EVP, New Logo Sales / New Logo Acquisition
Great Place To Work, Oklahoma City, Oklahoma, United States
About Us
Great Place To Work® is the global authority on workplace culture. Our mission is to help every place become a Great Place To Work® for all. We give leaders and organizations the recognition and tools to create a consistently and overwhelmingly positive employee experience, fostering cultures that are proven to drive business, improve lives, and better society.
Our recognition is the most coveted and respected in the world for elevating employer brands to attract the right people. Our proprietary methodology and platform enable organizations to truly capture, analyze, and understand the experience of all employees. Our groundbreaking research empowers organizations to build cultures that retain talent and unlock the potential of every employee. Our coaches, content, and community connect the boldest leaders, ideas, and innovations in employee experience. Since 1992, our Certification™, Best Workplaces™ Lists, and global benchmarks have become the industry standard, built on data from more than 100 million employees in 150 countries around the world.
In 2021, Great Place To Work® was acquired by UKG (Ultimate Kronos Group). As a leading global provider of HCM, payroll, HR service delivery, and workforce management solutions, UKG believes organizations succeed when they focus on their people. While Great Place To Work® will continue operating independently within the UKG family, our research and insights will help UKG differentiate its best-in-class HR, talent, and workforce management technology, and together we'll support every workplace to become great. UKG has 15,000 employees around the globe and is known for its inclusive and supportive workplace culture and best-in-class rewards and benefits.
Both UKG and Great Place To Work® are leading the change on what it means to be a Great Place To Work® for all, and we are proud to be Certified™ great workplaces!
About The Position The EVP, New Logo Sales / New Customer Acquisition is an enterprise-level executive accountable for defining, scaling, and sustaining Great Place To Work’s new customer acquisition engine. This leader owns the strategy, operating model, and performance outcomes for new logo growth —including pipeline generation, conversion, forecast accuracy, deal velocity, and bookings predictability — while building a high-trust, high-performance culture aligned to our values.
This is not a purely strategic role. The EVP is expected to combine executive leadership with deep operating rigor: setting clear standards, installing disciplined inspection and coaching rhythms, driving adoption of modern GTM and AI-enabled workflows, and making decisive talent and investment decisions to deliver sustained year-over-year performance improvement.
Sustainable success deliverables in this role look like... A predictable, scalable, and efficient new logo engine with strong leading indicators and reliable forecasting.
Improvement in conversion, deal velocity, win rates, and quota attainment driven by disciplined coaching and execution.
AI and GTM tools are fully embedded into daily workflows with a measurable impact on productivity and consistency.
Partner/channel motions are optimized for measurable new logo impact and trimmed when they do not perform.
A high-performing team with clear standards, strong leadership depth, and timely action on underperformance.
Key Responsibilities
Own a Multiyear New Logo Growth Strategy
Define and continuously refine the new customer acquisition strategy required to achieve sustained year-over-year customer and bookings growth, including segmentation, ICP focus, coverage model, territories, and prioritized plays.
Translate long range objectives into annual targets, quarterly priorities, and a clear operating cadence with measurable leading and lagging indicators.
Build a repeatable engine for pipeline creation, qualification, conversion, and forecasting that produces predictable bookings outcomes—not episodic outperformance.
Ensure alignment, clarity, and performance across Enterprise and SMB motions while respecting the distinct needs of each segment. Provide strategic guidance and coaching without owning SMB day-to-day execution.
Build and Lead a Modern, High-Performance Sales Organization
Recruit, develop, and retain a high performing leadership team and selling organization; build bench strength and succession plans.
Establish coaching rhythms and manager excellence standards that lift team performance quarter after quarter.
Create a culture of urgency, ownership, and continuous improvement, anchored in clear expectations and consistent accountability.
Cross Functional and Cross Organizational Leadership & Decision Making
Serve as the executive owner for complex, high-impact customer opportunities that require coordination across Sales, Marketing, Product, Research, Delivery, Legal, Finance, and other stakeholders driving alignment and execution without unnecessary delay.
Exercise sound executive judgment to evaluate and advance non-standard customer requests and edge-case scenarios by balancing customer value, business impact, strategic priorities, resource constraints, and delivery feasibility.
Act as an organizational integrator, translating field-level opportunities into coordinated cross-functional action to capture revenue and accelerate outcomes.
Reduce organizational friction by driving decisions to closure, resolving tradeoffs, and avoiding prolonged debate, hand-offs, or escalation that slows execution.
Escalate selectively and appropriately, only when decisions materially impact enterprise strategy, risk, or significant resource allocation, demonstrating strong judgment around EVP-level ownership versus enterprise escalation.
Improve Conversion Across the Full Funnel
Drive measurable improvement in conversion rates across lead-to-SQL, SQL-to-opportunity, and opportunity-to-win through aligned definitions, disciplined qualification, and consistent execution standards.
Partner with Marketing and Revenue Operations to strengthen lead quality, routing, follow up speed, and handoffs; reduce leakage and improve throughput.
Define and standardize best-in-class sales behaviors: discovery rigor, value articulation, mutual action plans, economic buyer alignment, and next step discipline.
Lead with Data, Operating Discipline, and Forecasting Rigor
Own forecasting discipline and pipeline management; run rigorous inspection practices (pipeline reviews, deal reviews, QBRs) that improve predictability and decision quality.
Establish and enforce stage exit criteria, deal aging standards, and close planning to increase deal velocity and reduce stalled opportunities.
Ensure strong CRM discipline, data quality, and consistent process adherence as nonnegotiable foundations for scale.
Lead in a Post-AI, GTM World—Practically and Responsibly
Set the vision, priorities, standards and drive adoption of AI enabled tools and selling practices that improve seller productivity, consistency, and deal execution and hold leaders accountable for embedding them into workflows with measurable impact.
Partner with Revenue Operations/Enablement to implement training, reinforcement, and inspection so AI becomes “how we work,” not an optional addon.
Use technology supported insights to identify deal risk early, focus-coaching where it matters, and elevate forecasting rigor—while protecting customer trust, accuracy, and brand integrity.
Own Partnership and Channel Strategy for New Customer Acquisition
Identify, negotiate, and oversee partner motions that accelerate new logo acquisition and improve unit economics.
Establish governance, performance standards, and success metrics for partner programs.
Make outcomes-based decisions to scale what works, restructure what’s underperforming, and exit motions that distract from profitable growth.
Drive Financial Accountability and Resource Stewardship
Own the financial performance of the new business growth engine, including bookings outcomes, expense discipline, and ROI across headcount, programs, and partner investments.
Participate in enterprise planning and budgeting, making clear tradeoffs to maximize sustainable growth and execution efficiency.
Set Clear Performance Thresholds and Manage Performance Decisively
Define explicit performance standards for leaders and sellers using a balanced scorecard of outcomes and controllables, including bookings attainment, win rate, forecast accuracy, pipeline coverage and quality, stage conversion, deal aging, and speed-to-lead.
Inspect performance consistently and act quickly: targeted coaching, capability development, formal improvement plans, role changes, and exits when standards are not met.
Protect the culture and results of the team by ensuring accountability is clear, fair, and enforced.
Represent GPTW with executive presence internally and externally
Serve as a high visibility leader who raises the bar for performance and professionalism across the organization.
Build senior relationships with customers, partners, and industry leaders; represent GPTW with credibility in executive briefings, strategic conversations, and key events.
Act as a trusted voice on culture-led business value and modern enterprise selling.
Travel – up to 25% (annually)
Required Qualifications
10+ years of senior B2B sales leadership experience with direct responsibility for scaling new customer acquisition.
Proven track record building predictable, repeatable revenue engines with strong forecasting rigor.
Demonstrated success recruiting, developing, and leading high-performing sales leaders and teams.
Strong executive presence with credibility engaging senior stakeholders and external partners.
Practical fluency in modern GTM operations and AI-enabled sales execution.
Exceptional communication, negotiation, and cross-functional leadership skills.
Please note this job description is not designed to cover or contain an all-inclusive list of activities, duties, or responsibilities that are required for this job. The preceding functions may not be comprehensive in scope regarding work performed by an employee assigned to this position classification. Management reserves the right to add, modify, change, or rescind the work assignments of this position. Management also reserves the right to make reasonable accommodations so that a qualified employee(s) can perform the essential functions of the position.
Base pay offered may vary depending on skills, experience, job-related knowledge and location. This position is also eligible for commissions and restricted stock unit awards as part of total compensation. Information about UKG’s comprehensive benefits can be reviewed on our careers site at https://www.ukg.com/careers.
Benefits Here, we know that you’re more than your work. That’s why our benefits help you thrive personally and professionally, from wellness programs and tuition reimbursement to U Choose — a customizable expense reimbursement program that can be used for more than 200+ needs that best suit you and your family, from student loan repayment, to childcare, to pet insurance. Our inclusive culture, active and engaged employee resource groups, and caring leaders value every voice and support you in doing the best work of your career. Information about Great Place To Work/UKG’s comprehensive benefits can be reviewed on the careers site at https://www.ukg.com/careers.
Equal Opportunity Employer Great Place To Work is an equal opportunity employer. We aim to create and foster a Great Place To Work For All. We evaluate qualified applicants without regard to race, color, disability, religion, sex, age, national origin, veteran status, genetic information, and other legally protected categories.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Disability Accommodation in the Application and Interview Process For individuals with disabilities that need additional assistance at any point in the application and interview process, please email US_Recruiting@greatplacetowork.com.
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Our recognition is the most coveted and respected in the world for elevating employer brands to attract the right people. Our proprietary methodology and platform enable organizations to truly capture, analyze, and understand the experience of all employees. Our groundbreaking research empowers organizations to build cultures that retain talent and unlock the potential of every employee. Our coaches, content, and community connect the boldest leaders, ideas, and innovations in employee experience. Since 1992, our Certification™, Best Workplaces™ Lists, and global benchmarks have become the industry standard, built on data from more than 100 million employees in 150 countries around the world.
In 2021, Great Place To Work® was acquired by UKG (Ultimate Kronos Group). As a leading global provider of HCM, payroll, HR service delivery, and workforce management solutions, UKG believes organizations succeed when they focus on their people. While Great Place To Work® will continue operating independently within the UKG family, our research and insights will help UKG differentiate its best-in-class HR, talent, and workforce management technology, and together we'll support every workplace to become great. UKG has 15,000 employees around the globe and is known for its inclusive and supportive workplace culture and best-in-class rewards and benefits.
Both UKG and Great Place To Work® are leading the change on what it means to be a Great Place To Work® for all, and we are proud to be Certified™ great workplaces!
About The Position The EVP, New Logo Sales / New Customer Acquisition is an enterprise-level executive accountable for defining, scaling, and sustaining Great Place To Work’s new customer acquisition engine. This leader owns the strategy, operating model, and performance outcomes for new logo growth —including pipeline generation, conversion, forecast accuracy, deal velocity, and bookings predictability — while building a high-trust, high-performance culture aligned to our values.
This is not a purely strategic role. The EVP is expected to combine executive leadership with deep operating rigor: setting clear standards, installing disciplined inspection and coaching rhythms, driving adoption of modern GTM and AI-enabled workflows, and making decisive talent and investment decisions to deliver sustained year-over-year performance improvement.
Sustainable success deliverables in this role look like... A predictable, scalable, and efficient new logo engine with strong leading indicators and reliable forecasting.
Improvement in conversion, deal velocity, win rates, and quota attainment driven by disciplined coaching and execution.
AI and GTM tools are fully embedded into daily workflows with a measurable impact on productivity and consistency.
Partner/channel motions are optimized for measurable new logo impact and trimmed when they do not perform.
A high-performing team with clear standards, strong leadership depth, and timely action on underperformance.
Key Responsibilities
Own a Multiyear New Logo Growth Strategy
Define and continuously refine the new customer acquisition strategy required to achieve sustained year-over-year customer and bookings growth, including segmentation, ICP focus, coverage model, territories, and prioritized plays.
Translate long range objectives into annual targets, quarterly priorities, and a clear operating cadence with measurable leading and lagging indicators.
Build a repeatable engine for pipeline creation, qualification, conversion, and forecasting that produces predictable bookings outcomes—not episodic outperformance.
Ensure alignment, clarity, and performance across Enterprise and SMB motions while respecting the distinct needs of each segment. Provide strategic guidance and coaching without owning SMB day-to-day execution.
Build and Lead a Modern, High-Performance Sales Organization
Recruit, develop, and retain a high performing leadership team and selling organization; build bench strength and succession plans.
Establish coaching rhythms and manager excellence standards that lift team performance quarter after quarter.
Create a culture of urgency, ownership, and continuous improvement, anchored in clear expectations and consistent accountability.
Cross Functional and Cross Organizational Leadership & Decision Making
Serve as the executive owner for complex, high-impact customer opportunities that require coordination across Sales, Marketing, Product, Research, Delivery, Legal, Finance, and other stakeholders driving alignment and execution without unnecessary delay.
Exercise sound executive judgment to evaluate and advance non-standard customer requests and edge-case scenarios by balancing customer value, business impact, strategic priorities, resource constraints, and delivery feasibility.
Act as an organizational integrator, translating field-level opportunities into coordinated cross-functional action to capture revenue and accelerate outcomes.
Reduce organizational friction by driving decisions to closure, resolving tradeoffs, and avoiding prolonged debate, hand-offs, or escalation that slows execution.
Escalate selectively and appropriately, only when decisions materially impact enterprise strategy, risk, or significant resource allocation, demonstrating strong judgment around EVP-level ownership versus enterprise escalation.
Improve Conversion Across the Full Funnel
Drive measurable improvement in conversion rates across lead-to-SQL, SQL-to-opportunity, and opportunity-to-win through aligned definitions, disciplined qualification, and consistent execution standards.
Partner with Marketing and Revenue Operations to strengthen lead quality, routing, follow up speed, and handoffs; reduce leakage and improve throughput.
Define and standardize best-in-class sales behaviors: discovery rigor, value articulation, mutual action plans, economic buyer alignment, and next step discipline.
Lead with Data, Operating Discipline, and Forecasting Rigor
Own forecasting discipline and pipeline management; run rigorous inspection practices (pipeline reviews, deal reviews, QBRs) that improve predictability and decision quality.
Establish and enforce stage exit criteria, deal aging standards, and close planning to increase deal velocity and reduce stalled opportunities.
Ensure strong CRM discipline, data quality, and consistent process adherence as nonnegotiable foundations for scale.
Lead in a Post-AI, GTM World—Practically and Responsibly
Set the vision, priorities, standards and drive adoption of AI enabled tools and selling practices that improve seller productivity, consistency, and deal execution and hold leaders accountable for embedding them into workflows with measurable impact.
Partner with Revenue Operations/Enablement to implement training, reinforcement, and inspection so AI becomes “how we work,” not an optional addon.
Use technology supported insights to identify deal risk early, focus-coaching where it matters, and elevate forecasting rigor—while protecting customer trust, accuracy, and brand integrity.
Own Partnership and Channel Strategy for New Customer Acquisition
Identify, negotiate, and oversee partner motions that accelerate new logo acquisition and improve unit economics.
Establish governance, performance standards, and success metrics for partner programs.
Make outcomes-based decisions to scale what works, restructure what’s underperforming, and exit motions that distract from profitable growth.
Drive Financial Accountability and Resource Stewardship
Own the financial performance of the new business growth engine, including bookings outcomes, expense discipline, and ROI across headcount, programs, and partner investments.
Participate in enterprise planning and budgeting, making clear tradeoffs to maximize sustainable growth and execution efficiency.
Set Clear Performance Thresholds and Manage Performance Decisively
Define explicit performance standards for leaders and sellers using a balanced scorecard of outcomes and controllables, including bookings attainment, win rate, forecast accuracy, pipeline coverage and quality, stage conversion, deal aging, and speed-to-lead.
Inspect performance consistently and act quickly: targeted coaching, capability development, formal improvement plans, role changes, and exits when standards are not met.
Protect the culture and results of the team by ensuring accountability is clear, fair, and enforced.
Represent GPTW with executive presence internally and externally
Serve as a high visibility leader who raises the bar for performance and professionalism across the organization.
Build senior relationships with customers, partners, and industry leaders; represent GPTW with credibility in executive briefings, strategic conversations, and key events.
Act as a trusted voice on culture-led business value and modern enterprise selling.
Travel – up to 25% (annually)
Required Qualifications
10+ years of senior B2B sales leadership experience with direct responsibility for scaling new customer acquisition.
Proven track record building predictable, repeatable revenue engines with strong forecasting rigor.
Demonstrated success recruiting, developing, and leading high-performing sales leaders and teams.
Strong executive presence with credibility engaging senior stakeholders and external partners.
Practical fluency in modern GTM operations and AI-enabled sales execution.
Exceptional communication, negotiation, and cross-functional leadership skills.
Please note this job description is not designed to cover or contain an all-inclusive list of activities, duties, or responsibilities that are required for this job. The preceding functions may not be comprehensive in scope regarding work performed by an employee assigned to this position classification. Management reserves the right to add, modify, change, or rescind the work assignments of this position. Management also reserves the right to make reasonable accommodations so that a qualified employee(s) can perform the essential functions of the position.
Base pay offered may vary depending on skills, experience, job-related knowledge and location. This position is also eligible for commissions and restricted stock unit awards as part of total compensation. Information about UKG’s comprehensive benefits can be reviewed on our careers site at https://www.ukg.com/careers.
Benefits Here, we know that you’re more than your work. That’s why our benefits help you thrive personally and professionally, from wellness programs and tuition reimbursement to U Choose — a customizable expense reimbursement program that can be used for more than 200+ needs that best suit you and your family, from student loan repayment, to childcare, to pet insurance. Our inclusive culture, active and engaged employee resource groups, and caring leaders value every voice and support you in doing the best work of your career. Information about Great Place To Work/UKG’s comprehensive benefits can be reviewed on the careers site at https://www.ukg.com/careers.
Equal Opportunity Employer Great Place To Work is an equal opportunity employer. We aim to create and foster a Great Place To Work For All. We evaluate qualified applicants without regard to race, color, disability, religion, sex, age, national origin, veteran status, genetic information, and other legally protected categories.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Disability Accommodation in the Application and Interview Process For individuals with disabilities that need additional assistance at any point in the application and interview process, please email US_Recruiting@greatplacetowork.com.
#J-18808-Ljbffr