Director, Sales

Director, Sales
Location: Remote (North America) | Reports to: Chief Revenue Officer
About Client
Our client is the direct sourcing platform behind some of the largest contingent workforce programs in North America. We build and run client-branded talent communities that sit inside MSP and RPO programs, so enterprise clients fill 30–60% of contingent roles through direct sourcing and brand attraction instead of job boards and mark-ups. Our platform integrates with the major VMS platforms (SAP Fieldglass, VNDLY, Beeline) and with our clients' systems of record, and our programs run across the US, Canada, Europe and APAC.
The Role
This seat backfills a top-producing sales role as its current holder moves into a client and product leadership position. The mandate is new business: win new logos and open new programs inside enterprise accounts, then hand a clean, well-documented program to our client team for expansion. Renewals and account farming live elsewhere in the new structure — this role hunts.
Essential Responsibilities

• Drive new logo sales the outbound way: cold calling, cold outreach, prospecting, and territory and account planning across the North American enterprise market. This seat builds its own pipeline — marketing and partner leads are upside, not the plan. Every activity and opportunity is documented in HubSpot.
• Run a weekly hunting rhythm: new first meetings and product demos every week, multi-channel outreach sequences into named target accounts, and disciplined follow-up until there is a real yes or no.
• Own the full cycle: introduction, discovery, demonstration of the client platform, solution design for direct source programs, commercial negotiation, and close.
• Build effective working relationships with client stakeholders (TA, procurement, contingent workforce program owners) and with channel partner leadership — MSPs, VMS providers and technology partners, including the SAP Fieldglass ecosystem.
• Maintain a qualified pipeline at 3x coverage of target, with a named next step and decision-maker on every open deal. No stale close dates, no deals without engagement.
• Close deals that are financially viable for the client— on revenue, margin and customer-reference value.
• Act as an industry expert in the region for direct sourcing, brand attraction and talent pool strategy; represent the client at conferences and partner events.
• Master the client platform and roadmap — including how it integrates with VMS and talent management systems — well enough to teach it.
• Partner with Implementation and Client teams on a clean go-live handoff, and with Marketing on proof points and client value stories.
• Record outcomes properly: every closed deal carries a win or loss reason. Our pipeline data is a company asset and this role keeps it clean.

What Success Looks Like
Year 1: a qualified pipeline of 15+ enterprise opportunities built from scratch; first new-logo programs signed and live; a reputation inside two or three channel partners as the person who brings them deals.
Ongoing: meet and exceed the annual new-business bookings target; multi-threaded relationships (no single-contact deals) in every account in the pipeline.
Requirements

• Demonstrated ability to close new-logo enterprise deals — a track record of hunting, including cold outbound prospecting into accounts with no prior relationship. Managing an existing book is not this job.
• 10+ years in the contingent workforce industry: RPO, MSP, CWS marketplace, staffing services, or in-house contractor program management.
• Fluency in the VMS/MSP ecosystem (Fieldglass, VNDLY, Beeline) and how direct sourcing programs are bought and run.
• Proven success building and managing a pipeline that converts — and the CRM discipline to prove it.
• Ability to engage and present to executive leadership, discuss strategy, business cases and ROI, and sell as a consultant and advisor, not a vendor.
• A student of the staffing industry who sees trends early. Healthcare contingent workforce experience is an advantage.
• Excellent verbal and written communication. Willingness to travel to secure deals. University degree preferred; related industry designations an asset.

Compensation
Base salary: [TBD]. Commission per the current sales plan: 10% on deals sold, paid upfront at client go-live, calculated on net revenue over a three-year term, with annual true-up and clawback if a deal ends early or the employee leaves within the term. Deal splits 5%/5% where two reps share a deal. A guaranteed compensation element (G-COM) applies for the first six months of ramp.
Working Cadence
Weekly 1:1 with the CRO. Monthly pipeline and performance reporting to the leadership team. Quarterly business reviews against target and coverage.