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Repo Agent Jobs in Tennessee (NOW HIRING)

GOARC

Go-to-Market Engineer

Franklin, TN · On-site

... repo that powers personalized outreach, case studies, and account-specific assets at scale. • The ... powered agent that drafts personalized LinkedIn messages off real-time hiring signals, or ...

GOARC

Go-to-Market Engineer

Franklin, TN · On-site

... repo that powers personalized outreach, case studies, and account-specific assets at scale. • The ... powered agent that drafts personalized LinkedIn messages off real-time hiring signals, or ...

All JobsRepo Agent JobsRepo Agent Jobs in Tennessee

Repo Agent information

See Tennessee salary details

$8

$22

$38

How much do repo agent jobs pay per hour?

As of Jul 26, 2026, the average hourly pay for repo agent in Tennessee is $22.38, according to ZipRecruiter salary data. Most workers in this role earn between $13.34 and $27.66 per hour, depending on experience, location, and employer.

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

To thrive as a Repo Agent, you need a solid understanding of repossession laws, attention to detail, a valid driver's license, and often a high school diploma or equivalent. Familiarity with GPS tracking systems, recovery management software, and sometimes certification from organizations like the Certified Asset Recovery Specialist (CARS) program are typical. Strong negotiation, conflict resolution, and effective communication skills help you handle tense situations and interact professionally with clients and debtors. These abilities are essential for ensuring legal compliance, personal safety, and successful asset recovery in challenging and dynamic environments.

What are repo agents?

Repo agents, short for repossession agents, are professionals hired by lenders or financial institutions to recover property—most commonly vehicles—that have been defaulted on by borrowers. Their primary responsibility is to locate and legally repossess collateral when a borrower fails to make payments as agreed. Repo agents typically work with banks, credit unions, and finance companies, and must follow strict legal guidelines to avoid breaching the peace during repossession. The job often requires investigative skills, discretion, and a thorough understanding of state and federal repossession laws.

What are some typical challenges Repo Agents face in the field, and how can they be managed?

Repo Agents often encounter challenging situations such as dealing with uncooperative or confrontational vehicle owners, working irregular hours, and operating in varying weather conditions. To manage these challenges, agents rely on strong communication skills, thorough knowledge of legal regulations, and situational awareness. Most employers provide training on conflict de-escalation and safety protocols, and teamwork with dispatchers and other agents is essential for support and coordination during repossession assignments.

What jobs pay 4000 a week without a degree?

A Repo Agent typically earns around $4,000 per week through repossession work, which involves retrieving collateral like vehicles. These roles often require specialized training, a valid driver's license, and sometimes a license or certification, but generally do not require a college degree. High earnings in this field depend on experience, location, and the volume of repossessions handled.

How much do repo spotters get paid?

Repo spotters, also known as repo agents, typically earn between $15 and $25 per hour, depending on experience and location. Some may receive additional compensation or bonuses for successful recoveries, and the job often requires knowledge of security procedures and sometimes a valid license or certification.

How do you become a repossession agent?

To become a repossession agent, you typically need a high school diploma or equivalent, a valid driver's license, and a clean driving record. Many employers require completion of specialized training or certification in repossession procedures and legal requirements. Experience in law enforcement, security, or related fields can be beneficial, and agents often work irregular hours and must adhere to federal and state laws governing repossession activities.

Do repossession agents make good money?

Repossession agents typically earn a base salary plus commissions or bonuses based on successful recoveries. Salaries vary by location and experience but generally range from $30,000 to $60,000 annually, with some agents earning more depending on the volume of cases and company pay structure. The job often requires strong negotiation skills, knowledge of legal procedures, and sometimes specialized training or licensing.

What is the difference between Repo Agent vs Repo Clerk?

AspectRepo AgentRepo Clerk
CredentialsDriver's license, sometimes a repossession licenseBasic administrative skills, possibly some licensing depending on state
Work EnvironmentOn-site at repossession locations, vehicle lots, or client sitesOffice settings, administrative offices, or remote work
Employer & IndustryRepossession agencies, auto finance companies

Repo Agents are responsible for physically locating and recovering vehicles, often working in the field. Repo Clerks handle administrative tasks related to repossessions, such as documentation and record-keeping. While both roles support the repossession process, Repo Agents focus on fieldwork, whereas Repo Clerks focus on office-based tasks.

What are popular job titles related to Repo Agent jobs in Tennessee? For Repo Agent jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Repo Agent jobs in Tennessee look for? The top searched job categories for Repo Agent jobs in Tennessee are:
What cities in Tennessee are hiring for Repo Agent jobs? Cities in Tennessee with the most Repo Agent job openings:
Repo Agent jobs near you
Infographic showing various Repo Agent job openings in Tennessee as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $46,541 per year, or $22.4 per hour.

Go-to-Market Engineer

GOARC

Franklin, TN • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 16 days ago

Job description

About GOARC

GOARC is an AI-native B2B SaaS company helping industrial organizations protect their people, improve frontline execution, and reduce operational risk.

Our platform brings intelligence, automation, and real-time visibility to some of the most complex and high-stakes operating environments in the world. GOARC helps companies move beyond reactive safety and operations management toward a smarter, more predictive, AI-driven way of working.

The market opportunity is massive. Industrial companies are under pressure to modernize, improve safety performance, reduce risk, and operate with greater speed and precision. GOARC is built for that moment.

We have a clear industry-leading offering, a wide-open market, and a leadership team with a proven track record of building category-defining companies. GOARC’s CEO and SVP of Revenue Operations have helped build two companies valued at more than $1 billion in this category.

For the right person, this is a rare opportunity to get in early, learn directly from proven leaders, and help build the next great AI-native industrial SaaS company.

The Opportunity

GoARC has strong demand and seasoned leadership that is personally running demand gen and outbound. What’s missing is the system underneath: the data, the automations, the content infrastructure, the AI workflows that turn a sophisticated sales motion into a compounding revenue machine.

That’s the job. You are part GTM strategist, part technical backbone of our revenue engine. You will design, ship, and continuously improve the systems, automations, and AI-powered workflows that help our small, sharp go-to-market team operate at a level that looks impossible on paper. You will build the infrastructure that lets us scale without proportional headcount.

This is a high-visibility, high-ownership founding role. You will own the full go-to-market tech stack. You will work side by side with the CEO and head of sales. You will turn go-to-market from a set of disconnected tools into a cohesive, intelligent system.

What you’ll build in your first 6 to 12 months

• The trigger-moment content engine. Structured intake of customer stories, transcripts, and field notes, transformed into an LLM-readable repo that powers personalized outreach, case studies, and account-specific assets at scale.

• The data and enrichment layer. ICP definition, data enrichment orchestration, intent and signal pipes (LinkedIn, news, hiring triggers, M&A), prospect list automation. The system the rest of GTM runs on.

• The outbound and follow-on comms stack. LinkedIn (automated and CEO-amplified), email sequencing, multi-touch nurture, AI personalization layered over named-account lists.

• The attribution and pipeline review. Dashboards the CEO can run in fifteen minutes a week. Source-to-revenue visibility. The truth, not vanity metrics.

• The internal AI workflow library. Claude Code, n8n, Make, or a similar iPaaS or agentic coding tool, MCPs and APIs wired into our stack so the team gets leverage out of every contact, every signal, every customer conversation.

Day to day

A morning might be writing a Clay table that enriches a fresh list of plant-level operations VPs across 200 process-industry sites, wiring it into a sequenced campaign in Smartlead, and routing replies to the right person automatically. The afternoon might be sitting with the CEO turning a 45-minute customer call recording into three field-ready content assets and a templated case-study draft. The next day you might be debugging a Salesforce-to-HubSpot sync, or shipping a Claude-powered agent that drafts personalized LinkedIn messages off real-time hiring signals, or rebuilding the pipeline dashboard so the weekly review takes 20 minutes instead of two hours.

You are hands-on every day. You ship systems. You experiment quickly. You solve messy real-world problems with software, AI, and judgment.

Requirements

Must-haves

• Self-starter. You see what needs to be built and you build it without being asked.

• 2 to 5 years in early stage B2B startups, ideally as one of the first GTM-side hires.

• Hands-on experience leveraging AI and LLMs in real workflows – Claude, OpenAI, agentic tools like Claude Code, not slideware.

• Comfortable with API integrations and basic SQL / data querying.

• Required familiarity with the modern GTM stack: Clay, Apollo, HubSpot or Salesforce, LinkedIn Sales Navigator, an outbound tool (Smartlead, Instantly, or equivalent), a workflow tool (n8n, Make, or Gumloop), and/or agentic coding tools like Claude Code, Codex, or Gemini CLI. These are not bonuses. You cannot do this job without them.

• Technical, but not a software engineer. You wire systems together, write the SQL, hit the APIs, build the automations. The job is not to ship product code or sit in sprint planning.

• Has taste to write well enough to draft sequences, content, and briefs without a copywriter standing by.

• Comfortable working directly with a professional, hands-on CEO.

• Bias to build. You’d rather ship one rough automation today than design three perfect ones for next quarter.

Nice to have

• Background in industrial software, EHS, operations, compliance, or OT – or a track record of getting up to speed fast in unfamiliar industrial buyer contexts.

• You’ve built a customer-evidence repo from raw transcripts and stories before.

• You’ve wired LLM workflows into a real revenue motion that drove pipeline.

• You’ve managed outbound email and messaging at scale.

Not the right fit if

• You’re a software engineer curious about a GTM-adjacent role but you have no experience with GTM tools.

• You’re a VP Marketing operator who manages rather than builds.

• You’re a pure strategist. Execution capacity is what we need.

• You’re a demand-gen specialist whose strength is optimizing inbound funnels. We don’t have inbound yet.

How we work and what you get

• Founding-team GTM scope, equity, and proximity to the CEO.

• The first in-house GTM hire at a company with marquee enterprise customers, fresh capital, and a 10-year head start on the product.

• An operating model built for this era: AI tokens and lightweight workflow tools replace classic seat-heavy Mar/Sales Tech. Your stack will look different from the average GTM team’s. Higher variable usage on AI and automation. Lower fixed SaaS seat spend. More leverage per dollar.

Benefits

  • Competitive compensation
  • Comprehensive medical, dental, and vision coverage
  • 401(k) retirement savings plan
  • Flexible paid time off and company holidays
  • Professional development and industry conference opportunities
  • Remote-first work environment with flexibility