- Salary
- $110k – $130k/yr
- Location
- Glendale, CA
- Workplace
- Onsite
- Type
- Full-time
- Department
- Sales
- Seniority
- VP
- Education
- Master
- Closing date
- Today
- Source
- ApplyToJob
Description
VICE PRESIDENT OF SALES & OCCUPANCY
Glen Park Senior Living · Southern California (field-based across seven communities: Long Beach, Glendale–Mariposa, Glendale–Boynton, Valley Village, Monrovia, Glendora, Ojai) · Full-time · Executive
COMPENSATION
$110,000–$135,000 base salary, plus a quarterly KPI bonus of up to $5,000 (up to $20,000 per year), a $2,000 one-time bonus for each community that reaches its target census under your leadership (six milestones, $12,000 total), mileage reimbursement at the IRS rate, and a monthly cell phone stipend. Medical, dental, vision, 401(k) and PTO per company plan.
ABOUT GLEN PARK
Glen Park Senior Living is a family-owned operator of seven licensed assisted living and memory care communities in Los Angeles and Ventura Counties, serving seniors for more than 30 years. We are Great Place to Work Certified (2026–2027), run the business on EOS/Traction, and integrate pharmacy, home health and hospice services with our communities. We serve private-pay families alongside residents funded through the Assisted Living Waiver, CalAIM, PACE and Regional Center programs, so our sales leaders know both the family conversation and the referral-partner conversation.
THE ROLE IN ONE SENTENCE
You own portfolio net census growth: +11 net occupied beds per month across seven communities, delivered through a team of Retirement Counselors you hire, train, coach and hold to their numbers.
WHAT YOU WILL OWN
• The number. Each community has a move-in benchmark and a net-growth target (replacement plus growth). You own the total they add up to — +25 move-ins and +11 net occupied beds per month — and you reset the benchmarks quarterly from our Net Move-In Benchmark model.
• The sales team. Recruit, train, coach and develop every Retirement Counselor. Run the new-counselor ramp so every new hire produces a first move-in within 45 days. Deliver ride-alongs and tour shadowing yourself, and leave a documented coaching outcome behind every field day.
• Growth strategy. Design and run one named Growth Initiative every month — a new referral channel, a conversion fix, a pricing or incentive test, an event program — and present the results in numbers at the monthly Growth Initiative Review.
• Speed to lead and conversion. Enforce a portfolio standard of 90%+ of inquiries contacted within 15 minutes, with after-hours inquiries contacted by 9:00 a.m. the next business day. Review inquiry → tour → move-in conversion against sector benchmarks, per community, every month.
• Referral partners. Build executive-level relationships with hospitals, skilled nursing facilities, discharge planners and regional centers (8 executive-level partner visits per month), and co-own the resident out-and-back program so residents who transfer out are tracked, visited and brought home.
• The operating rhythm. Run short weekly check-ins plus two strategic sales meetings per week; administer the Weekly Scorecard system across every sales seat; work off-track measurables to root cause (IDS); and deliver a numbers-first Monday Report to the President.
• Marketing and pricing inputs. Supervise the Marketing Campaign Manager (campaign calendar, marketing ROI by lead source), and own the Rate Playbook and Monthly Specials recommendations.
• Compliance and integrity. Ensure every admission practice complies with Title 22, company policy and ethical sales standards. Own CRM data integrity across the organization (HubSpot, Nextiva).
HOW YOU ARE MEASURED
Your weekly scorecard has nine measurables, reviewed every Monday: portfolio net census change (+2.5 beds/week), portfolio move-ins (6/week), communities at or above pace (4 of 6), speed to lead (≥90% within 15 minutes), scorecards from every sales seat submitted (100%), field coaching days with a documented outcome (3/week), strategic sales meetings led (2/week), new counselors in ramp coached (100%), and the Monday Report delivered (1). Your quarterly KPI bonus is scored on Net Census Growth (40%, gatekeeper), Move-In Volume & Pace (20%), Conversion & Speed to Lead (15%), Team Performance & Development (15%), and Strategy & Reporting Discipline (10%).
REPORTING LINES
Reports to the President. Directly supervises all Retirement Counselors and community sales personnel and the Marketing Campaign Manager; for sales and census performance, every Executive Director, Associate/Assistant Executive Director and Assistant Administrator answers to you with the same promptness as to the President.
WHAT YOU BRING
• 7+ years of senior living sales experience and 5+ years of multi-site sales leadership (assisted living, memory care or CCRC)
• A documented record of raising occupancy — bring the numbers to the interview
• Experience building and coaching high-performing sales teams; you have personally closed move-ins and can still run a tour
• CRM fluency (HubSpot preferred); comfort running a weekly scorecard and reading a conversion funnel
• Working knowledge of California RCFE regulations (Title 22) and of Medi-Cal-funded pathways (ALW, CalAIM, PACE, Regional Center) is a strong plus
• Bachelor's degree in Business, Marketing, Healthcare Administration or related field; Master's preferred
• Valid California driver's license, reliable transportation and the ability to travel throughout Southern California most days — this is a field-based role and is not eligible for remote work
• Current First Aid/CPR certification or ability to obtain on hire; must clear a DOJ/FBI background check and health screening per Community Care Licensing requirements
WHY THIS SEAT, NOW
Two communities — Ojai and Glendora — are in a census sprint and will get the majority of your field time until they hit target. A Marketing Campaign Manager joined November 2 and reports to you. The scorecard system, performance agreements and bonus structures for the whole sales organization were signed in October 2026 — you inherit a defined operating system and a team with clear numbers, and your job is to make them grow.
TO APPLY
Send a résumé and a one-page summary of the occupancy results you have personally delivered (community, starting census, ending census, time frame) to [email protected] with the subject "VP Sales & Occupancy." We review applications daily and will schedule first interviews within one week.
Glen Park Senior Living is an equal opportunity employer. We consider qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or any other protected characteristic, and we will consider qualified applicants with criminal histories in a manner consistent with the Los Angeles County and California Fair Chance Acts.
Glen Park Senior Living · Southern California (field-based across seven communities: Long Beach, Glendale–Mariposa, Glendale–Boynton, Valley Village, Monrovia, Glendora, Ojai) · Full-time · Executive
COMPENSATION
$110,000–$135,000 base salary, plus a quarterly KPI bonus of up to $5,000 (up to $20,000 per year), a $2,000 one-time bonus for each community that reaches its target census under your leadership (six milestones, $12,000 total), mileage reimbursement at the IRS rate, and a monthly cell phone stipend. Medical, dental, vision, 401(k) and PTO per company plan.
ABOUT GLEN PARK
Glen Park Senior Living is a family-owned operator of seven licensed assisted living and memory care communities in Los Angeles and Ventura Counties, serving seniors for more than 30 years. We are Great Place to Work Certified (2026–2027), run the business on EOS/Traction, and integrate pharmacy, home health and hospice services with our communities. We serve private-pay families alongside residents funded through the Assisted Living Waiver, CalAIM, PACE and Regional Center programs, so our sales leaders know both the family conversation and the referral-partner conversation.
THE ROLE IN ONE SENTENCE
You own portfolio net census growth: +11 net occupied beds per month across seven communities, delivered through a team of Retirement Counselors you hire, train, coach and hold to their numbers.
WHAT YOU WILL OWN
• The number. Each community has a move-in benchmark and a net-growth target (replacement plus growth). You own the total they add up to — +25 move-ins and +11 net occupied beds per month — and you reset the benchmarks quarterly from our Net Move-In Benchmark model.
• The sales team. Recruit, train, coach and develop every Retirement Counselor. Run the new-counselor ramp so every new hire produces a first move-in within 45 days. Deliver ride-alongs and tour shadowing yourself, and leave a documented coaching outcome behind every field day.
• Growth strategy. Design and run one named Growth Initiative every month — a new referral channel, a conversion fix, a pricing or incentive test, an event program — and present the results in numbers at the monthly Growth Initiative Review.
• Speed to lead and conversion. Enforce a portfolio standard of 90%+ of inquiries contacted within 15 minutes, with after-hours inquiries contacted by 9:00 a.m. the next business day. Review inquiry → tour → move-in conversion against sector benchmarks, per community, every month.
• Referral partners. Build executive-level relationships with hospitals, skilled nursing facilities, discharge planners and regional centers (8 executive-level partner visits per month), and co-own the resident out-and-back program so residents who transfer out are tracked, visited and brought home.
• The operating rhythm. Run short weekly check-ins plus two strategic sales meetings per week; administer the Weekly Scorecard system across every sales seat; work off-track measurables to root cause (IDS); and deliver a numbers-first Monday Report to the President.
• Marketing and pricing inputs. Supervise the Marketing Campaign Manager (campaign calendar, marketing ROI by lead source), and own the Rate Playbook and Monthly Specials recommendations.
• Compliance and integrity. Ensure every admission practice complies with Title 22, company policy and ethical sales standards. Own CRM data integrity across the organization (HubSpot, Nextiva).
HOW YOU ARE MEASURED
Your weekly scorecard has nine measurables, reviewed every Monday: portfolio net census change (+2.5 beds/week), portfolio move-ins (6/week), communities at or above pace (4 of 6), speed to lead (≥90% within 15 minutes), scorecards from every sales seat submitted (100%), field coaching days with a documented outcome (3/week), strategic sales meetings led (2/week), new counselors in ramp coached (100%), and the Monday Report delivered (1). Your quarterly KPI bonus is scored on Net Census Growth (40%, gatekeeper), Move-In Volume & Pace (20%), Conversion & Speed to Lead (15%), Team Performance & Development (15%), and Strategy & Reporting Discipline (10%).
REPORTING LINES
Reports to the President. Directly supervises all Retirement Counselors and community sales personnel and the Marketing Campaign Manager; for sales and census performance, every Executive Director, Associate/Assistant Executive Director and Assistant Administrator answers to you with the same promptness as to the President.
WHAT YOU BRING
• 7+ years of senior living sales experience and 5+ years of multi-site sales leadership (assisted living, memory care or CCRC)
• A documented record of raising occupancy — bring the numbers to the interview
• Experience building and coaching high-performing sales teams; you have personally closed move-ins and can still run a tour
• CRM fluency (HubSpot preferred); comfort running a weekly scorecard and reading a conversion funnel
• Working knowledge of California RCFE regulations (Title 22) and of Medi-Cal-funded pathways (ALW, CalAIM, PACE, Regional Center) is a strong plus
• Bachelor's degree in Business, Marketing, Healthcare Administration or related field; Master's preferred
• Valid California driver's license, reliable transportation and the ability to travel throughout Southern California most days — this is a field-based role and is not eligible for remote work
• Current First Aid/CPR certification or ability to obtain on hire; must clear a DOJ/FBI background check and health screening per Community Care Licensing requirements
WHY THIS SEAT, NOW
Two communities — Ojai and Glendora — are in a census sprint and will get the majority of your field time until they hit target. A Marketing Campaign Manager joined November 2 and reports to you. The scorecard system, performance agreements and bonus structures for the whole sales organization were signed in October 2026 — you inherit a defined operating system and a team with clear numbers, and your job is to make them grow.
TO APPLY
Send a résumé and a one-page summary of the occupancy results you have personally delivered (community, starting census, ending census, time frame) to [email protected] with the subject "VP Sales & Occupancy." We review applications daily and will schedule first interviews within one week.
Glen Park Senior Living is an equal opportunity employer. We consider qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or any other protected characteristic, and we will consider qualified applicants with criminal histories in a manner consistent with the Los Angeles County and California Fair Chance Acts.
Skills
HubSpotCPRCompliance