Security & low voltage sales manager job description
A security systems sales manager leads the team that sells alarms, video, card access and network wiring. They set each rep's targets, coach surveys and proposals, review big bids, and keep contracts in line with each state's rules.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, security systems companies · BLS, May 2025
Responsible for developing and executing sales strategies for the security and low voltage sectors to drive revenue growth and market expansion. Mentors and supports sales representatives to maximize performance and achieve individual and team targets. Plays a key role in aligning sales initiatives with overall company objectives, ensuring high levels of customer satisfaction and operational efficiency.
2. Essential Duties and Responsibilities
Develop and implement effective sales strategies to achieve revenue targets.
Mentor and lead a team of sales representatives to optimize performance.
Monitor sales performance, analyze market trends, and adjust plans accordingly.
Build and maintain strong relationships with key customers and industry partners.
3. Key Tasks / Daily Activities
Conduct daily sales team meetings to review goals and provide strategic guidance.
Engage with prospective customers through calls, meetings, and presentations to drive sales growth.
Analyze sales data to identify trends and areas for improvement in strategy.
Collaborate closely with marketing and operations teams to align efforts and support customer needs.
4. Key Performance Indicators (KPIs)
Monthly revenue generation: $500,000 or higher.
Sales team conversion rate: minimum 30%.
Customer satisfaction rating: above 4.8 stars.
Leads generated per quarter: at least 150 high-quality prospects.
5. Required Qualifications and Skills
Bachelor’s degree in Business, Marketing, or related field.
Minimum of 5 years’ experience in sales management, preferably in the security and low voltage industry.
Strong leadership and mentoring skills to effectively manage a sales team.
Excellent communication, negotiation, and analytical abilities.
6. Preferred Experience
Experience in the home services industry with a focus on security and low voltage systems.
Proven track record of meeting or exceeding sales targets in a competitive market.
Background in developing and implementing scalable sales strategies.
Familiarity with CRM tools and sales analytics software.
7. Physical Requirements
Ability to occasionally travel to job sites and client locations.
Comfortable working in office environments as well as in field settings when necessary.
Standard office physical requirements for a role that involves moderate computer use.
May be required to present product demonstrations in various environments.
8. Work Environment and Schedule
Typical work hours: Monday - Friday, 8:00 AM to 5:00 PM.
Occasional evening and weekend work for client meetings or industry events.
Moderate travel required (up to 25% of the time) for regional sales and customer visits.
On-call duties during peak business periods as necessary.
9. Compensation and Benefits
Salary range: $75,000 - $95,000 per year, based on experience and performance.
Commission and bonus structure tied to achievement of sales targets.
Comprehensive health, dental, and vision insurance.
401(k) retirement plan with company match.
Additional fringe benefits such as paid time off, professional development opportunities, and performance rewards.
10. Company Culture and Overview
Our company is committed to fostering an inclusive and collaborative work environment where every team member is empowered to grow and succeed.
We value innovation, customer focus, and professional development and strive to maintain a culture that inspires success through teamwork and accountability.
We are a forward-thinking organization dedicated to excellence in the home services industry, ensuring both employee and client satisfaction.
An environment where ideas are encouraged, and hard work is recognized and rewarded.
11. How to Apply
If you meet the above criteria and want to be part of a growth-oriented company focused on customer satisfaction, please send your resume to [INSERT EMAIL HERE] or apply online at [INSERT WEBSITE LINK HERE].
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What makes sales management different at a security company
The job is still hiring, coaching and hitting a number. In security, state contract rules, public bid bonds and the monthly service behind each sale shape how you run the team.
Oklahoma spells out what a monitoring contract shows
Oklahoma's alarm rules set what each monitoring or lease contract must show. That includes the first term, the renewal term, how to cancel and the costs. It also lists the company's name and license number, the rep's name and license number, and the service address. The contract must say in writing whether there's an early exit for military members, and the customer signs off on that part separately. Put all of it in the contract template so no rep can skip it. Source: Oklahoma Department of Labor: Alarm, Locksmith and Fire Sprinkler Industry Act and rules (OAC 380:75-3-3).
Oregon public jobs need bonds
Oregon makes the company that wins a public improvement contract worth more than 100,000 dollars, by the agency's estimate, post a bond that guarantees the work and a second that guarantees subs and suppliers get paid, each equal to the full contract price. The agency may waive the performance bond, and some contracts are exempt. Before the team chases a school or city project, ask the CFO if the company can get bonded at that size, then price the bonds into the bid. Source: Oregon Revised Statutes: ORS 279C.380, performance bond and payment bond.
Count the monthly service in the quota
A system sold with monitoring or a service plan brings revenue for years, and one sold without it may not. Set quotas and commission so a rep gains more from a fair install price with a signed service agreement than from a discount that wins the install alone. Report both numbers in the daily team meeting.
A second look before big bids go out
A rep under quota pressure can shave labor hours, copy a device count from a smaller job or quote a part that's been discontinued. Above a contract size you set, have the master technician or a project manager check counts, hours and parts before you sign off. Then track how often each rep's jobs run over and coach from those jobs.
Demo what the customer will use
Owners buy what they can try. Keep a working demo case (an alarm panel, a card reader on a sample door, one camera and the customer app), and have every rep run the same short demo: arm the system, open a locked door from the phone, pull up live video. Update the case when you change product lines.
How much security & low voltage sales managers make
Sales managers who work for security systems companies earned a median of $138,950 a year ($66.81 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $148,270 median for sales managers in all industries. About 1,140 of the 637,080 sales managers in that survey work for security systems companies.
Salary comes first here, topped up by commission or a team sales bonus. Next to BLS pay data, the template's base is low for sales managers in the security systems industry, so set total pay with commission in mind.
Security systems companies
$138,950$138,950 median Middle half $101,980–$183,080 10th–90th $74,960–$237,670
All industries
$148,270$148,270 median Middle half $100,360–$207,340 10th–90th $73,170–$290,540
$0k$50k$100k$150k$200k$250k$300k$350k
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Security systems companies
$74,960
$101,980
$138,950
$183,080
$237,670
All industries
$73,170
$100,360
$148,270
$207,340
$290,540
BLS doesn’t publish pay for low-voltage contractors on their own. These figures cover security systems services, which include them. Post a real range for your market in the ad.
The pay line in the template above is an example from our Role Blueprint. Set yours from these figures and what local companies pay.
Skills to hire for, and what you can teach
Hire for these
Has led a team of commissioned reps to a revenue target
Spots what's missing in a floor plan or a security proposal
Coaches by joining site surveys and reviewing proposals line by line
Builds forecasts that keep install revenue and monthly service apart
Negotiates with property managers, general contractors and business owners
Teach these on the job
Your product lines, dealer programs and price floors
State alarm license and contract rules for your territory
Your estimating and proposal software
Public bid and bonding steps with your CFO
How operations staffs and schedules sold work
Expect a CRM for the pipeline plus estimating and proposal software built for low-voltage work, such as D-Tools. Put those names in the posting and note if this manager writes proposals too or just approves them.
Security & low voltage sales manager interview questions
Two of the 6 questions we'd ask, and what a strong answer sounds like. Ask every candidate the same questions, and rate each answer on your own before you compare notes.
Situational · Cleaning up bad sales practices
A door-to-door team is posting record sales, but early cancellations and complaints are spiking. What do you do?
A strong answer: Calls customers to learn what was said, checks required cancellation disclosures, removes or retrains bad actors and ties pay to customers who stay.
Behavioral · Turning reps around
Tell me about a rep you turned around who kept losing deals after the site survey. What specifically did you work on?
A strong answer: Found the exact weak step in their sales process, practiced it and tracked improvement.
The template's targets are samples. Build your own from team size, past close rates and the mix of home and business work.
Monthly revenue generation
Total the contracts signed each month, with installs and new monthly service on separate lines. Compare the total with the manager's forecast from the start of the month.
Sales team conversion rate
Divide signed contracts by proposals presented, rep by rep and team-wide. Track homes and businesses apart, since bid work closes on a different clock.
Customer satisfaction rating
Survey customers after the install is finished, not at signing, and link each score to the selling rep. Look for promises in the proposal that the install didn't match.
Leads generated per quarter
Count prospects the team found on its own, such as referrals from property managers, builder accounts and event contacts. Keep marketing's leads separate, and judge quality by how many reach a site survey.
Career path
Sales representativeSells commercial systems and learns surveys and proposal writing.
Senior account managerHandles the largest commercial and apartment customers.
Sales managerBuilds the team, coaches reps and owns the sales number.
General managerTakes over a branch's sales, service and installs.
Does a security sales manager need installation experience?
Not strictly. A manager who has never installed a system can lean on the master technician for design questions. What they can't skip is reading a proposal well enough to catch a missing power supply, a door with no reader plan, or a labor estimate that looks thin.
How much does a security & low voltage sales manager make?
Sales managers who work for security systems companies earned a median of $138,950 a year ($66.81 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $101,980 and $183,080 a year. Pay also depends on your local market, experience and bonus terms.
How should a security sales manager price commercial service agreements?
Price what the agreement covers: inspections, software updates, response times and parts. Build each line from your own labor and parts history, and have operations confirm the response times before reps promise them. Review the price at each renewal instead of carrying it forward.
What should a security sales manager watch in a new rep's first months?
Join the first surveys in person and read every proposal before it goes out. Look for reps who ask about doors, the network and monitoring without being prompted, and for ones who promise dates the install team hasn't seen. Early on, proposal quality matters more than close rate.
What should happen between a signed contract and the install?
The sales manager holds a short handoff with the project manager or operations manager. They cover scope, the equipment list, site contacts, door and network notes, and any promise made to the customer. Nothing the rep promised should be news to the crew on day one.
