Description POSITION DESCRIPTION: The Partner Acquisition Manager is responsible for identifying, recruiting, and activating new sales partners to expand Axia's dealer network across active and emerging markets. This role is the frontline engine of partner growth owing to the full recruitment lifecycle from prospecting and outreach through contracting and first sale.
This role works closely with Regional Sales Managers, Sales Operations, and Onboarding to ensure newly recruited partners are set up to sell quickly and successfully. The Partner Acquisition Manager brings a hunter's mindset, a deep understanding of the residential solar dealer landscape, and the ability to build credibility and urgency with prospective partners from first contact. Success in this position is measured by the volume, quality, and ramp speed of newly activated partners.
As East Region Partner Acquisition Manager, you will cover FL, IL, CT, NJ, NY, PA and MA.
RESPONSIBILITIES Partner Prospecting & Recruitment - Own the end-to-end partner recruitment process - from identifying high-potential dealers to executing agreements and completing onboarding handoffs.
- Build and maintain an active pipeline of prospective solar sales partners across all Axia markets, with a bias toward high-volume, high-quality operators.
- Develop and execute targeted outreach strategies leveraging competitive intelligence, market mapping, industry events, referrals, and direct prospecting.
- Evaluate prospective partners against Axia's qualification criteria - assessing sales capacity, market fit, financial stability, and long-term potential.
- Represent Axia with confidence and precision in all partner-facing conversations, articulating the value proposition, program structure, and competitive differentiation clearly.
Partner Activation & Ramp - Drive speed-to-first sale as a primary success metric - removing friction, accelerating onboarding, and staying close to new partners until they are actively selling and generating revenue.
- Coordinate with Sales Operations and Onboarding teams to ensure new partners complete required steps quickly, have access to tools and systems, and understand Axia's program requirements from day one.
- Partner closely with the assigned RSM for each recruit to ensure a smooth handoff and continuity of support through the activation phase.
- Monitor newly signed partners through their early sales cycles, identifying and resolving blockers before they stall momentum.
Market Intelligence & Competitive Positioning - Maintain current knowledge of the residential solar dealer landscape - tracking competitor EPC programs, partner incentives, and market movements that create recruitment opportunities.
- Identify and act on market disruptions (e.g., competitor exits, EPC failures, partner displacements) as high-priority recruitment windows.
- Feed market intelligence directly to the Director of Sales & Marketing and RSM team to inform targeting, program design, and competitive strategy.
Cross-Functional Collaboration - Work closely with Marketing to develop recruitment collateral, partner program materials, and outreach campaigns that support acquisition efforts.
- Collaborate with Sales Operations on partner contracting, credentialing, and system setup to minimize time between agreement and first submission.
- Provide structured feedback to leadership on program gaps, onboarding friction points, and partner objections that are impeding recruitment success.
- Partner with the Onboarding Coordinator to streamline the intake and activation process for all newly signed partners.
Pipeline Management & Reporting - Maintain a clean, current, and actionable recruitment pipeline in Salesforce - tracking all prospects from first contact through execution.
- Provide regular pipeline updates, conversion metrics, and recruitment forecasts to the Director of Sales & Marketing.
- Track and report on speed-to-first sale and new partner volume performance against targets, identifying trends and adjusting tactics accordingly.
- Document partner acquisition activity with discipline - ensuring accurate records support reporting, commission structures, and partner program management.
REQUIRED QUALIFICATIONS - Bachelor's degree in business, sales, marketing, or related field preferred.
- 3+ years of sales or business development experience in residential solar, home services, channel/dealer sales, or a closely related industry.
- Proven track record of independently driving new business acquisition - prospecting, pitching, closing, and activating new partners or accounts.
- Strong understanding of the residential solar dealer and EPC landscape, including how partner programs work and what drives dealer loyalty.
- Experience using Salesforce or equivalent CRM to manage pipelines, track activity, and report on performance.
- Excellent communication and persuasion skills - able to build credibility quickly and move prospective partners through a decision cycle.
- Highly self-directed, organized, and accountable - this role requires minimal hand-holding and maximum ownership.
- Prior experience in channel sales, VAR, or dealer recruitment environment is strongly preferred.
- Travel may be required by up to 10%, depending on business needs.
- Expected to measure success with metrics and KPI's along with monthly and quarterly targets.
PHYSICAL, MENTAL & ENVIRONMENTAL DEMANDS: To comply with the Rehabilitation Act of 1973 the essential physical, mental and environmental requirements for this job are listed below. These are requirements normally expected to perform regular job duties. Incumbent must be able to successfully perform all of the functions of the job with or without reasonable accommodation.
Mobility Standing
20% of time
Sitting
70% of time
Walking
10% of time
Strength Pulling
up to 10 Pounds
Pushing
up to 10 Pounds
Carrying
up to 10 Pounds
Lifting
up to 10 Pounds
Dexterity (F = Frequently, O = Occasionally, N = Never) Typing
F
Handling
F
Reaching
F
Agility (F = Frequently, O = Occasionally, N = Never) Turning
F
Twisting
F
Bending
O
Crouching
O
Balancing
N
Climbing
N
Crawling
N
Kneeling
N
The salary range is required by the California Pay Transparency Act and may differ depending on the location of those candidates hired nationwide. Actual compensation is influenced by a wide array of factors including but not limited to, skill set, education, licenses and certifications, essential job duties and requirements, and the necessary experience relative to the job's minimum qualifications.
*This target salary range is for CA positions only and should not be interpreted as an offer of compensation.
