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Chore Jobs in Colorado (NOW HIRING)

YEB PAYROLL LLC

Account Executive, New Camps

Parker, CO · On-site

$70K - $75K/yr

This is neither an SDR seat nor an account-management seat. * CRM discipline as a habit rather than a chore. HubSpot experience is a plus. * Willingness to travel to meet operators on their campuses ...

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How much do chore jobs pay per hour?

As of Aug 19, 2026, the average hourly pay for chore in Colorado is $13.97, according to ZipRecruiter salary data. Most workers in this role earn between $10.64 and $15.16 per hour, depending on experience, location, and employer.

What is a chore?

A Chore job typically refers to routine household or maintenance tasks, such as cleaning, organizing, or yard work. These tasks are often performed by family members, hired help, or gig workers to maintain a clean and functional living space. Chore jobs can range from basic daily duties like washing dishes to more specialized tasks like deep cleaning or home repairs. Some people take on chore jobs professionally, offering services through platforms or agencies.

What are some effective ways to manage multiple chores in a time-efficient manner while maintaining high-quality results?

Managing multiple chores can be challenging, especially when balancing other commitments. To stay organized and efficient, consider creating a prioritized checklist and breaking larger tasks into smaller steps. Setting specific time blocks for each chore and using timers can help maintain focus and prevent tasks from becoming overwhelming. Collaborating with household members and sharing responsibilities also improves efficiency and ensures all chores are completed to a high standard. Regularly reviewing your approach and making adjustments as needed can further streamline your routine.

What are the key skills and qualifications needed to thrive as a choreographer, and why are they important?

To thrive as a Choreographer, you need strong dance technique, creative vision, and an understanding of multiple dance styles, often supported by formal dance training or a degree in dance. Familiarity with music editing software and video recording tools is common, along with knowledge of stage production systems. Leadership, collaboration, and effective communication are crucial soft skills for directing performers and working with production teams. These skills ensure the creation of compelling performances, efficient rehearsals, and successful collaborations within the dance and entertainment industry.

What is the difference between Chore vs Housekeeper?

AspectChoreHousekeeper
Required CredentialsNone typically requiredMay require experience or certification in cleaning
Work EnvironmentHome or residential settingsResidential or commercial properties, hotels
Employer & Industry UsageIndividuals or familiesCleaning service companies, hotels, private households
Common Search & ComparisonBasic household tasksProfessional cleaning services

While chores refer to individual household tasks like cleaning or laundry, a housekeeper is a professional who performs these tasks regularly, often in a formal employment setting. Housekeepers typically have more experience and may be employed by cleaning agencies or households seeking consistent, professional cleaning services.

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For Chore jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Chore jobs in Colorado look for?

The top searched job categories for Chore jobs in Colorado are:

What cities in Colorado are hiring for Chore jobs?

Cities in Colorado with the most Chore job openings:

Chore jobs near you
Infographic showing various Chore job openings in Colorado as of August 2026, with employment types broken down into 75% Full Time, and 25% Part Time. Highlights an 100% In-person job distribution, with an average salary of $29,067 per year, or $14 per hour.

Account Executive, New Camps

YEB PAYROLL LLC

Parker, CO • On-site

$70K - $75K/yr

Full-time

Posted 8 days ago

Job description

Account Executive, New Camps


The Company

US Sports Camps is the licensed provider of Nike Sports Camps and the largest services provider of sports camps in the world, supporting young athletes and families through a broad portfolio of camp experiences across dozens of sports. Headquartered in San Rafael, California, we provide the marketing, registration, customer service, logistics and operational support that enable top coaches and organizations to deliver safe, high-quality, operationally excellent experiences.

Our business is the integrated service platform behind them, and it exists so that coaches and operators can spend their time on what they are great at: coaching. This year we celebrated 51 years in business.

US Sports Camps is part of Youth Enrichment Brands (YEB), the nation's leading youth activities platform whose portfolio includes School of Rock, i9 Sports and Streamline Brands.

The role

We are building a new outbound sales function, and this is one of its first seats. For fifty years this business grew on relationships and inbound demand. It worked, operators in our network deliver best-in-class camps each year on the back of our services. What we have never had is a new business engine: reps who own a territory, map it properly, and go after it.

You will own a defined market and be accountable for signing new camp operators into the US Sports Camps network across all sports. You are selling camp services to the coaches that run camps including college programs, head coaches, skill trainers, clubs, academies, school athletic departments and facility operators, all leaders in their field. What you offer them is the platform that fills their camps and takes the administration off their desk: National marketing reach, registration and payments, customer service, camp equipment and operational support plus insights. They own the camp and coach the athletes. We make it full and straightforward.

What you will sell, and to Whom

Segment

Who you talk to

College & university programs

Athletic directors, head coaches, camp coordinators

Independent camp operators & academies

Owners and founders

Head coaches & skill trainers

The individual, directly

Clubs, leagues & event organizers

Club directors, program leads

K-12 schools & school coaches

Athletic directors, teacher-coaches

What you will do

Map the market

  • Build a complete, researched account map of your territory which includes every college program, club, academy, trainer, school and facility that could run a camp with us sized by opportunity and ranked by priority.
  • Identify the whitespace: sports and geographies where family demand exists and we service no operators.
  • Know the local competition and best camp operators in each new market. Those are the directors we seek to contract with.

Build the pipeline

  • Own your outbound; sequenced email and phone, social, conference and event presence, campus visits and in-person meetings. You will generate a large majority of your own pipeline.
  • Run real discovery. Understand a coach's season, their facility constraints, their compensation expectations and what "a successful camp" means to them.
  • Build and defend a pipeline that covers your number with room to spare and personally negotiate and close director agreements.

Add GREAT new camps

  • Own a clean handoff into onboarding and operations to the Camp Management Team
  • Stay close through the first camp season.

Run your business

  • Keep the CRM accurate and forecast thoughtfully.
  • Know the market to inform product and service improvement

The rhythm of this job

Camps run in the summer, but the services behind them are sold in the autumn and winter. Expect a compressed, high-intensity signing window, and expect your summer to shift from selling to being on the ground at camps seeing the product, meeting families, and setting up next year.

What we are looking for

  • 3–6 years in outbound, new-business sales with a carried quota and a demonstrable record of hitting it.
  • Demonstrated success opening a market from a standing start; a new territory, segment or vertical built rather than an inherited book.
  • A demonstrable method for mapping a market: building a list, sizing and ranking accounts, deciding what to deprioritize, and sequencing outreach. Finalists will be asked to present a 90-day territory plan for a market of our choosing.
  • Full-cycle capability to include prospecting, running the meeting, negotiating and closing. This is neither an SDR seat nor an account-management seat.
  • CRM discipline as a habit rather than a chore. HubSpot experience is a plus.
  • Willingness to travel to meet operators on their campuses and to see their camps in person during the season.
  • Bachelor's degree or equivalent practical experience.

Preferred, not required

  • Collegiate or professional athletic experience, or a coaching background. Not for its own sake because it usually travels with the things this job actually demands: competitiveness, coachability, comfort being measured in public, the ability to lose on Saturday and show up Monday, and instant credibility with a head coach who can tell within a minute whether the person across the table understands their world. Candidates who bring those qualities from a different path are equally welcome.
  • Genuine passion for sports and youth development. The role is spent in daily conversation with coaches and camp operators, who can readily tell the difference between real investment in this work and someone passing through.
  • Experience selling a service or platform into a fragmented, relationship-led market where the buyer is an operator rather than a procurement function.
  • Background in youth sports, athletics, events, or a two-sided marketplace business.

Compensation

  • Base Salary: $70,000–$75,000 annually
  • Eligible for a capped commission plan
  • Commission is earned based on individual sales performance
  • Quarterly commission payouts
  • Opportunity to increase total earnings through strong performance

Location

Remote in the US; with 10-20% travel

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