About the Role

• We're looking for an experienced sales manager to lead our Advised channel team, which sells Betterment at Work's 401(k) offering through financial advisors
• This role owns the team's pipeline quality, forecast accuracy, and rep development, and reports into the Head of Sales.
• You'll manage a team of Account Executives and work closely with a Team Lead already in place, taking on quota accountability, coaching, and channel strategy for a business going through real growth and structural change.
• You'll partner with Business Development to build out playbooks, processes, and feedback loops for how large advisor partnerships get established, activated, and grown, shaping how the two teams work together as that motion scales.
• This is a high-visibility role. The Advised channel is central to Betterment at Work's competitive position in the market, and you'll have direct input into pricing, product priorities, and partner strategy.

This role is based out of our NYC office. Actual salaries may vary depending on factors including but not limited to location, experience, and performance. The range listed below is just one component of Betterment's total compensation package for employees.

Target OTE between $240,000 - $280,000
A Day in the Life:

• Run pipeline reviews with AEs, holding deals to qualification standards
• Coach reps on how to work through financial advisors and RIAs, including how to build advisor trust and navigate multi-stakeholder sales cycles
• Manage target account list (TAL) coverage across the team, prioritizing high-value advisors and firms and holding reps accountable to activity standards
• Join advisor calls to coach live on positioning, pricing conversations, and objection handling
• Own forecast accuracy for the channel, rolling up individual rep calls into a number leadership can rely on
• Review win/loss data and deal velocity to find where the team is losing deals or losing time, and adjust coaching or process accordingly
• Run QBRs with the team, using performance data to set priorities for the next quarter
• Manage rep development day to day, from ramping new hires to addressing underperformance directly and early
• Work with Business Development to define and refine the playbook for large advisor partnerships: what qualifies a firm, how it gets activated, and what good coverage looks like once it's live
• Build feedback loops between your team and Business Development so learnings from the field (what's working with advisors, where deals stall, what firms are asking for) shape how BD sources and prioritizes future partnerships
• Review process gaps with Business Development as the large advisor partnership motion matures, adjusting ownership, handoffs, and definitions as needed rather than treating the current process as fixed
• Partner with the Head of Sales on channel strategy, comp structure, and product gaps that affect the Advised business

What We're Looking For:

• 3+ years managing a quota-carrying B2B sales team, ideally in a channel or partner-driven model where deals move through a third party rather than direct
• Experience selling into or through financial advisors, RIAs, or broker-dealers strongly preferred
• A track record of improving win rates or pipeline quality through coaching and process, not just growing headcount
• Comfortable with data: can read a pipeline dashboard, knows what qualification criteria and forecast categories actually mean, and uses both to hold the team accountable
• Background in retirement, 401(k), fintech, or financial services preferred
• Direct communication style. Gives reps clear, honest feedback and holds them accountable without micromanaging
• Experience building or running sales playbooks, QBR structures, or account planning frameworks
• Has managed a team through market disruption (competitor M&A, new entrant, pricing shift) and adjusted strategy accordingly
• Experience building or refining cross-functional processes from scratch, not just operating inside an existing one
• Comfortable being a process owner on your side of a two-team motion, where playbooks and definitions will change as the partnership channel matures

Our Commitment to Your Total Well-being:

• We offer a competitive suite of benefits, including medical, dental, and vision coverage; life and AD&D insurance; short- and long-term disability; infertility support and WPATH-aligned transgender health benefits; an Employee Assistance Program (EAP); transit benefits and FSA and HSA options
• Ownership: Equity for all employees, including new hire and refresher grants.
• Time: Flexible paid time off, paid parental leave, and a fully paid four-week sabbatical in your sixth year.
• Growth: Company-paid professional coaching for all employees.
• Wealth: Day-one 401(k) match plus matching on qualified student loan payments.

What happens next

We'll take a few weeks to review all applications. If we'd like to spend more time with you, we'll reach out to arrange next steps, which will include 3-4 sets of meetings with your future colleagues.

In the interview process, we'll look to learn more about your skills, experiences, capabilities, and motivators. Many of our questions will be aimed at understanding how you might operate here at Betterment. Depending on the role, we may ask you to complete a case study exercise or technical assessments, as we want to collect a robust set of data points to better inform our decisions.

On average, it takes us around 3-5 weeks to make a hiring decision, depending on your availability and sense of urgency. As a best practice, we aim to interview at least 2-3 final round candidates before making a hiring decision. Please note that, as we usually receive an overwhelming number of applications for open positions, we're unable to offer individual feedback during the interview process.

We recognize that interviewing for a new role is a big deal. We appreciate you considering Betterment as the next step in your career, and our Recruiting Team is here to support and advocate for you through the interview process!

Betterment is dedicated to providing accommodations to candidates upon request. If you need accommodations at any point throughout the interview process, please reach out to your recruiter.

Please note that in any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.

Come join us!