Sales Manager New
FreeWill Co., Denver, CO, United States
FreeWill is an award-winning, social-good startup that has partnered with
2,400+
nonprofits who support our mission while generating $13B in gift commitments for nonprofits since we were founded in 2017. We’ve been featured in the New York Times, Forbes, Oprah’s magazine, and our co‑CEOs have even been named to Town & Country’s “Top 50 Philanthropists” list.
All of this is because we’ve figured out how to make some powerful (but complicated!) ways to donate much easier and more accessible. Our products make things easier for the donors who want to change the world and for nonprofits doing heroic work around the planet.
Full-time • Excellent Benefits • Work from Anywhere in the US (except AL, CO, or LA) About the role Our sales team is 50 people and growing quickly. We are looking for an experienced Sales Manager to directly manage a team of Account Executives. We’re looking for someone with strong business acumen and experience with SaaS sales organizations, ideally with some experience selling to nonprofits.
Many of our AEs bring deep nonprofit experience and fundraising knowledge to the team, and need support in pipeline management and account strategy. We are looking for someone who can manage and develop the team members. This role works closely with the Director of Sales, making data‑driven decisions around challenges and opportunities the team faces. Additionally, this role will work closely with each direct report to ensure quota attainment and the successful completion of team goals.
This is an incredible opportunity to help shape a quickly growing sales organization at a high‑impact, mission‑driven startup.
This is a fully remote position, reporting to the Director of Sales.
FreeWill has set compensation and a non‑negotiation policy for fairness reasons (we don't think that an individual's pay should be determined by how comfortable they are negotiating). As a result, we like to be transparent and upfront about the compensation.
The offer for this role will be $122,500 base salary and variable compensation of $52,500 based on OTE of $175,000.
Responsibilities
Develop and manage 6‑8 account executives to hit sales goals
Leverage the sales tech stack (Salesforce, Gong, 6 Sense, ZoomInfo, Chilipiper, Looker) to have a holistic view of the team and individual performance; surface who is thriving and who is struggling, develop plans to support staff and address challenges, and identify opportunities for individual coaching and training
Ensure that company quotas are met by holding regular one‑on‑one check‑ins with sales team to set objectives and monitor progress
Manage the overall pipeline for your team, making sure that processes, checkpoints and systems are set up and that the team is using these effectively
Work closely with the revenue operations team to understand the overall pipeline, gain insights into sales opportunities, and work with team leaders to adjust plans for the team
Serve as a thought partner to the Director of Sales on strategic decisions, thinking critically and surfacing opportunities and roadblocks
Manager Expectations This is a people management role, meaning you'll have one or more FreeWillians reporting to you in a management capacity. We believe that when staff own their work and are invested in the outcomes, we get better results. A manager’s role is to ensure that their team members have the skills, support, autonomy, guidance, mentorship and relationships to succeed in their work and develop professionally.
As a manager you’ll have the following responsibilities:
Achieve results as they relate to goals and metrics
Inspire and motivate your team
Make key decisions that impact your direct reports and their work
Trust and advocate for your staff
Create a thoughtful, caring, and welcoming team environment
Develop and invest in team member growth
Integrate DEI considerations into the team’s work
Create a safe working environment
Facilitate relationship building among your team and cross departmentally
Ensure strong communication with your team
How you’ll do this:
Weekly 1‑1 check‑ins with your team where you provide and solicit regular feedback
Supporting in clear goal setting and action plans to achieve them, including follow up
Writing and discussing 360’s and formal annual reviews
Skip level meetings (for managers of managers)
Making important decisions on the following (in conjunction with Recruitment, HR, and your manager, where needed): hiring, performance management (annual reviews, 360s, development plans, PIPs, and disciplinary action), termination and offboarding, budgetary spending, and delegating work.
Required Skills and Experience
People management: 2+ years of experience managing a sales team
Great sales experience: 5+ years of experience and proven success in full cycle SaaS sales at a company with multiple products; experience selling to nonprofits is a plus
Demonstrated success in coaching and mentoring account executives and driving towards a high‑performing team
Ability to take a strategic decision and run with it, figuring out how to develop and implement a plan with a large team
Ability to understand data and make data‑driven decisions about management
Smart, tenacious, and kind, with a growth mindset
Hiring Process
Live Role‑play (45 minutes)
Final interviews with 2-4 FreeWill team members (2-4 separate 30 minute interviews)
Offer (contingent on positive references)
Benefits
Work from home
Flexible Paid Time Off policy. We trust staff to manage their own schedules and take the time off you need to be your best, as long as your work is on track. We recommend staff take a minimum of three weeks annually
Flexible hours
Company stock options
401k
Medical/Dental/Vision (some single coverage medical plans are 100% employer paid, subsidized rates for spousal, parent-child, and family coverage)
Short‑term and long‑term disability insurance
Life and AD&D insurance
Free One Medical membership
Paid parental leave for all parents
Regular (virtual) team events
$250 monthly co‑working budget which can be used for local co‑working spaces and your home wifi bill
$300 annual budget to outfit your home office or cover utility bills
$1,000 referral bonuses for growing our FreeWill community
FreeWill is an equal opportunity employer and we value diversity. We are committed to finding talent that is not determined on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or any other characteristic protected by law.
We are a remote‑first company that’s able to hire in 47 states and D.C. Unfortunately, we are unable to hire in Colorado, Alabama, or Louisiana at this time. We also can’t sponsor working visas, so all applicants will need to have work authorization in the US.
Don’t check off every box in the requirements listed above? Please apply anyway! Studies have shown that marginalized communities – such as women, LGBTQ+ and people of color – are less likely to apply to jobs unless they meet every single qualification. FreeWill is dedicated to building an inclusive, diverse, equitable, and accessible workplace that fosters a sense of belonging – so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to still consider submitting an application. You may be just the right candidate for this role or another one of our openings!
AI Policy We are excited to engage with candidates who can demonstrate their experience and skills through their own words and work, not through AI-generated content. We want to understand your genuine interest in the company and your unique perspectives, not simply AI‑driven responses. We ask that you refrain from use of AI-generated content during the hiring process which includes phone screens, video interviews, tech screens, or other assessment stages except as otherwise indicated to you by the Recruiter.
For example: Using ChatGPT to generate scripted answers to application questions or during phone screens and video interviews is strongly discouraged and will result in not moving forward in the hiring process. However, the use of an AI design tool to enhance the design of a presentation deck is permitted.
The Recruiter will be able to provide additional guidance during the hiring process if needed. If hired at FreeWill, we do encourage the use of AI in your role to build upon or enhance your skill set.
Voluntary Self‑Identification For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in FreeWill’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A “disabled veteran” is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A “recently separated veteran” means any veteran during the three‑year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service.
An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self‑Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250‑0005 Expires 04/30/2026
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
#J-18808-Ljbffr
2,400+
nonprofits who support our mission while generating $13B in gift commitments for nonprofits since we were founded in 2017. We’ve been featured in the New York Times, Forbes, Oprah’s magazine, and our co‑CEOs have even been named to Town & Country’s “Top 50 Philanthropists” list.
All of this is because we’ve figured out how to make some powerful (but complicated!) ways to donate much easier and more accessible. Our products make things easier for the donors who want to change the world and for nonprofits doing heroic work around the planet.
Full-time • Excellent Benefits • Work from Anywhere in the US (except AL, CO, or LA) About the role Our sales team is 50 people and growing quickly. We are looking for an experienced Sales Manager to directly manage a team of Account Executives. We’re looking for someone with strong business acumen and experience with SaaS sales organizations, ideally with some experience selling to nonprofits.
Many of our AEs bring deep nonprofit experience and fundraising knowledge to the team, and need support in pipeline management and account strategy. We are looking for someone who can manage and develop the team members. This role works closely with the Director of Sales, making data‑driven decisions around challenges and opportunities the team faces. Additionally, this role will work closely with each direct report to ensure quota attainment and the successful completion of team goals.
This is an incredible opportunity to help shape a quickly growing sales organization at a high‑impact, mission‑driven startup.
This is a fully remote position, reporting to the Director of Sales.
FreeWill has set compensation and a non‑negotiation policy for fairness reasons (we don't think that an individual's pay should be determined by how comfortable they are negotiating). As a result, we like to be transparent and upfront about the compensation.
The offer for this role will be $122,500 base salary and variable compensation of $52,500 based on OTE of $175,000.
Responsibilities
Develop and manage 6‑8 account executives to hit sales goals
Leverage the sales tech stack (Salesforce, Gong, 6 Sense, ZoomInfo, Chilipiper, Looker) to have a holistic view of the team and individual performance; surface who is thriving and who is struggling, develop plans to support staff and address challenges, and identify opportunities for individual coaching and training
Ensure that company quotas are met by holding regular one‑on‑one check‑ins with sales team to set objectives and monitor progress
Manage the overall pipeline for your team, making sure that processes, checkpoints and systems are set up and that the team is using these effectively
Work closely with the revenue operations team to understand the overall pipeline, gain insights into sales opportunities, and work with team leaders to adjust plans for the team
Serve as a thought partner to the Director of Sales on strategic decisions, thinking critically and surfacing opportunities and roadblocks
Manager Expectations This is a people management role, meaning you'll have one or more FreeWillians reporting to you in a management capacity. We believe that when staff own their work and are invested in the outcomes, we get better results. A manager’s role is to ensure that their team members have the skills, support, autonomy, guidance, mentorship and relationships to succeed in their work and develop professionally.
As a manager you’ll have the following responsibilities:
Achieve results as they relate to goals and metrics
Inspire and motivate your team
Make key decisions that impact your direct reports and their work
Trust and advocate for your staff
Create a thoughtful, caring, and welcoming team environment
Develop and invest in team member growth
Integrate DEI considerations into the team’s work
Create a safe working environment
Facilitate relationship building among your team and cross departmentally
Ensure strong communication with your team
How you’ll do this:
Weekly 1‑1 check‑ins with your team where you provide and solicit regular feedback
Supporting in clear goal setting and action plans to achieve them, including follow up
Writing and discussing 360’s and formal annual reviews
Skip level meetings (for managers of managers)
Making important decisions on the following (in conjunction with Recruitment, HR, and your manager, where needed): hiring, performance management (annual reviews, 360s, development plans, PIPs, and disciplinary action), termination and offboarding, budgetary spending, and delegating work.
Required Skills and Experience
People management: 2+ years of experience managing a sales team
Great sales experience: 5+ years of experience and proven success in full cycle SaaS sales at a company with multiple products; experience selling to nonprofits is a plus
Demonstrated success in coaching and mentoring account executives and driving towards a high‑performing team
Ability to take a strategic decision and run with it, figuring out how to develop and implement a plan with a large team
Ability to understand data and make data‑driven decisions about management
Smart, tenacious, and kind, with a growth mindset
Hiring Process
Live Role‑play (45 minutes)
Final interviews with 2-4 FreeWill team members (2-4 separate 30 minute interviews)
Offer (contingent on positive references)
Benefits
Work from home
Flexible Paid Time Off policy. We trust staff to manage their own schedules and take the time off you need to be your best, as long as your work is on track. We recommend staff take a minimum of three weeks annually
Flexible hours
Company stock options
401k
Medical/Dental/Vision (some single coverage medical plans are 100% employer paid, subsidized rates for spousal, parent-child, and family coverage)
Short‑term and long‑term disability insurance
Life and AD&D insurance
Free One Medical membership
Paid parental leave for all parents
Regular (virtual) team events
$250 monthly co‑working budget which can be used for local co‑working spaces and your home wifi bill
$300 annual budget to outfit your home office or cover utility bills
$1,000 referral bonuses for growing our FreeWill community
FreeWill is an equal opportunity employer and we value diversity. We are committed to finding talent that is not determined on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or any other characteristic protected by law.
We are a remote‑first company that’s able to hire in 47 states and D.C. Unfortunately, we are unable to hire in Colorado, Alabama, or Louisiana at this time. We also can’t sponsor working visas, so all applicants will need to have work authorization in the US.
Don’t check off every box in the requirements listed above? Please apply anyway! Studies have shown that marginalized communities – such as women, LGBTQ+ and people of color – are less likely to apply to jobs unless they meet every single qualification. FreeWill is dedicated to building an inclusive, diverse, equitable, and accessible workplace that fosters a sense of belonging – so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we encourage you to still consider submitting an application. You may be just the right candidate for this role or another one of our openings!
AI Policy We are excited to engage with candidates who can demonstrate their experience and skills through their own words and work, not through AI-generated content. We want to understand your genuine interest in the company and your unique perspectives, not simply AI‑driven responses. We ask that you refrain from use of AI-generated content during the hiring process which includes phone screens, video interviews, tech screens, or other assessment stages except as otherwise indicated to you by the Recruiter.
For example: Using ChatGPT to generate scripted answers to application questions or during phone screens and video interviews is strongly discouraged and will result in not moving forward in the hiring process. However, the use of an AI design tool to enhance the design of a presentation deck is permitted.
The Recruiter will be able to provide additional guidance during the hiring process if needed. If hired at FreeWill, we do encourage the use of AI in your role to build upon or enhance your skill set.
Voluntary Self‑Identification For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.
As set forth in FreeWill’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
A “disabled veteran” is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
A “recently separated veteran” means any veteran during the three‑year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service.
An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self‑Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250‑0005 Expires 04/30/2026
Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
#J-18808-Ljbffr