Key Responsibilities:- Drive $2,500,000+ in annual recurring revenue (ARR) by leading a team of Account Executives through a disciplined, data-driven approach to the full sales cycle.
- Develop and execute a scalable sales strategy, setting team targets, managing pipeline coverage, and holding the team accountable to performance benchmarks.
- Coach and mentor Account Executives on prospecting techniques, discovery, objection handling, and contract negotiations to elevate team-wide performance.
- Oversee the team's outreach and lead qualification efforts, ensuring a healthy and well-prioritized opportunity funnel across cold prospects and existing clients.
- Guide the team in leading prospective clients through a comprehensive buying journey, including discovery, customized pitches, and win-win contract negotiations.
- Establish and enforce best practices for CRM hygiene, ensuring all deal details, influencer associations, and qualification notes are accurate, consistent, and up to date across the team.
- Deliver high-accuracy ARR forecasting every two weeks at both the individual rep and team level, consistently targeting a precision rate above 90 percent.
- Serve as a strategic voice of the market by synthesizing team feedback and communicating evolving industry trends and client needs to product and partnership stakeholders.
Requirements:- 5+ years of B2B sales experience with a demonstrated track record of exceeding quota, plus 2+ years in a team lead, senior, or managerial capacity.
- Proven ability to recruit, develop, and retain high-performing sales talent in a fast-paced, competitive environment.
- Deep expertise managing complex, full-cycle sales processes and a strong command of CRM platforms such as HubSpot or Salesforce, including pipeline reporting and team-level analytics.
- Demonstrated success building and scaling sales processes, playbooks, and training programs that improve team consistency and performance.
- Strong analytical capabilities to identify market trends, threats, and opportunities and translate insights into actionable team strategy.
- High adaptability and composure in navigating organizational complexity and rapid change, with the ability to keep teams motivated and focused.
- Exceptional organizational and prioritization skills with the ability to manage both individual responsibilities and team-level operations simultaneously.
- Willingness to travel for industry conferences, client engagements, and team events as needed.
Skills and Knowledge:- Mastery of consultative sales methodologies with the ability to coach reps on discovery, pitching, and closing across diverse market segments.
- Experience building a culture of continuous improvement - using call reviews, pipeline audits, and feedback loops to develop rep skills and refine team processes.
- Collaborative leadership style with experience working cross-functionally alongside partnerships, marketing, and product teams to align go-to-market strategy.
- Strong communication skills with the ability to translate complex industry nuances into clear, compelling narratives for both internal stakeholders and external clients.
- Commitment to developing others, with a genuine interest in mentoring early-career sales professionals and building long-term team capability.
Compensation:Harbor Compliance's base salary range for this role is listed below. Compensation at the time of offer is based on factors such as skill set, experience, qualifications, and work location. Salary is one part of Harbor Compliance's total compensation package. Other benefits may include health benefits, flexible paid time off, parental leave, fertility and adoption assistance, 401(k), and educational reimbursement. Note that the salary range and benefits apply only to U.S.-based candidates.
Pay Transparency Policy StatementHarbor Compliance will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Harbor Compliance, or (c) consistent with Harbor Compliance's legal duty to furnish information.
