About the Team:

At Honor, we are redefining what homecare can be — blending world-class operations, innovative technology, and compassionate service to transform the industry.

Within Honor, the Owned & Operated (O&O) team is at the forefront of this transformation.

The O&O business is a critical part of Honor’s future growth strategy, serving as a testing ground for innovation, operational excellence, and experimentation that elevates care quality and outcomes across the entire Home Instead network.

About the Role:

As Territory Manager and Agency Administrator you will own the growth, day-to-day operations, and P&L performance of your territory within Honor’s Owned & Operated business. You will be the operational and cultural leader for your market — accountable for delivering consistent service, developing frontline talent, and driving sustainable revenue and hours growth. This is a hands-on, high-ownership leadership role for a results-driven operator who thrives in fast-paced environments and excels at building, coaching, and motivating teams.

Beyond owning your local territory, you will help shape scalable operating playbooks, test market-led initiatives, and share insights with cross-functional partners to influence how Honor and Home Instead deliver care across O&O markets. 

Your work will make a tangible difference in the lives of older adults and their families—and will help shape the next generation of care delivery across the Home Instead network.

The ability to run and scale a market is one of the most valuable capabilities within Honor. Leaders who excel in this role are well-positioned to continue to expand the scope of their role within their territory, broader O&O leadership opportunities, and over time, select opportunities across corporate functions or emerging business initiatives.

This role will be a mix of working from home and out in the field in these areas: Punta Gorda, Fort Myers, Bonita Springs, and Naples. Compensation for this role is Base Salary and uncapped commission for expected annual on track earnings of $160,000.

As Territory Manager and Agency Administrator at Honor, you will: 

• Business Growth and P&L:
  • Support the P&L for the assigned O&O territory, contributing to revenue growth and operational excellence.
  • Implement initiatives that contribute to organic YoY growth within the territory.
  • Collaborate with management and cross-functional teams to support strategies to increase referral lead generation, improve sales conversion, and engage clients more effectively.
• Operational Excellence:
  • Implement operational playbooks that drive consistency and efficiency within the territory.
  • Execute standardized processes and resource allocation frameworks.
  • Support efforts to standardize reporting and data accuracy within the territory.
• Market Development
  • Strengthen Honor’s presence in the local market through community engagement and partnerships.
  • Identify and unlock new opportunities for growth within the territory.
  • Translate local market insights into actionable strategies.
• Team Leadership:
  • Support and contribute to the development of teams aligned with Honor’s mission.
  • Execute goals and expectations set by management within the territory.
  • Support collaboration within the territory.
• Administrator Leadership:
  • Ensure agency policies and procedures and industry standards and regulations are followed including AHCA audit preparation and management.
  • With support from internal cross functional teams,  ensure the completion, maintenance and submission of reports and records as required by the AHCA.
  • Supervise work activities of designated employees, either by delegation or direct supervision.
  • Appear at the licensed office for all AHCA surveys and accurately represent organization's practices, policies, and operations to state auditors (prior experience with audits not required). 

Key Results:

• Growth: Deliver X% growth in hours and revenue in the assigned territory.
• Playbook: Implement metric-driven operating playbooks across sales, recruiting, and care delivery that improve consistency, efficiency, and performance within the assigned territory.
• Team: Support the local leadership bench and frontline team by contributing to hiring the right talent, maintaining performance expectations, and supporting a culture of accountability.

We’re looking for you to bring: 

• 7+ years of operational or field leadership experience, including contributing to P&L management and directly leading frontline or quota-carrying teams.
• Demonstrated success driving territory or multi-site performance, contributing to year-over-year revenue growth through improved client retention, increased referral lead generation, and higher sales conversion.
• Experience operating in a growth-stage or rapidly evolving environment, where you embrace  ambiguity, take initiative to test and refine new approaches, implement change, and drive continuous improvement in-market.
• Strong analytical and problem-solving skills, with the ability to interpret dashboards, diagnose performance issues, and translate insights into actionable plans; proficiency with Excel and/or BI tools.
• Structured, effective communication to drive partnership and influence with frontline teams and cross-functional stakeholders. 
• Experience leading frontline teams through coaching, accountability, and hands-on support—driving high performance through clarity, consistency, and modeling the work

As part of the Administrator Leadership component of this role:

• Must be a licensed physician, physician assistant, or registered nurse licensed to practice in this state or an individual having at least 1 year of supervisory or administrative experience in home health care, hospital, ambulatory surgical center, nursing home or assisted living facility.
• Transportation: Reliable transportation. Valid and current auto liability insurance. 
• Must agree to and pass, or provide proof of passing a level 2 background check with fingerprinting.
• Education: The Administrator will have completed two (2) years of full-time study at an accredited college or university. An individual with a high school diploma or general equivalency diploma (GED) may substitute one year full-time employment in a supervisory capacity for each required year of college.
• Certification or desire to receive certification from qualifying dementia certification programs.

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• Fly High & Dive Deep: Leaders operate at all levels. They know when to stay connected to the details to enable execution and when to stay high level and empower others. Leaders audit when data and anecdotes differ.
• Find Those Better Than Themselves:  Leaders seek out those that are better than themselves, listen to them, actively engage them in meaningful work and develop them.  They recognize exceptional talent and willingly move them through the organization.

#LI-AN1

About the Team:

At Honor, we are redefining what homecare can be — blending world-class operations, innovative technology, and compassionate service to transform the industry.

Within Honor, the Owned & Operated (O&O) team is at the forefront of this transformation.

The O&O business is a critical part of Honor’s future growth strategy, serving as a testing ground for innovation, operational excellence, and experimentation that elevates care quality and outcomes across the entire Home Instead network.

About the Role:

As Territory Manager you will own the growth, day-to-day operations, and P&L performance of your territory within Honor’s Owned & Operated business.

You will be the operational and cultural leader for your market — accountable for delivering consistent service, developing frontline talent, and driving sustainable revenue and hours growth. This is a hands-on, high-ownership leadership role for a results-driven operator who thrives in fast-paced environments and excels at building, coaching, and motivating teams.

Beyond owning your local territory, you will help shape scalable operating playbooks, test market-led initiatives, and share insights with cross-functional partners to influence how Honor and Home Instead deliver care across O&O markets. 

Your work will make a tangible difference in the lives of older adults and their families—and will help shape the next generation of care delivery across the Home Instead network.

The ability to run and scale a market is one of the most valuable capabilities within Honor. Leaders who excel in this role are well-positioned to continue to expand the scope of their role within their territory, broader O&O leadership opportunities, and over time, select opportunities across corporate functions or emerging business initiatives.

This role will be a mix of working from home and out in the field in these areas: San Mateo/Santa Clara/Santa Cruz. Compensation for this role is Base Salary and uncapped commission for expected annual on track earnings of $200,000.

As Territory Manager at Honor, you will: 

• Business Growth and P&L:
  • Support the P&L for the assigned O&O territory, contributing to revenue growth and operational excellence.
  • Implement initiatives that contribute to organic YoY growth within the territory.
  • Collaborate with management and cross-functional teams to support strategies to increase referral lead generation, improve sales conversion, and engage clients more effectively.
• Operational Excellence:
  • Implement operational playbooks that drive consistency and efficiency within the territory.
  • Execute standardized processes and resource allocation frameworks.
  • Support efforts to standardize reporting and data accuracy within the territory.
• Market Development
  • Strengthen Honor’s presence in the local market through community engagement and partnerships.
  • Identify and unlock new opportunities for growth within the territory.
  • Translate local market insights into actionable strategies.
• Team Leadership:
  • Support and contribute to the development of teams aligned with Honor’s mission.
  • Execute goals and expectations set by management within the territory.
  • Support collaboration within the territory.

Key Results:

• Growth: Deliver X% growth in hours and revenue in the assigned territory.
• Playbook: Implement metric-driven operating playbooks across sales, recruiting, and care delivery that improve consistency, efficiency, and performance within the assigned territory.
• Team: Support the local leadership bench and frontline team by contributing to hiring the right talent, maintaining performance expectations, and supporting a culture of accountability.

We’re looking for you to bring: 

• 7+ years of operational or field leadership experience, including contributing to P&L management and directly leading frontline or quota-carrying teams.
• Demonstrated success driving territory or multi-site performance, contributing to year-over-year revenue growth through improved client retention, increased referral lead generation, and higher sales conversion.
• Experience operating in a growth-stage or rapidly evolving environment, where you embrace  ambiguity, take initiative to test and refine new approaches, implement change, and drive continuous improvement in-market.
• Strong analytical and problem-solving skills, with the ability to interpret dashboards, diagnose performance issues, and translate insights into actionable plans; proficiency with Excel and/or BI tools.
• Structured, effective communication to drive partnership and influence with frontline teams and cross-functional stakeholders. 
• Experience leading frontline teams through coaching, accountability, and hands-on support—driving high performance through clarity, consistency, and modeling the work.
• Nice to Haves:
• Experience in people-scaled or service-based operations, where success depends on frontline performance, staffing stability, and consistent service delivery.
• Experience developing local community partnerships or referral-driven relationships in healthcare, senior services, or other people-based service environments.
• Experience in high-volume staffing, workforce management, or supply-demand balancing (e.g., home care, healthcare staffing, hospitality, retail, or service operations).

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• Fly High & Dive Deep: Leaders operate at all levels. They know when to stay connected to the details to enable execution and when to stay high level and empower others. Leaders audit when data and anecdotes differ.
• Find Those Better Than Themselves:  Leaders seek out those that are better than themselves, listen to them, actively engage them in meaningful work and develop them.  They recognize exceptional talent and willingly move them through the organization.

#LI-AN1

About the Role: 

The Client Care Advisor plays a critical role in helping families navigate one of the most important decisions they’ll make: choosing the right care for a loved one. This role combines consultative sales, care coordination, and ongoing relationship management to guide families from initial inquiry through service start and beyond.

You will lead high-quality consultations to understand each client’s needs, urgency, and readiness, and translate that into clear, appropriate care plans. You are accountable for moving families from inquiry to start, while ensuring a smooth onboarding experience and strong ongoing engagement.

Beyond the initial decision, you will stay closely connected to clients and families, conducting reassessments, ensuring service quality, and adapting care as needs evolve. You will partner with scheduling and operations teams to ensure reliable execution, while maintaining high standards for documentation and compliance.

Success in this role is measured by consult-to-start conversion, client satisfaction, and long-term retention. High performers combine empathy and strong judgment with a results orientation — building trust quickly, creating appropriate urgency, and helping families take action with confidence.

This role includes significant time in the field, including in-person consultations, service starts, and quality visits. It also requires navigating sensitive family dynamics, urgent needs, and occasional after-hours situations

This role requires ~75% travel in the field across the Santa Rosa and Sonoma County area, with reliable transportation and flexibility for occasional evenings/weekends. This role offers annual on-target earnings of $80,000–$95,000, with 20% tied to uncapped monthly commission.

About the Team:

Honor’s Owned & Operated (O&O) team runs company-owned Home Instead markets, serving clients directly while also helping shape how care is delivered across the broader network. O&O is where new ideas are tested, processes are refined, and best practices are developed before being shared more widely. Working in O&O means being close to both clients and execution, with the opportunity to influence how operations, consultations, and service quality evolve at scale. It’s a fast-moving environment that blends hands-on impact with the chance to help define the future of home care with Honor.

As a Client Care Advisor at Honor, you will:

• Own consult-to-start conversion by conducting high-quality consultations and proactively guiding families to timely decisions
• Lead successful service starts by aligning expectations, coordinating care setup, and mitigating onboarding risks
• Drive retention and growth through ongoing client engagement, reassessments, and care plan adjustments
• Serve as a trusted advisor to families, helping them navigate complex care decisions with clarity and confidence
• Partner cross-functionally with scheduling, operations, and Care Pros to ensure consistent, high-quality service delivery
• Use data and systems to manage your portfolio, track performance, and maintain accurate documentation
• Contribute to referral relationship growth and local market reputation as needed
  
  

We’re looking for you to bring: 

• 1+ year of experience in a consultative, client-facing role (e.g., healthcare, senior care, social work, care coordination, or similar)
• Demonstrated ability to guide clients through decisions and drive measurable outcomes (e.g., conversion, retention, service adoption)
• Strong relationship management skills, with experience supporting clients and familes over time and adapting to evolving needs
• Experience owning measurable client outcomes. Examples include consult-to-start conversion, client retention, service adoption, or other performance metrics.
• Experience leading structured conversations (discovery, needs assessment, recommendations, next steps)
• Ability to partner cross-functionally to deliver services effectively and resolve execution challenges
• Comfort working within structured systems and tools (e.g., CRM, documentation standards, defined consult frameworks, Microsoft Office, Salesforce or similar)
• Operational discipline, including managing follow-up, tracking performance, and maintaining accurate records
• Ability to spend ~75% of time in the field, with reliable transportation and flexibility for occasional evenings/weekends.
• Experience working with older adults and families or a background in Healthcare Administration, Social Work, Gerontology, or a related field is preferred

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent.

 While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Relentlessly Focus on Clients: Client Care Advisors start with the client and work backward. They prioritize decisions that improve the client experience, ensure clarity during consultations, and protect service quality over time. Every recommendation, follow-up, and reassessment is grounded in what will best serve the client and their family.
• Always Push: Client Care Advisors set a high bar for consult quality, conversion, and retention. They do not settle for incomplete discovery, passive follow-up, or preventable churn. They continuously raise their own standard of performance and look for ways to improve outcomes.
• Build Trust: CCAs earn credibility quickly with families navigating sensitive and emotional decisions. They communicate clearly, follow through on commitments, and handle complex situations with integrity and respect. Trust is the foundation of conversion, retention, and long-term partnership.
• GSD (Get Stuff Done): CCAs make measurable progress. They move families from inquiry to start, resolve issues quickly, and ensure execution aligns with what was promised. They are action-oriented and accountable for results, not just effort.

#LI-AN1

About the Team:

At Honor, we are redefining what homecare can be — blending world-class operations, innovative technology, and compassionate service to transform the industry.

Within Honor, the Owned & Operated (O&O) team is at the forefront of this transformation.

The O&O business is a critical part of Honor’s future growth strategy, serving as a testing ground for innovation, operational excellence, and experimentation that elevates care quality and outcomes across the entire Home Instead network.

About the Role:

As Territory Manager, you will act as the market leader for your territory—owning growth, day-to-day operations, and overall P&L performance within Honor’s Owned & Operated business. Serving  as a steward of the brand, you will further strengthen performance, deepen community presence, and unlock the next phase of growth.

This is a highly hands-on role that combines business development, market execution, and responsibility for the success of your team.  You will lead from the front—personally building referral relationships, driving territory growth, and owning the operation —while laying the foundation to scale the market over time. 

You will step into a lean market environment where you are expected to take ownership of outcomes, working alongside and influencing partners and cross-functional stakeholders while setting a high bar for performance, accountability, and client experience. As the market grows, you will play a key role in building and developing the local team.

Beyond your market, you will help refine operating approaches, test new initiatives, and share insights that shape playbooks across O&O markets. 

This role will be a hybrid of working from home and out in the field in these areas: Santa Rosa, California covering the whole of Sonoma County. You should expect 75+% of your time will be in the field actively developing the market and driving new business. Compensation for this role is Base Salary and uncapped commission for  expected annual OTE of $150,000.

As Territory Manager at Honor, you will: 

• Business Growth and P&L:
•  Own your P&L for the assigned territory, contributing to revenue growth and operational excellence.
• Personally drive growth through  field-based sales activity, local relationship building, and referral development.
• Own the full sales cycle from lead generation through conversion.
• Build and sustain a strong local referral network across healthcare providers and community partners.
• Partner cross-functionally to improve referral generation, sales conversion, and overall client engagement. 
• Translate market insights into actionable strategies.
• Operational Excellence:
• Implement operational playbooks that drive consistency and efficiency within the territory.
• Support efforts to standardize reporting and data accuracy within the territory.
• Lead day-to-day operations across client service, scheduling, and care delivery.
• Implement and refine operating rhythms that drive consistency, efficiency, and high-quality care.
• Use data to diagnose performance gaps and take action to improve outcomes.
• Market Leadership & Team Building:
• Lead by example in the market,  modeling strong performance, ownership, and accountability
• Execute territory goals and priorities in partnership with leadership and cross-functional stakeholders.  
• Manage and develop the territory team and foster a culture of growth and accountability.

Key Results:

• Deliver consistent growth in hours and revenue aligned with territory goals.
• Grow a sustainable, self-generated referral pipeline.
• Improve sales conversion, client retention, and overall market performance.
• Elevate team performance by modeling high standards, directly managing local staff, and driving accountability.
• Implement and refine playbooks that improve consistency and scalability.

We’re looking for you to bring: 

• 7+ years of experience in field sales, operations, or general management roles, including experience growing a territory or market  and  directly leading frontline or quota-carrying teams.
• Proven success in in-person sales and relationship-driven environments, including prospecting, referral generation, and closing.
• Demonstrated success driving territory or multi-site performance, contributing to year-over-year revenue growth through improved client retention, increased referral lead generation, and higher sales conversion.
• Experience operating as a player/coach, leading by example while developing others
• Experience operating in a growth-stage or rapidly evolving environment, where you embrace  ambiguity, take initiative to test and refine new approaches, implement change, and drive continuous improvement in-market.
• Strong analytical and problem-solving skills, with the ability to interpret dashboards, diagnose performance issues, and translate insights into actionable plans; proficiency with Excel and/or BI tools.
• Structured, effective communication to drive partnership and influence with frontline teams and cross-functional stakeholders. 

Nice to Haves:

• Experience in people-scaled or service-based operations, where success depends on frontline performance, staffing stability, and consistent service delivery.
• Experience developing local community partnerships or referral-driven relationships in healthcare, senior services, or other people-based service environments.
• Experience in high-volume staffing, workforce management, or supply-demand balancing (e.g., home care, healthcare staffing, hospitality, retail, or service operations).

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• Fly High & Dive Deep: Leaders operate at all levels. They know when to stay connected to the details to enable execution and when to stay high level and empower others. Leaders audit when data and anecdotes differ.
• Find Those Better Than Themselves:  Leaders seek out those that are better than themselves, listen to them, actively engage them in meaningful work and develop them.  They recognize exceptional talent and willingly move them through the organization.

#LI-AN1

About the Role:

As a Business Development Advisor for Honor in our Northern California market, you are the single-threaded owner of referral demand generation within your territory. This is an individual contributor (IC) role with full ownership of a defined referral portfolio.

You build and grow durable, trust-based partnerships with healthcare and community referral sources that drive consistent, repeat client volume over time. Acting as a consultative partner, you help referrers understand Home Instead’s value proposition, align it to their mission, and simplify the process of referring clients.

Success requires the ability to mobilize referral partners, create urgency, and sustain momentum across complex healthcare environments.

While primarily accountable for referral demand generation, this role extends beyond traditional referral sales. Supporting in-home consultations, care starts, and occasional after-hours needs is an intentional part of strengthening referral relationships and building credibility with partners and families. Success requires flexibility, sound judgment, and resilience.

You’ll be part of a mission-driven team in a high-demand sector, with unlimited earning potential through uncapped commissions in a meritocratic culture that rewards performance.

This role requires ~75% travel in the field across our market that extends from San Mateo to Santa Clara over to Santa Cruz. Compensation includes base salary plus uncapped commission, with an expected OTE of $110,000.

Role Responsibilities:

• Core Referral Ownership & Execution
• Own and grow a portfolio of referral relationships, including hospitals, skilled nursing facilities, rehab centers, senior living communities and other community partners. 
• Execute all stages of the consultative sales process, including prospecting, cold calls, follow-ups, and developing tailored solutions based on client and referral needs.
• Actively mobilize referral partners by aligning Home Instead services to their patient/client needs, organizational goals, and care gaps.
• Create urgency and momentum by identifying referral opportunities, asking directly for referrals and removing friction in the referral process.
• Maintain disciplined CRM hygiene by tracking  activity, outcomes and next steps. Use CRM data to diagnose performance gaps and refine outreach strategy
• Field-Based, Relationship-Driven Selling
• Spend ~75% of your time in the community executing purposeful, repeatable field outreach.
• Influence and align multiple stakeholders within partner organizations to move from interest to action to consistent referral behavior.
• Build credibility and trust through consistent presence, consultative conversations, and value-based engagement.
• Long-Term Relationship Management
• Maintain the long-term  engagement, and productivity of referral relationships.
• Proactively re-energize stalled relationships to maintain forward momentum over long sales cycles.
• Continuously reinforce Home Instead’s value proposition through outcomes, responsiveness, and reliability.

Key Results:

• Referral Demand Growth
• Sustained growth in qualified referral inquiries from priority referral partners
• Increased referral share from the highest-impact accounts within the territory
• Successful reactivation of dormant or underperforming referral relationships
• Referral Quality & Conversion
• Referrals that consistently convert to scheduled care consultations and Starts of Care
• Effective partnership with intake and care teams to reduce referral friction and drop-off
• Execution Discipline & Reliability
• Consistent follow-through on commitments made to referral partners
• Demonstrated reliability, responsiveness, and loop closure across the portfolio
• Accurate and timely documentation of referral activity and insights in Salesforce
• Territory Judgment & Focus
• Clear evidence of prioritization, with time and effort concentrated on relationships that compound value
• Measurable impact driven by focus and tradeoff-making, not equal coverage

We’re looking for you to bring: 

• Experience in outside, field-based sales, specifically selling a service  
• Experience in a quota-carrying role
• Experience in home care, healthcare, or a senior-related industry
• Strong verbal and written communication skills
• Demonstrated ability to use data to evaluate personal performance, identify gaps, and adapt outreach strategy to drive results. 
• Comfort spending most time in the community and driving action-oriented conversations
• Comfort using required systems and tools (Salesforce, calendars, documents, Slack, etc.)
• Experience working in or knowledge of the Northern California market
• Nice to Have
  • B2B experience developing referral relationships in healthcare or home care
  • B2C experience conducting in-home or consultative sales conversations
  • Existing network in home care, hospice, senior living, or social work

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• GSD: Leaders make tangible progress, delivering quality and timely results.  When looking at their accomplishments over the course of a month, it's staggering what they have accomplished and how much they have moved the organization forward.
• Build Trust: Leaders are forthright and ethical.  They openly seek the truth and the best path forward, communicating openly, honestly and respectfully. They willingly receive and give feedback. Leaders are not dogmatic - they welcome different perspectives, experiences and identities.

#LI-AN1

About the Role:

As a Business Development Advisor for Honor in the Omaha, Nebraska market, you are the single-threaded owner of referral demand generation within your territory. This is an individual contributor (IC) role with full ownership of a defined referral portfolio.

You build and grow durable, trust-based partnerships with healthcare and community referral sources that drive consistent, repeat client volume over time. Acting as a consultative partner, you help referrers understand Home Instead’s value proposition, align it to their mission, and simplify the process of referring clients.

Success requires the ability to mobilize referral partners, create urgency, and sustain momentum across complex healthcare environments.

While primarily accountable for referral demand generation, this role extends beyond traditional referral sales. Supporting in-home consultations, care starts, and occasional after-hours needs is an intentional part of strengthening referral relationships and building credibility with partners and families. Success requires flexibility, sound judgment, and resilience.

You’ll be part of a mission-driven team in a high-demand sector, with unlimited earning potential through uncapped commissions in a meritocratic culture that rewards performance.

This role requires ~75% travel within the Greater Omaha Metropolitan Area. Compensation includes base salary plus uncapped commission, with an expected OTE of $110,000.

Role Responsibilities:

• Core Referral Ownership & Execution
• Own and grow a portfolio of referral relationships, including hospitals, skilled nursing facilities, rehab centers, senior living communities and other community partners. 
• Execute all stages of the consultative sales process, including prospecting, cold calls, follow-ups, and developing tailored solutions based on client and referral needs.
• Actively mobilize referral partners by aligning Home Instead services to their patient/client needs, organizational goals, and care gaps.
• Create urgency and momentum by identifying referral opportunities, asking directly for referrals and removing friction in the referral process.
• Maintain disciplined CRM hygiene by tracking  activity, outcomes and next steps. Use CRM data to diagnose performance gaps and refine outreach strategy
• Field-Based, Relationship-Driven Selling
• Spend ~75% of your time in the community executing purposeful, repeatable field outreach.
• Influence and align multiple stakeholders within partner organizations to move from interest to action to consistent referral behavior.
• Build credibility and trust through consistent presence, consultative conversations, and value-based engagement.
• Long-Term Relationship Management
• Maintain the long-term  engagement, and productivity of referral relationships.
• Proactively re-energize stalled relationships to maintain forward momentum over long sales cycles.
• Continuously reinforce Home Instead’s value proposition through outcomes, responsiveness, and reliability.

Key Results:

• Referral Demand Growth
  • Sustained growth in qualified referral inquiries from priority referral partners
  • Increased referral share from the highest-impact accounts within the territory
  • Successful reactivation of dormant or underperforming referral relationships
• Referral Quality & Conversion
  • Referrals that consistently convert to scheduled care consultations and Starts of Care
  • Effective partnership with intake and care teams to reduce referral friction and drop-off
• Execution Discipline & Reliability
  • Consistent follow-through on commitments made to referral partners
  • Demonstrated reliability, responsiveness, and loop closure across the portfolio
  • Accurate and timely documentation of referral activity and insights in Salesforce
• Territory Judgment & Focus
  • Clear evidence of prioritization, with time and effort concentrated on relationships that compound value
  • Measurable impact driven by focus and tradeoff-making, not equal coverage

We’re looking for you to bring: 

• Experience in outside, field-based sales, specifically selling a service  
• Experience in a quota-carrying role
• Experience in home care, healthcare, or a senior-related industry
• Strong verbal and written communication skills
• Demonstrated ability to use data to evaluate personal performance, identify gaps, and adapt outreach strategy to drive results. 
• Comfort spending most time in the community and driving action-oriented conversations
• Comfort using required systems and tools (Salesforce, calendars, documents, Slack, etc.)
• Experience working in or knowledge of the Omaha market
• Nice to Have
  • B2B experience developing referral relationships in healthcare or home care
  • B2C experience conducting in-home or consultative sales conversations
  • Existing network in home care, hospice, senior living, or social work

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• GSD: Leaders make tangible progress, delivering quality and timely results.  When looking at their accomplishments over the course of a month, it's staggering what they have accomplished and how much they have moved the organization forward.
• Build Trust: Leaders are forthright and ethical.  They openly seek the truth and the best path forward, communicating openly, honestly and respectfully. They willingly receive and give feedback. Leaders are not dogmatic - they welcome different perspectives, experiences and identities.

#LI-AN1

About us:

Honor Technology’s mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor’s growing portfolio includes its consumer care brand, Home Instead, Inc., the world’s leading provider of in-home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals. 

About the Team:

At Honor, we are redefining what homecare can be — blending world-class operations, innovative technology, and compassionate service to transform the industry.

Within Honor, the Owned & Operated (O&O) team is at the forefront of this transformation.

The O&O business is a critical part of Honor’s future growth strategy, serving as a testing ground for innovation, operational excellence, and experimentation that elevates care quality and outcomes across the entire Home Instead network.

About the Role:

As Territory Manager, you will act as the market  leader for your territory—owning growth, day-to-day operations, and overall P&L performance within Honor’s Owned & Operated business.

This role builds on an existing foundation in the market, with the opportunity to further strengthen performance, deepen community presence, and unlock the next phase of growth.

This is a highly hands-on, player/coach role that begins as an individual contributor with full ownership of the market. You will lead from the front—personally driving field sales, building local referral relationships, and owning operational execution—while laying the foundation to hire, coach, and scale a high-performing team over time.

You will step into a lean market environment where you are expected to take full ownership of outcomes, working alongside and influencing existing partners and cross-functional stakeholders while setting a high bar for performance, accountability, and client experience. As the market grows, you will play a key role in building and developing the local team.

Beyond your local market, you will help shape scalable operating playbooks, test new initiatives, and share insights that influence how Honor and Home Instead deliver care across O&O markets.

The ability to run and scale a market is one of the most valuable capabilities within Honor. Leaders who excel in this role are well-positioned to expand their scope within their territory, take on broader O&O leadership opportunities, and contribute to emerging business initiatives over time.

This role will be a hybrid of working from home and out in the field in these areas: Saint Charles, Missouri and the greater St. Louis metro area as needed. You should expect 75+% of your time will be in the field. Compensation for this role is Base Salary and uncapped commission for an expected OTE of $140,000.

As Territory Manager at Honor, you will: 

• Business Growth and P&L:
• Support the P&L for the assigned O&O territory, contributing to revenue growth and operational excellence.
• Personally drive growth through in-field sales activity, local relationship building, and referral development.
• Own the full sales cycle from lead generation through conversion.
• Build and sustain a strong local referral network across healthcare and community partners.
• Collaborate with management and cross-functional teams to support strategies to increase referral lead generation, improve sales conversion, and engage clients more effectively.
• Operational Excellence:
• Implement operational playbooks that drive consistency and efficiency within the territory.
• Support efforts to standardize reporting and data accuracy within the territory.
• Lead day-to-day operations across client service, scheduling, and care delivery.
• Implement and refine operating rhythms that drive consistency, efficiency, and high-quality care.
• Use data to diagnose performance gaps and take action to improve outcomes.
• Market Development:
• Strengthen Honor’s presence in the local market through community engagement and partnerships.
• Identify and unlock new opportunities for growth within the territory.
• Translate local market insights into actionable strategies.
• Market Leadership & Team Building:
• Lead by example in the market, setting a high bar for performance, ownership, and accountability
• Execute goals and expectations set by management within the territory
• Identify opportunities to strengthen the team over time, contributing to hiring and team build-out as the market scales
• Build a culture of accountability, ownership, and continuous improvement

Key Results:

• Deliver consistent growth in hours and revenue within the territory, based on territory goals.
• Grow a sustainable, self-generated referral pipeline.
• Improve sales conversion, client retention, and overall market performance.
• Elevate performance across the local market by modeling high standards, providing informal coaching, and reinforcing accountability as the team grows.
• Implement and refine playbooks that improve consistency and scalability.
• As the market grows, contribute to building and developing a strong local team by hiring the right talent, reinforcing performance standards, and promoting a culture of accountability.

We’re looking for you to bring: 

• 7+ years of experience in field sales, operations, or general management roles, including experience growing a territory or market  and  directly leading frontline or quota-carrying teams.
• Proven success in in-person sales and relationship-driven environments, including prospecting, referral generation, and closing.
• Demonstrated success driving territory or multi-site performance, contributing to year-over-year revenue growth through improved client retention, increased referral lead generation, and higher sales conversion.
• Experience operating as a player/coach, leading by example while developing others
• Experience operating in a growth-stage or rapidly evolving environment, where you embrace  ambiguity, take initiative to test and refine new approaches, implement change, and drive continuous improvement in-market.
• Strong analytical and problem-solving skills, with the ability to interpret dashboards, diagnose performance issues, and translate insights into actionable plans; proficiency with Excel and/or BI tools.
• Structured, effective communication to drive partnership and influence with frontline teams and cross-functional stakeholders. 
• Nice to Haves:
  • Experience in people-scaled or service-based operations, where success depends on frontline performance, staffing stability, and consistent service delivery.
  • Experience developing local community partnerships or referral-driven relationships in healthcare, senior services, or other people-based service environments.
  • Experience in high-volume staffing, workforce management, or supply-demand balancing (e.g., home care, healthcare staffing, hospitality, retail, or service operations).

Leadership Principles:

Honor’s Leadership Principles are the foundation of translating our mission into action. These principles define how we show up and make decisions, and how we hire, develop and grow talent. While Honor has 13 leadership principles, the following are particularly relevant to this role:

• Always Push: Leaders set a high bar for themselves and others. They know that mediocrity isn't an option; they set ambitious goals, always strive for better, and commit to delivering top-notch service and outcomes.
• Identify Problems: Leaders have a keen sense that an identifiable problem is present. They identify it, determine the root cause and propose a solution. Leaders ensure solutions are implemented and partner as necessary.
• Fly High & Dive Deep: Leaders operate at all levels. They know when to stay connected to the details to enable execution and when to stay high level and empower others. Leaders audit when data and anecdotes differ.
• Find Those Better Than Themselves:  Leaders seek out those that are better than themselves, listen to them, actively engage them in meaningful work and develop them.  They recognize exceptional talent and willingly move them through the organization.

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