Game Seven Staffing matches top-tier engineers with high-stakes projects. Our clients range from two-person startups chasing their first patent to Fortune 500 giants refining mission-critical systems in Aerospace, AI infrastructure, Automotive, Consumer Products, Medical Devices, Defense, Robotics, and Semiconductors.
Why This Role Exists AI is rewiring how every product is imagined and built. Demand for brilliant engineers has never been higher—and it’s only accelerating. To meet that demand, we’re scaling our Account Management team. As our next Sales Manager, you’ll lead 4–8 IC Account Managers who open doors, build durable relationships with engineering leaders, and drive revenue across new and existing accounts.
You’ll coach the craft, run a crisp operating cadence, and turn individual effort into team outcomes—so our clients get the talent they need, fast.
What You’ll Do
Lead a pod of 6–10 AMs. Hire, onboard, coach, and performance-manage a team selling into engineering leaders from seed-stage to enterprise.
Run the operating system. Own weekly 1:1s, pipeline/deal reviews, forecast calls, and quarterly business reviews. Keep pipeline coverage healthy (3–4×), increase win rates, and shorten cycle times.
Level up the craft. Shadow calls, review sequences, and sharpen messaging with our Sales Marketing team. Turn case studies, demo decks, and talk tracks into repeatable wins.
Inspect the data. Use Bullhorn CRM/ATS, Sales Navigator, ZoomInfo, Sourcewhale, and our in-house AI tooling to drive activity quality, territory focus, and accurate forecasting.
Close strategically. Step in on late-stage deals and expansions. Guide SOW/PO/MSA negotiations and ensure clean handoffs to Recruiting Delivery.
Shape territory & account strategy. Assign books, define ICPs, and prioritize verticals (Aerospace, Robotics, Semis, Med Devices, etc.) based on signal, not noise.
Partner cross-functionally. Work shoulder-to-shoulder with the founders, Recruiting leadership, and Sales Marketing to remove blockers and scale what works.
Hire for bar-raisers. Attract and develop AMs who mix curiosity, resilience, and clear communication—with a bias for action.
What Success Looks Like After 12 Months
Team hitting plan. 6–10 AMs at or above quota with ≥85% team attainment and forecast accuracy within ±10%.
Revenue growth. Material year-over-year lift from a balanced mix of new logos and expansions across priority verticals.
Manager-made wins. Documented improvements in win rate, average deal size, and cycle time driven by your coaching and operating cadence.
Trusted partner. You’re the first call for founders and Recruiting leadership when a complex opportunity needs a clear plan and fast execution.
What You’ll Bring
Sales leadership in staffing or B2B tech (SAAS sellers, Channel/Partner Sellers). 3–5+ years leading quota-carrying SDR/AM/AE teams (hiring, onboarding, coaching, performance management).
Deal + process instincts. You can diagnose pipeline gaps, redesign territories, and jump into a negotiation without skipping a beat.
Data-driven operator. Comfortable setting KPIs, building dashboards, and managing to activity quality, pipeline coverage, and conversion.
Coach at heart. You turn call reviews, sequence rewrites, and live role-plays into better reps—and better outcomes.
Tool-savvy. Confident with CRMs (Bullhorn), Microsoft 365, Sales Navigator, ZoomInfo, Sourcewhale, and eager to push on new AI-powered sales tools.
Clear communicator. Crisp writing and calm, direct conversations—internally and with senior engineering leaders.
Bonus points: Prior experience selling staffing services into hardware/software engineering orgs; familiarity with contract structures (SOW, PO, MSA); successful track record scaling a pod from ~5 to 10+ reps.
Pay & Growth Base + uncapped commission + team override. We publish quotas, comp plans, and real performance internally—no mysteries, no moving goalposts.
Illustrative OTE bands (actuals shared during interviews):
Year 1: $160K–$210K OTE
Year 2: $180K–$400K OTE
Year 3+: $250K–$900K OTE
Why People Stay
Direct line to ownership. No layers, no red tape. Expect hands-on support to master the newest AI sales tools and sharpen skills that compound your career value.
Recharge without guilt. Unlimited PTO that people actually use. When you’re off, you’re off.
Front-row seat to the AI boom. Work with teams building what’s next—before it hits the headlines.
Transparent growth. Clear goals, clear pay mechanics, and a team that celebrates hitting plan.
#J-18808-Ljbffr
Why This Role Exists AI is rewiring how every product is imagined and built. Demand for brilliant engineers has never been higher—and it’s only accelerating. To meet that demand, we’re scaling our Account Management team. As our next Sales Manager, you’ll lead 4–8 IC Account Managers who open doors, build durable relationships with engineering leaders, and drive revenue across new and existing accounts.
You’ll coach the craft, run a crisp operating cadence, and turn individual effort into team outcomes—so our clients get the talent they need, fast.
What You’ll Do
Lead a pod of 6–10 AMs. Hire, onboard, coach, and performance-manage a team selling into engineering leaders from seed-stage to enterprise.
Run the operating system. Own weekly 1:1s, pipeline/deal reviews, forecast calls, and quarterly business reviews. Keep pipeline coverage healthy (3–4×), increase win rates, and shorten cycle times.
Level up the craft. Shadow calls, review sequences, and sharpen messaging with our Sales Marketing team. Turn case studies, demo decks, and talk tracks into repeatable wins.
Inspect the data. Use Bullhorn CRM/ATS, Sales Navigator, ZoomInfo, Sourcewhale, and our in-house AI tooling to drive activity quality, territory focus, and accurate forecasting.
Close strategically. Step in on late-stage deals and expansions. Guide SOW/PO/MSA negotiations and ensure clean handoffs to Recruiting Delivery.
Shape territory & account strategy. Assign books, define ICPs, and prioritize verticals (Aerospace, Robotics, Semis, Med Devices, etc.) based on signal, not noise.
Partner cross-functionally. Work shoulder-to-shoulder with the founders, Recruiting leadership, and Sales Marketing to remove blockers and scale what works.
Hire for bar-raisers. Attract and develop AMs who mix curiosity, resilience, and clear communication—with a bias for action.
What Success Looks Like After 12 Months
Team hitting plan. 6–10 AMs at or above quota with ≥85% team attainment and forecast accuracy within ±10%.
Revenue growth. Material year-over-year lift from a balanced mix of new logos and expansions across priority verticals.
Manager-made wins. Documented improvements in win rate, average deal size, and cycle time driven by your coaching and operating cadence.
Trusted partner. You’re the first call for founders and Recruiting leadership when a complex opportunity needs a clear plan and fast execution.
What You’ll Bring
Sales leadership in staffing or B2B tech (SAAS sellers, Channel/Partner Sellers). 3–5+ years leading quota-carrying SDR/AM/AE teams (hiring, onboarding, coaching, performance management).
Deal + process instincts. You can diagnose pipeline gaps, redesign territories, and jump into a negotiation without skipping a beat.
Data-driven operator. Comfortable setting KPIs, building dashboards, and managing to activity quality, pipeline coverage, and conversion.
Coach at heart. You turn call reviews, sequence rewrites, and live role-plays into better reps—and better outcomes.
Tool-savvy. Confident with CRMs (Bullhorn), Microsoft 365, Sales Navigator, ZoomInfo, Sourcewhale, and eager to push on new AI-powered sales tools.
Clear communicator. Crisp writing and calm, direct conversations—internally and with senior engineering leaders.
Bonus points: Prior experience selling staffing services into hardware/software engineering orgs; familiarity with contract structures (SOW, PO, MSA); successful track record scaling a pod from ~5 to 10+ reps.
Pay & Growth Base + uncapped commission + team override. We publish quotas, comp plans, and real performance internally—no mysteries, no moving goalposts.
Illustrative OTE bands (actuals shared during interviews):
Year 1: $160K–$210K OTE
Year 2: $180K–$400K OTE
Year 3+: $250K–$900K OTE
Why People Stay
Direct line to ownership. No layers, no red tape. Expect hands-on support to master the newest AI sales tools and sharpen skills that compound your career value.
Recharge without guilt. Unlimited PTO that people actually use. When you’re off, you’re off.
Front-row seat to the AI boom. Work with teams building what’s next—before it hits the headlines.
Transparent growth. Clear goals, clear pay mechanics, and a team that celebrates hitting plan.
#J-18808-Ljbffr