Director, Territory Sales at Park Place Technologies in Cleveland, Ohio

Job Description:

Director, Territory Sales

The Director, Territory Sales will be accountable for leading a territory team of highly effective sales professionals, managing day to day activities that lead to results, coaching each team member to a defined sales process, and reinforcing the established sales culture. The Director, Territory Sales will be responsible for managing the planning, organizing, controlling, attracting and developing assigned team. The successful individual will provide leadership, direction and motivation to the team of territory sales representatives selling data center warranty and related services. This position will lead and enable a group of professionals to reach sales goals by developing tactical plans, applying effective strategies, providing necessary resources, and tracking progress.

 

What you’ll be doing:

• Works closely with the Territory and Channel Sales Leadership teams.


• Directly responsible for driving revenue and advancing the Company’s business interests.


• Actively develops comprehensive sales plans; manages territory business plans to meet revenue goals and quotas.


• Builds targeted business plan / strategy for allocating resources and driving sales activities.


• Assists in planning sales strategy, managing the internal processes in support of sales reps.


• Builds, monitors and orchestrates sales pipeline to ensure continuous population of near to long term opportunities; manages the size, shape and quality of pipeline; analyzes overall win rates and win/loss ratios.


• Mentors and coaches Territory Account Managers, Business Development Managers and Sales Support Staff on sales process (prospecting to closing), activity standards, work discipline and consultative selling. Leads by example.• Manages and assists Territory Account Managers with sales tactics, identifying buying signals, handling objections and deal strategies for both existing and new customers in order to increase business and close deals.


• Conducts deal reviews weekly with each Territory Account Manager, manages to metrics, tracks pipeline activity on a daily basis to yield results.


• Engages the right resources (including themselves) at the right times; such resources also include: pre-sales, field service, pricing, and staff support.


• Maintains intimate knowledge of deal stages, as well as the commitments to next steps within assigned territory.


• Assists individuals with understanding clients’ needs, qualifying opportunities, diagnosing and resolving issues.


• Hires and retains high caliber sales talent, efficiently on-boards as needed, understands current employee’s strengths and opportunities, off-boards non-performers.


• Responsible for partnering on curriculum development, on-boarding new employees, implementing sales force development plans and executing training.


• Motivates and supports sales teams in prospecting and selling, including a high level of support in the pursuit and closing of new and install base deals.


• Proactively assesses, manages, and documents employee performance to ensure individual and group excellence and provides essential feedback.


• Establishes and delivers weekly and targeted sales training and manages individual development plans to improve individual and sales team effectiveness.


• Effectively uses and reinforces the use of sales tools / metrics (GoldMine, CRM, Cisco, etc.)


• Prepares and presents weekly comprehensive reports detailing team’s accomplishments and performance against plan.


• Assists team in developing and maintaining relationships with prospects, customers, internal resources and partners.


• Interacts with senior executives to accurately forecast business and communicate sales team progress.


• Reinforces the employee value proposition by being a positive role model.


• Provide ongoing performance and general feedback to direct reports.


• Provide daily coaching and guidance.


• Weekly or Bi-Weekly 1-on-1 meetings with each direct report.


• Address employee time off requests and approve timecards (if applicable) weekly.


• All other management duties as assigned.


• Other duties as assigned.

 

What we’re looking for:

• 3 to 5+ (5-8 years highly preferred) years of inside sales experience, required.


• Technical/Technology related sales management experience, required.


• Work results that include success in achieving progressively high quota or other sales related goals.


• Demonstrated track record of customer acquisition and retention.


• Proven ability to prospect, qualify, negotiate, manage and close deals.• Leadership experience with a documented record of achievement.


• Proven experience motivating self and others.

 

Bonus Points:

• Sales Team Lead Experience, preferred

 

Education:

• Bachelor’s degree required.

 

Travel:

• 25%

If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability. You can request reasonable accommodations by calling 1-877-778-8707.

Park Place Technologies is an Equal Opportunity Employer M/F/D/V.

Park Place Technologies has an in-house recruiting team that focuses exclusively on the hiring needs of our company. We are not currently accepting additional third-party agreements or unsolicited resumes. If you would like to be considered as a preferred partner with Park Place Technologies, please submit your detailed information to careers@parkplacetech.com. Any CVs submitted directly to hiring managers will be considered unsolicited and become the property of Park Place Technologies.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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 the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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