadership role. You will regularly visit commercial client facilities throughout East Knoxville and the Tri‑Cities. Most work occurs during normal business hours. However, exceptional client service sometimes requires flexibility for early mornings, evenings, weekends, new‑account launches, urgent service needs, and special projects. We could incorporate that as a paragraph rather than bullet. Thus Responsibilities section:Responsibilities
then- ... each bullet.
We need to ensure we don't lose any detail.
Now Requirements section: extract bullet list.
From "Requirements" heading:
- At least 3 years of success in B2B account management, operations, territory management, facility services, outsourced services, property services, or another relationship‑driven service business
- A demonstrated record of retaining clients, resolving high‑stakes service issues, and growing revenue within existing accounts
- Strong commercial instincts and comfort discussing service performance, pricing, contracts, and growth opportunities with business decision‑makers
- The ability to lead without direct authority by setting expectations, creating accountability, and following through with vendors, contractors, and internal teams
- Excellent organization, judgment, communication, and attention to detail
- A high level of urgency, professionalism, and personal ownership
- Comfort managing multiple priorities while remaining calm and decisive when service issues arise
- Proficiency with Microsoft Office and CRM systems
- A valid driver's license, reliable transportation, and the ability to travel throughout East Knoxville and the Tri‑Cities
- A high school diploma or equivalent; a bachelor's degree is preferred but not required
- Experience in commercial cleaning, facility management, route‑based services, property services, subcontractor management, or multi‑site operations is strongly preferred. However, we care most about your ability to lead clients, solve problems, grow revenue, and own outcomes.
We'll put as
- .
Benefits section: from "Benefits" heading:
- $50,000-$55,000 guaranteed base salary
- Uncapped commission tied to account retention and growth
- Expected first-year total earnings of $85,000-$100,000
- Fuel reimbursement
- Medical/Dental/Vision and supplemental benefits available after introductory period
- PTO
- 401K plan with company match
- Team building activities
We'll list as
- .
Pay section: maybe we already included compensation in About the role. But we could also have a separate Pay section with details. However instruction: "Prefer a few substantive sections over many thin ones." We already have compensation in About the role; we could still have a Pay section but that would be thin. Better to keep compensation in About the role and not create separate Pay section unless needed. However we have Benefits separate; we could combine Pay and Benefits? But they said use headings like Pay, Benefits, etc. We could have Pay section with base salary, commission, target earnings. Benefits section with other benefits. That seems reasonable.
Thus we will have:
- About the role (intro, territory, reports, mission, values)
- Responsibilities (what you will own, how you will win, field expectations)
- Requirements
- Pay (base salary, commission, target earnings)
- Benefits (fuel reimbursement, medical/dental/vision, PTO, 401K, team building)
We should not repeat compensation details in both About and Pay; but we need to preserve all info. If we put compensation details in Pay, we could still mention territory and reports in About. Let's restructure:
About the role: territory, reports, role description, mission, values (no compensation). Then Pay section: base salary, commission, target earnings. Benefits section: other benefits.
Thus we avoid duplication.
Let's craft About the role:
Territory: East Knoxville to the Tri‑Cities. Reports to: Director of Operations.
This is not a typical account‑manager job. We are looking for a driven, commercially minded leader who wants to own results—not merely manage a list of clients. As a Client Operations & Growth Manager, you will take responsibility for a defined portfolio of commercial clients and run it like a business within our business. You will protect and grow recurring revenue, build trusted executive‑level client relationships, solve operational problems quickly, lead service‑provider performance, and uncover new revenue opportunities across each account. Your mission is clear: deliver an exceptional client experience, retain every account possible, grow the revenue in your book of business, and build the leadership skills required to advance into a Director of Operations role. This role is ideal for someone who is energized by accountability. Someone who sees a service failure as their problem to solve. Someone who enjoys being in the field, building relationships, improving teams, winning additional business, and being paid for measurable results. If you want a desk‑only customer‑service role or a position with narrow responsibilities, this is probably not the right opportunity. If you want real ownership, income upside, operational leadership experience, and a clear path to larger responsibility, we want to meet you.
Our values: Genuine. Customer Driven. Responsive. Adaptable. Tenacious. Our mission is to glorify God by creating a Ripple Effect that positively impacts the people and communities we serve.
Now Pay section:Pay
- $50,000‑$55,000 guaranteed base salary
- .
Pay section: maybe we already included compensation in About the role. But we could also have a separate Pay section with details. However instruction: "Prefer a few substantive sections over many thin ones." We already have compensation in About the role; we could still have a Pay section but that would be thin. Better to keep compensation in About the role and not create separate Pay section unless needed. However we have Benefits separate; we could combine Pay and Benefits? But they said use headings like Pay, Benefits, etc. We could have Pay section with base salary, commission, target earnings. Benefits section with other benefits. That seems reasonable.
Thus we will have:
- About the role (intro, territory, reports, mission, values)
- Responsibilities (what you will own, how you will win, field expectations)
- Requirements
- Pay (base salary, commission, target earnings)
- Benefits (fuel reimbursement, medical/dental/vision, PTO, 401K, team building)
We should not repeat compensation details in both About and Pay; but we need to preserve all info. If we put compensation details in Pay, we could still mention territory and reports in About. Let's restructure:
About the role: territory, reports, role description, mission, values (no compensation). Then Pay section: base salary, commission, target earnings. Benefits section: other benefits.
Thus we avoid duplication.
Let's craft About the role:
- .
Benefits section: from "Benefits" heading:
- $50,000-$55,000 guaranteed base salary
- Uncapped commission tied to account retention and growth
- Expected first-year total earnings of $85,000-$100,000
- Fuel reimbursement
- Medical/Dental/Vision and supplemental benefits available after introductory period
- PTO
- 401K plan with company match
- Team building activities
We'll list as
- ... each bullet.
We need to ensure we don't lose any detail.
Now Requirements section: extract bullet list.
From "Requirements" heading:
- At least 3 years of success in B2B account management, operations, territory management, facility services, outsourced services, property services, or another relationship‑driven service business
- A demonstrated record of retaining clients, resolving high‑stakes service issues, and growing revenue within existing accounts
- Strong commercial instincts and comfort discussing service performance, pricing, contracts, and growth opportunities with business decision‑makers
- The ability to lead without direct authority by setting expectations, creating accountability, and following through with vendors, contractors, and internal teams
- Excellent organization, judgment, communication, and attention to detail
- A high level of urgency, professionalism, and personal ownership
- Comfort managing multiple priorities while remaining calm and decisive when service issues arise
- Proficiency with Microsoft Office and CRM systems
- A valid driver's license, reliable transportation, and the ability to travel throughout East Knoxville and the Tri‑Cities
- A high school diploma or equivalent; a bachelor's degree is preferred but not required
- Experience in commercial cleaning, facility management, route‑based services, property services, subcontractor management, or multi‑site operations is strongly preferred. However, we care most about your ability to lead clients, solve problems, grow revenue, and own outcomes.
We'll put as