Position Overview
Superior Insurance Partners is seeking a Regional Sales Leader to step into a high-impact player-coach role within our growing platform. This role is designed for a successful middle-market producer who is ready to evolve into formal sales leadership while continuing to actively produce.
The Sales Leader will be responsible for driving new business production, developing and coaching producers, strengthening pipeline discipline, and building a consistent, intentional sales culture.
This role directly supports a growing team of producers and works closely with executive leadership to support long-term growth objectives.
Key Responsibilities
Sales Leadership & Producer Development
- Lead, coach, and develop a team of producers, with clear expectations to elevate individual performance
- Drive consistent sales velocity growth across the team
- Conduct structured, productive 1:1 coaching sessions focused on:
- New business development
- Pipeline health and opportunity strategy
- Sales activity and execution
- Individual development plans and career progression
- Join producers on client and prospect meetings to:
- Provide live coaching and feedback
- Help advance deals and overcome obstacles
- Model effective, repeatable sales behaviors
Sales Process, Accountability & Execution
- Hold producers accountable for sales activity, appointments, and follow-through
- Run structured sales meetings emphasizing:
- Accountability and execution
- Pipeline transparency and deal progression
- Skill reinforcement and role-playing
- Bring greater intentionality to:
- Pipeline building (how to build it-not just track it)
- Prospecting consistency and time management
- Sustainable performance and work-life balance
- Challenge producers constructively through:
- Role-playing and skill practice
- Real-time coaching and feedback
- Clear expectations between meetings
Recruiting & Talent Pipeline Development
- Actively support the recruitment of production talent
- Help build a culture where leaders and producers contribute to recruiting
- Leverage relationships from large brokerage environments (e.g., AJG, Marsh, Aon, Alliant)
- Build and maintain a long-term producer talent pipeline
- Partner with executive leadership and Talent Acquisition on hiring strategy
Prospecting Strategy & Market Focus
- Help producers identify and prioritize the right prospects through:
- Industry and niche focus
- Ideal group size and account profile
- List building and targeting strategies
- Warm-lead strategies and Centers of Influence (COIs)
- Provide guidance on account strategy, structure, and overall approach
- Support developing producers with day-to-day deal and pipeline questions
Personal Production
- Actively produce new business with meaningful annual production expectations aligned with leading a team of producers
- Focus on middle-market accounts, typically serving organizations with $10M-$150M in revenue
- Leverage existing relationships, referral partners, and Centers of Influence to drive consistent deal flow
- Serve as a role model for prospecting discipline, deal strategy, and execution
Experience & Industry Expectations
- Property & Casualty (P&C) or Employee Benefits (EB) experience required
- Familiarity with cross-sell work or collaboration strongly preferred
- Industry experience is critical to effectively coach and develop producers, particularly newer producers
- This role is not intended for candidates new to the insurance industry, as that would slow team development
Qualifications
- Proven success as a middle-market producer in P&C and/or Employee Benefits
- Demonstrated ability to generate and manage a substantial book of business
- Desire to move into a formal sales leadership role
- Strong coaching mindset-values developing people as much as producing
- Comfortable challenging others and holding teams accountable
- Strong executive presence, communication skills, and credibility with producers and leadership
- Experience in large brokerage environments is a plus
What Success Looks Like
- Clear lift in producer confidence, pipeline quality, and accountability
- Consistent sales rhythm driven by execution and coaching
- Stronger sales culture centered on discipline, support, and performance
- A visible, trusted leader producers want to follow
Compensation Philosophy & Incentives
This is a performance-oriented, player-coach role. Compensation is structured to reward producer development, sustained sales growth and personal production.
- Competitive base salary to support leadership responsibilities
- Commission on personal production
- Performance-based incentives tied to sales velocity and producer development
- Long-term equity opportunities aligned with building enterprise value
Meaningful upside is earned through writing business, developing producers, and driving long-term growth
