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Responsibilities
We put eyes and ears inside 30 restaurant chains. We want 100.
Restaurants are one of the hardest businesses on earth to run. Margins are thin, teams turn over constantly, and the owner can only be in one place at a time. Meanwhile, 2–8% of revenue walks out the door through theft, unregistered sales, and operational errors nobody ever sees — because reviewing camera footage by hand is impossible, and the POS only shows what someone chose to ring up.
Emilia fixes that. We connect AI to the cameras and microphones a restaurant already has, cross-reference what actually happened against what the POS registered, and send the owner an alert with video the moment something doesn't add up. No new hardware. Installed remotely in days.
We're a Delaware company operating across Brazil and Colombia, backed by Latin America's largest food platform. Our customers include brands like Alife Nino, Halipar (Jin JIn), Grupo Press, Jappa da Quitanda, among others. The team is five people. Everyone talks to customers. Including the CEO. Including you.
Our mission: give every restaurant operator the ability to see and improve their entire operation, every shift, in every location — the way only the best-run chains in the world can today.
Who you'll be calling
You are not cold-calling the universe. You'll work from a defined list as well as leads coming our way through paid ads and partners:
Multi-unit restaurant operators — 3 to 100+ locations. Groups, franchises, chains. Not single-unit mom-and-pop.
Highest-fit formats: self-service by weight (kilo), rodízio / all-you-can-eat, and counter-service QSR chains.
You want to reach: the owner or partner, the operations director, or whoever owns loss prevention. In this industry that's often the same person.
The pain that opens the call: "Your sales don't reconcile with your inventory. You suspect someone on the team. You have no proof." When that lands, the conversation happens. When it doesn't, you disqualify fast and move on.
What you'll actually do:
Call. High volume, structured outbound to a provided list of restaurant groups. Phone first, WhatsApp as support.
Qualify. Number of locations, format, whether they already have cameras and a POS, who decides, and whether the pain is real or imagined. We'll give you the exact criteria.
Book. Get qualified operators onto a demo with the closing team, and confirm they show up.
Log. Every call, every outcome, every objection, in the CRM. Untracked work didn't happen.
Report back. You'll hear the market before anyone else does. Which objections repeat, which formats bite, which script line kills the call — you tell us, and we change the pitch. That feedback is half the value of this role.
You are not expected to close. You're expected to find the operators worth closing.
What we need from you:
You've done phone sales before. Any industry — telecom, insurance, collections, real estate, BPO, SaaS. What matters is that you've dialed strangers for a living and you know what rejection feels like on hour two. This is entry-level in seniority, not in resilience.
Native fluency in the market you'll be calling (see Details below). Restaurant owners hang up on accents they don't trust.
You can hold a real conversation about a real business. Restaurant experience — as a manager, server, cashier, anything — is a strong plus. You'll be credible instantly.
Self-directed. You choose your hours. Nobody will wake you up.
Working setup: stable internet, a decent headset, a quiet place to talk.
No experience with AI, computer vision, or software sales required. We'll teach the product in a week.
Why this is worth your time
Most part-time phone gigs have you reading a script for a product nobody remembers. Here you'll learn how AI is actually being sold to real businesses right now, from the people building it, at a company with a serious investor behind it and a market that's moving fast. You'll get real objection-handling reps, a documented track record of meetings booked, and first access to more hours and more responsibility as we scale from 30 customers to 100. We promote from inside before we hire outside.
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