Call Force Global hires experienced remote salespeople across the Caribbean and Colombia for three roles: outbound sales agent, sales development representative, and appointment setter. These are voice jobs. You will spend your shift on the phone with prospects in the United States, working US business hours from home in Jamaica, Saint Lucia, Trinidad and Tobago, Belize, or Colombia. Call Force Global employs its agents directly rather than subcontracting them, and pay is hourly. The application includes a recorded voice assessment, and that recording is scored on four things clients judge every day: tonality, energy, articulation, and probing. This is not an entry-level listing and it is not general customer service work. If you have never carried a quota, handled an objection, or asked a stranger a question they did not want to answer, the roles described below will not suit you yet.
Most remote job pages written for this region stay vague on purpose, because vagueness maximizes applications. This one is specific enough that the wrong people will stop reading. If you sell for a living, keep going.
What sales roles does Call Force Global hire for?
Three: outbound sales agent, sales development representative, and appointment setter. All three are outbound voice roles working US accounts. None of them is a customer service job with a sales title attached.
The three titles blur together in job ads and they are different jobs. Knowing which one you are applying for matters, because the form asks and the answer changes how your recording is assessed.
Outbound sales agent
You dial a list and you open cold. The prospect did not ask to hear from you and has no obligation to stay on the line. Your job is to earn the next thirty seconds, repeatedly, until there is a real conversation happening. That means opening without sounding like a script, and hearing what someone said rather than what your rebuttal sheet expected. This is the most demanding of the three and it is where the most experienced people land.
Sales development representative
SDR work is business to business. You are calling companies rather than households, which catches out people who have only sold to consumers. There are gatekeepers. Of three plausible job titles at an account, one can say yes and you need to work out which. You also carry context across several touches with the same account and write a note afterwards so whoever picks it up next is not starting cold. If you have run B2B pipelines, this is your lane. The commercial side of this work is described in the B2B SDR cost breakdown.
Appointment setter
Appointment setting is measured on whether the meeting happens, not on whether it was booked, and that difference is most of the job. Anyone can get a distracted person to agree to a time. Getting them to understand what the meeting is for and then show up means confirming interest that is real rather than polite. Setters who chase raw booking volume produce calendars full of no-shows and get moved off the campaign. The mechanics are covered in the appointment setting guide.
Key Takeaway
Pick the role you have actually done. Selecting outbound sales agent because it sounds most senior, when your background is inbound support, produces a recording that does not match the claim and a screen that ends early.
Is this an entry-level job?
No. These roles assume you have already sold something by phone, worked to a target, and kept dialing after being hung up on. If you are looking for a first job with no experience needed, this is the wrong page.
Being direct about this is not gatekeeping for its own sake. Call Force Global runs plenty of work that welcomes people early in their careers, described on the remote call center and virtual assistant jobs guide. Customer service, intake, scheduling, and virtual assistant campaigns are real jobs with real training paths, and the same application form covers them.
Sales differs in one specific way. In a support role, the customer already wants to talk to you. In an outbound role they do not, and what is being hired for is the ability to work inside that resistance for a full shift without your voice flattening out. You build that by doing it, and it cannot be assessed in someone who has not. Putting an inexperienced person in an outbound seat usually ends with them being pulled off the campaign within weeks, which serves nobody. If setting is the role you want, our guide to remote appointment setter jobs covers the shift, the dialer and the target.
What counts as experience is broader than a formal call center title. Selling insurance face to face counts. Retail commission selling counts. Cold calling for your own small business counts. Collections counts, and often produces excellent outbound agents. What does not substitute for it is inbound customer service, however long you did it, or a training certificate with no live calling behind it.
If that experience came from a large BPO floor and your question is really about employers rather than roles, two companion pages cover it: jobs like Concentrix maps large-provider experience onto the roles in the application, and jobs like Teleperformance sets out what a small nearshore employer is worse at as well as better at, plus where else to apply if Call Force Global cannot hire in your country.
What does a good sales call actually sound like?
It sounds like a conversation between two adults, one of whom is prepared. Four qualities separate agents who stay on campaigns from agents who do not: tonality, energy, articulation, and probing. Those four are what clients name when they ask for someone to be replaced.
Every outbound program produces the same feedback loop eventually. A client listens to recordings, and when they ask for a change they almost never say the agent lacked product knowledge. They say the agent sounded flat, or rushed, or hard to follow, or that the agent asked nothing and waited for their turn to talk. Call Force Global screens for those four signals directly, because they decide whether an agent survives the first month on a campaign.
The four signals
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1
Tonality
Does your pitch move, or is it one note? Warm and controlled beats loud. A voice that stays level through a rejection reads as competence. A voice that goes brittle at the first objection tells the prospect they have won.
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2
Energy
Not volume, and not forced cheer. Energy is whether you sound like you want to be in this conversation. It is the first thing that decays late in a shift and the easiest thing for a listener to detect.
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3
Articulation
Can a US listener follow you without effort on a compressed phone line? This is about clarity and pace, not accent. You do not need to sound American. You do need to finish your consonants and slow down on names, numbers, and anything the prospect has to write down.
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4
Probing
Do you ask a question whose answer you could not have predicted, and then use the answer? This is the one most candidates fail. Reading a script well is not probing. Following up on the specific thing the prospect just said is.
They are listed in the order they become audible. A listener hears tone and energy in the opening seconds, notices articulation as soon as you say something that matters, and only finds out whether you can probe once the prospect pushes back.
How does the voice assessment work, and what gets scored?
You record or upload a short spoken introduction as part of the application, and it is required. That recording is assessed on the four signals above. Once you are on a campaign, calls are recorded and scored as a normal part of the work.
The application form has a voice step. You can record in the browser or upload a clip from your phone if you are not somewhere quiet when you apply. Either route is fine. The recording itself is not optional, because a written application cannot tell anyone whether you can do a voice job.
Treat it as a work sample, not a formality. The most common mistake is reading a prepared paragraph aloud, which produces exactly the flat, over-rehearsed delivery a sales screen is built to catch. Speak the way you would speak to a prospect you respect. Say what you sold, to whom, and what was hard about it. Specifics land in a way adjectives do not.
Recording and scoring do not stop at the application. Call Force Global runs quality assurance on live calls, and clients review recordings. If being listened to and coached from your own call audio would bother you, better to know that now than after you start.
Before you hit record
Stand up. Close the door. Do not read. Say your name, what you have sold, the hardest objection you regularly beat, and how you beat it. Then stop. A short recording that shows one real thing outperforms a long one that shows nothing.
The same objection, handled two ways
Advice about probing is easy to nod along to and hard to act on, so take a concrete case. The prospect has just said the thing they say on most calls: "We already have someone for that."
Weak: rebuttal without a question
"I understand, a lot of our clients said the same thing before they switched. What makes us different is our pricing and our service quality. Would you be open to a quick call to see how we compare?"
Nothing was learned. The agent handled a category of objection rather than this prospect's version of it, offered two claims every competitor also makes, and asked for a meeting on no basis.
Strong: a question whose answer is not predictable
"That makes sense, most people I call do. How long have you been with them? And is it the whole thing they handle, or just part of it?"
Now the call has somewhere to go. If the answer is nine years, this is a relationship and the call should end warmly and early. If it is four months, something went wrong with the last one and the real conversation is about what. If they only handle part of it, the gap they just described is the opening. The agent could not have known which of the three it would be, which is what makes it a real question.
The strong version is not more aggressive. It is shorter and more curious. Candidates often assume outbound sales rewards persistence and sheer volume of talking. On a scored call it rewards fewer words, better questions, and the discipline to listen to the answer before deciding what to say next.
Which countries can I apply from?
Call Force Global runs delivery teams in Jamaica, Saint Lucia, Trinidad and Tobago, Belize, and Colombia. Caribbean teams handle native English outbound work. Colombia handles bilingual English and Spanish work.
These are the countries where Call Force Global already has people and payroll running. Applying from one of them means the practical questions of how you get paid and who supports you are already answered.
Jamaica
The largest BPO market in the region. If you have worked a floor in Kingston or Montego Bay and want to keep selling without the commute, this is the straightforward route. Delivery detail on the Jamaica operations page.
Trinidad and Tobago
English-speaking, with time zone overlap that covers the US East Coast comfortably. See the Trinidad operations page.
Saint Lucia
A smaller market where Call Force Global staffs teams. Applications are welcome, and as everywhere else, eligibility for a particular campaign is confirmed in that campaign's written role description.
Belize
English is the official language and the time zone lines up with US Central, which suits campaigns run out of Texas and the Midwest. See the Belize operations page.
Colombia
Colombian teams handle bilingual English and Spanish campaigns. If you sell in both languages, describe your real level in each rather than rounding up, because the recording will settle it either way. More context in the bilingual support guide and on the Colombia operations page.
What hours will I work?
US business hours. Outbound sales only works when the prospect is awake and at their desk, so these are daytime shifts aligned to US Eastern or Central time rather than overnight ones.
That is one of the real advantages of selling from the Caribbean or Colombia rather than from a market twelve hours away. The region sits within a few hours of US time zones, so working the client's business day usually means working your own daylight hours too. You are not choosing between a good job and a normal sleep schedule.
The exact shift depends on the campaign. A program calling the US West Coast starts later in your day than one calling New York. For the application, state the hours you can commit to every week rather than the hours you could manage occasionally. Outbound campaigns run on predictable coverage, and an agent who is available only sometimes causes more disruption than one who works fewer but reliable hours.
How does Call Force Global employ and pay sales agents?
Call Force Global employs its agents directly rather than subcontracting them to a third party, and pay is hourly. Specific rates, schedules, and terms are set out in the written offer for a given campaign.
Both of those differ from a lot of what gets advertised as remote sales work in this region.
Agents are recruited and employed by Call Force Global, not passed through a labor broker who takes a cut and disappears when there is a problem. You have an employer with a name and an address in Toronto, and a management chain you can escalate to.
The pay being hourly matters just as much. Commission-only remote sales offers are everywhere online, and they move all of the risk onto the person doing the dialing. That is not the model here. Where a campaign adds a performance component on top of the hourly rate, the offer for that campaign states it and states how it is calculated.
This page does not publish a rate, and that is deliberate. Rates vary by campaign, role, and market, so a number posted on an evergreen careers page would be wrong for most of the roles it claimed to describe. Ask for the figure in writing when you are discussing a specific opening, and read it alongside the guaranteed hours, the schedule, the employment classification, and the payment method rather than on its own.
Applicant safety
Call Force Global never asks a candidate to pay for training, equipment, a background check, or a placement. Anyone who asks you to send money for a remote sales job, using this company's name or any other, is running a scam. Confirm every offer in writing and check that correspondence comes from a callforce.global address.
What do you need before you apply?
A quiet room, a headset, a reliable connection, a computer, and a track record you can describe in specifics. The equipment is the easy part; the track record is what is being screened.
The physical requirements are ordinary and every remote voice job has them. A wired headset with a boom microphone, because laptop microphones pick up the room. A connection that holds for a whole shift rather than most of one. A computer meeting whatever the campaign specifies. A door you can close, since a prospect who hears a television behind you draws his own conclusion about how seriously to take the call.
The part people prepare less for is talking about their own numbers. Come ready to say what you sold, over what period, to what kind of buyer, and how you did against whatever target you were given. If you do not remember your figures, say so rather than inventing them. Someone who says "I was consistently in the top third of a team of about fifteen, though I could not tell you the exact split" reads as more credible than someone producing suspiciously round claims.
Should you apply for this role?
Apply if you have sold by phone, can talk about your own results in specifics, and want a daytime outbound seat with a direct employer. Do not apply if you are looking for entry-level work, cannot commit to a fixed weekly schedule, or dislike being recorded.
Save yourself the application if the second list describes you better than the first.
This is probably a fit if
- You have sold something over the phone and can describe a specific objection you learned to beat.
- Rejection annoys you but does not derail your next call.
- You want coaching from your own recordings rather than a manager's opinion.
- You can hold the same schedule every week from a room you control.
This is probably not a fit if
- You are looking for your first job or a role that trains you from zero. Start with the general talent pool guide instead.
- You want flexible hours you set yourself. Outbound campaigns need fixed coverage.
- Your background is inbound support and you would rather not cold call. That is a legitimate preference and there is other work for it, including virtual assistant roles.
- Being recorded and scored on tone and phrasing sounds intolerable rather than useful.
How do you apply?
Go to the Call Force Global application page, select Outbound Sales Agent / SDR or Appointment Setter as your role, complete the profile, and record the required voice introduction.
- Open the application. Everything happens at callforce.global/apply. There is no separate sales-only form.
- Select the right role. The dropdown includes Outbound Sales Agent / SDR and Appointment Setter alongside the non-sales options. Choose the one matching what you have actually done.
- State your experience honestly. The form asks for an experience level. Overstating it does not help you, because the recording and any later conversation will not match.
- Give your real availability and setup. Time zone, weekly hours, connection type, and equipment. These determine which campaigns you can be matched to.
- Record the voice introduction. Required. Record in the browser or upload a clip from your phone. Do not read from a page.
- Submit and wait for a match. Your profile enters the matching pool. Submitting an application is not a job offer and does not confirm that a specific role is open today.
Applications are matched to campaigns, and campaigns start and finish. If you apply during a week with no open outbound seat, your profile stays in the pool for the next one, so a slow reply is not a rejection.
Frequently Asked Questions
Do I need sales experience to apply for a remote sales role at Call Force Global?
What is scored in the Call Force Global voice assessment?
Which countries can I apply from for a remote sales job with Call Force Global?
Are remote sales jobs at Call Force Global commission only?
What hours do remote sales agents work from the Caribbean?
Your next step
Apply for an outbound sales seat
Select Outbound Sales Agent / SDR or Appointment Setter on the application, and record the voice introduction. Applying is not a job offer and does not confirm a current opening.