Senior Director, Payments Sales Development What We NeedCorpay is seeking to hire an experienced and highly motivated Senior Director, Payments Sales Development. This position falls under our Cross-Border line of business and will be located in our Toronto, Canada location. Corpay Cross-Border is a global leader in international payments, embedded payment technologies, and foreign exchange (FX) risk management.
Reporting directly SVP of Payments Solutions. This person will not run a personal book of business. Instead, you own two things: the sales framework and playbook that the Director of Business Development executes against, and the program that identifies entry-level inside sales talent, promotes them into Payments Sales Executive roles, and gets them producing. Once promoted, those Payments Sales Executives report to you.
How We WorkAs a Senior Director, Payments Sales Development, you will be expected to work in our Toronto location. Corpay will set you up for success by providing:
- Assigned workspace
- Company-issued equipment
- Formal, hands-on training
Roles Responsibilities Build and own the sales framework and playbook- Designing the payments sales playbook end to end: prospecting motion, qualification criteria, discovery framework, pricing and interchange conversation, competitive displacement, objection handling, and close process.
- Defining the framework the Director of Business Development operates against - territory and account coverage model, outbound cadence standards, lead qualification and handoff rules, SLAs between business development and closing roles.
- Setting the stage definitions, exit criteria, and data standards in [CRM] so pipeline is measurable and inspectable rather than anecdotal.
- Keeping the playbook current against the payments landscape: [product launches, pricing changes, competitor moves, regulatory and network rule changes].
- Partnering with [enablement, marketing, product] to turn the playbook into training, collateral, and call guides that people actually use.
Own the promotion program from inside sales to Payments Sales Executive - Designing and own the promotion path from entry-level inside sales into junior payments sales roles: readiness criteria, competency scorecard, certification or assessment process, and promotion cadence.
- Establishing the program metrics: candidate throughput, promotion rate, time-to-first-deal, time-to-full-productivity, ramp attainment at [30/60/90/180] days, and post-promotion retention at [6/12] months.
- Partnering with inside sales leadership and HR to identify candidates early, build individual development plans, and align the compensation and leveling structure for the new role.
- Building the ramp curriculum - the first [90-120] days a newly promoted Payments Sales Executive goes through, including shadowing, certification, and graduated quota.
- Reporting program health to the SVP on a [monthly / quarterly] basis and adjust criteria based on which predictors actually correlate with production.
Manage the Payments Sales Executive team - Directly manage the team of newly promoted Payments Sales Executives: weekly one-on-ones, pipeline reviews, deal strategy, and forecast.
- Setting individual quotas and activity expectations appropriate to a ramping seller, and hold the team to them with clear, documented performance conversations.
- Coaching in the field and on live calls - develop the seller rather than closing the deal for them.
- Serving as executive sponsor on [strategic, complex, or at-risk] deals where a senior voice moves the outcome.
- Owning retention, morale, and continuity of coverage as the team scales.
Lead the Director of Business Development - Managing, develop, and hold accountable the Director of Business Development against agreed activity and pipeline-generation targets.
- Running a consistent operating rhythm: one-on-ones, pipeline and program reviews, and quarterly planning.
Run the business - Delivering an accurate team forecast to the SVP of Payment Solutions and commit to the number the team carries.
- Owning the analytics behind the funnel: conversion by stage, source, and rep; win/loss patterns; and coverage gaps.
- Recommending changes to quota structure, comp plans, and headcount to the SVP with data behind them.
Required Qualifications- 10+ years in B2B sales and sales leadership, with at least [5] years in payments, merchant services, fintech, or financial services.
- 3+ years managing quota-carrying sellers, including experience managing or developing other leaders.
- Demonstrated experience building a sales playbook, enablement program, or seller career path from scratch - not just executing one someone else designed.
- Track record of ramping junior or newly promoted sellers to productivity, with numbers to support it.
- Deep working knowledge of the payments landscape
- Analytical fluency: comfortable defining metrics, building a funnel model, and defending both to an SVP.
- Executive presence with internal leadership, partners, and enterprise prospects.
- Proficiency with [Salesforce/Gong/Salesloft] as a program design and inspection tool.
Benefits & Perks- Comprehensive Benefits Package including, Medical, Dental, Vision and Paramedical benefits, as of day one
- Quarterly Commission program
- Optional company match RRSP program
- Virtual fitness classes offered company-wide
- Time-off including major holidays, vacation, sick, personal, & volunteer time
- Discounted gym membership rate
- Philanthropic support with both local and national organizations
- Fun culture with company-wide contests and prizes
Pay TransparencyThis salary range is provided for locations which require such disclosure. Where a position or applicant may fall in a particular wage range depends on a number of factors including but not limited to skill sets, experience training licenses and certifications (if applicable), and other business and organization needs. The disclosed range has not been adjusted for the applicable geographic markets. At Corpay it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions depend on the facts and circumstances of each case. The estimate of the minimum and maximum salary range is CAD $120,000 to $150,000.
