Account Executive - Client Engagement

Wright Family Law Group · Remote · US

Base: $75K–$80K
OTE: Not disclosed
Quota attainment: Not disclosed
Posted: 2d ago

Why it matters: OTE tells you what you could earn. Attainment tells you how realistic it is.

Ask: “What percentage of fully ramped reps hit quota last year?”

Still open · checked 1h agoon Wright Family Law Group's careers page

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The job

What you'd do: Run paid consultations with people facing divorce, custody, or other family law problems, and help the right ones decide to hire you. Intake books the meetings for you, and you work remotely anywhere in the U.S. on Eastern Time.
Who you'd sell to: Individuals needing family law services, such as divorce or custody · Legal services (family law)In their words: “Our intake team books paid consultations with people who need a family lawyer.”
Where deals come from: Mostly handed to you: inbound leads or a set list of customers.

The Braun Read

Worth a look

Solid on the basics. Use the first call to fill in the gaps.

Pay: Base is listed but not OTE. Ask what the variable is and how many people hit it.
Transparency: Says nothing about quota, attainment, deal size, territory or sales cycle.
Pipeline: Mostly inbound or an assigned book.
Time on market: Open 2 days.
Company hiring: 2 sales roles open, hiring at a steady pace.

Red lights

None spotted.

Green lights

SDR or inbound support. You won't be building all of your own pipeline from zero.

Based only on what the posting says. Lights are a starting point for your first call, not a final judgment.

Questions to ask on the first call

Built from what this posting leaves out. How they answer tells you as much as what they say.

1.
What percentage of fully ramped reps hit quota last year?
OTE is what you could earn. This is how likely you are to earn it.
2.
What percentage of reps on the team have been here more than 18 months?
Tenure shows whether people stay long enough to get paid.
3.
Has the comp plan changed in the last 12 to 18 months? What changed?
A plan that changes every year means the goalposts keep moving.
4.
Who sits with reps and reviews calls each week?
Coaching is often what's behind a good or bad attainment number.
5.
What's the OTE, and what did the median rep earn last year?
Base is what you're guaranteed. OTE and the median show the upside.
6.
Why is this role open? Did someone leave, or is it new?
New headcount is growth. A replacement means someone left. Ask why.

› When the offer comes

Save these for later. They land better once they've said yes to you.

1.
Can I see the full comp plan in writing, including clawbacks and accelerators?
What's in writing is what gets paid. Read it before you sign.
2.
Can I see the actual comp distribution for the team last year, not just the OTE?
The spread shows what most reps really take home. OTE is just the target.
3.
I'd be walking away from earned commission to join. Is there room for a sign-on bonus to help cover that?
Leaving money behind is a fair reason to ask. The worst answer is no.

Josh's top five questions for any sales interview →

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Got an offer from Wright Family Law Group? Not sure about it?Ask me. I read every message myself. · JoshAsk Josh

Full posting

About Wright Family Law Group Wright Family Law Group is a Massachusetts family law firm with offices in Tewksbury, Danvers, and West Newton. We handle divorce, custody, guardianship, restraining orders, contempt and modification, and adoption. The people who call us are usually in one of the hardest stretches of their lives. We are not a buttoned-up firm. We look for people who do serious, excellent work and enjoy being themselves while they do it. The role Our intake team books paid consultations with people who need a family lawyer. You run those consultations, understand what each person is facing, recommend the right engagement and retainer, and help the right clients decide to hire us. Legal advice comes after they hire us, in a strategy session with one of our attorneys, and attorneys back you up on any legal question along the way. This is sales done with empathy. Many of the people you talk to are dealing with a divorce, a custody fight, or domestic violence. We are not looking for pushy. We are looking for someone people trust in the first five minutes, who can still ask for the decision and follow up until there is one. Why it matters: every point of close rate is real revenue for the firm, and you will help shape how the whole firm sells. What you will do Consultations and closing • Run paid consultations booked by intake, and lead discovery on each person's situation, goals, urgency, concerns, and readiness to move forward. • Explain our process, services, and fees in plain English. Route legal questions to an attorney. • Recommend the right retainer based on how complex the case is, following firm pricing. Retainers typically run $5,000 to $15,000 or more, and you will learn what drives the difference. • Handle objections about cost, timing, trust, and competing firms with good questions, not pressure. • Ask for the engagement, then guide new clients through the engagement agreement and retainer payment. Follow-up and pipeline • Own every consultation until the person hires us, declines, or is closed out. "Let me think about it" gets a next step and a follow-up date, not silence. • Work lead follow-up and take intake calls when you are not in consultations. • Log every consultation, outcome, and next step in Lawmatics the same day, and review your own recorded consultations to sharpen your close. Handoff and improvement • Hand retained clients to the legal team cleanly in Clio so nothing gets asked twice. WRIGHT FAMILY LAW GROUP | ACCOUNT EXECUTIVE, CLIENT ENGAGEMENT | 1 • Flag junk or out-of-scope leads to intake and marketing so lead quality improves. • Help refine consultation scripts, objection handling, and training with firm leadership. What success looks like • A consultation-to-client close rate of 55% or higher. That is where commission starts, and it is what we expect. • Minimum standard: 45% during your first 45 days while you train, then 50% every month after that. • Clients who hire us feel informed, not pressured. The first 90 days are an introductory period, including sales training on our case types, pricing, and process Requirements • A proven consultative sales record, owning deals from discovery to close, with a close rate you can speak to. • High-empathy selling experience: consulting, professional services, admissions, financialservices, healthcare, or legal. Not high-pressure, high-volume closing. • Comfort talking about a $5,000 to $15,000 commitment directly and respectfully. • Experience handling a steady flow of inbound leads, with the CRM discipline to keep same-day notes and follow-ups (Lawmatics, Clio, Salesforce, or similar). • A quick learner who can pick up family law basics, like case types and what drives cost, without crossing into legal advice. • Comfortable on the phone and Zoom, and trusted with confidential information. Preferred: sales or intake experience at a law firm, experience selling alongside attorneys or other experts, and familiarity with Lawmatics or Clio. Location: Fully remote, anywhere in the U.S. Eastern Time business hours, plus some evenings Benefits • $75,000 to $80,000 base salary, paid weekly. • Monthly commission on your consultation-to-client close rate, paid by the 15th of the following month: • At a 55% close rate, year-one earnings run about $100,000 to $105,000. At 70%, about $135,000 to $140,000. • Health insurance (firm pays 100% of an individual plan, 50% of a family plan), paid time off, and a 401(k) with a 3% Safe Harbor contribution, after the 90-day introductory period.

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