Director of Sales Performance

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The Director of Sales Performance (DSP) serves as the VP of Member Communications, Sales, & Strategy’s primary operational partner — owning the day‑to‑day leadership, development, and performance accountability of the MC Division's 15‑person sales team. This is a hands‑on leadership role requiring a credible, experienced manager who can earn the trust of a tenured team, drive meaningful change in sales behaviors, and close the division's most critical performance gaps: programmatic revenue growth, pipeline discipline, and CRM hygiene.

The DSP works closely with four Portfolio Performance Managers (PPMs) to align strategy with execution, and serves as the connective tissue between field activity and revenue results.

This role is ideally hybrid and based out of our Atlanta or Gainesville offices; however, we are open to considering qualified remote candidates.

PRIORITY FOCUS AREAS
The following represent the division's most critical near‑term challenges. The DSP is expected to drive measurable improvement in each within the first 90–180 days.

1. Programmatic Revenue Growth

Develop and execute a focused strategy to increase programmatic sales across the team's territory base.

Identify skill gaps and create targeted training and enablement plans to build rep confidence and competency in programmatic selling.

Partner with PPMs to identify inventory and territory opportunities and ensure reps are actively prospecting in this channel.

Track programmatic pipeline and closed revenue separately; report progress to VP weekly.

2. Pipeline Management & Forecasting Discipline

Establish consistent pipeline review cadence and standards across all 15 reps.

Hold reps accountable to pipeline hygiene standards including stage accuracy, activity logging, and close date integrity.

Lead weekly pipeline reviews and deliver reliable revenue forecasts to VP for monthly and quarterly business reviews.

Identify at‑risk deals early and intervene with coaching or co‑selling support.

Drive full Salesforce adoption across the team — this is a non‑negotiable performance standard, not optional.

Audit current CRM usage; identify gaps and implement corrective plans by rep.

Work with operations to establish and enforce clear data entry standards and activity logging expectations.

Use Salesforce, BIDB, DOMO, and ZoomInfo data to inform coaching decisions and territory strategy.

TEAM LEADERSHIP & DEVELOPMENT

Lead and manage 15 sales professionals across print, digital, and programmatic channels — earning trust through consistency, credibility, and results.

Navigate a tenured team culture with empathy and firmness; understand that change management is as important as sales management in this environment.

Provide individualized coaching, performance development plans, and regular 1:1s with each rep.

Set clear annual and quarterly goals; monitor performance and adjust expectations in collaboration with VP.

Recruit, onboard, and develop new sales talent as the team grows.

Collaborate directly on large opportunities, complex RFPs, and high‑value accounts alongside senior reps.

SALES STRATEGY & EXECUTION

Partner with VP to build and execute divisional sales strategy aligned with portfolio revenue goals.

Maximize sellable inventory and territory coverage; identify gaps and whitespace opportunities.

Support new product rollouts, pricing adjustments, and go‑to‑market initiatives.

Represent the sales team in market group meetings, pump‑up sessions, and cross‑functional leadership forums.

Travel to other locations for on‑site coaching and team engagement as needed.

CROSS‑FUNCTIONAL COLLABORATION

Work closely with Portfolio Performance Managers (PPMs) and Association Success Managers (ASMs) to align revenue performance and close execution gaps.

Partner with Media Coordinator and Ad Ops teams to ensure order accuracy, on‑time delivery, and advertiser satisfaction.

Participate in strategy meetings to address underperformance, territory reassignments, or workflow issues.

Support PPMs and ASMs in improving SOPs that affect sales productivity and client outcomes.

LEADERSHIP & CULTURE

Lead with transparency and consistency — this team responds to leaders who follow through and are present.

Build trust with tenured reps by demonstrating competence, respecting their experience, and being direct about expectations.

Promote a culture of accountability, continuous improvement, and collaborative problem‑solving.

Serve as a role model for Naylor Core Operating Values and professional integrity.

QUALIFICATIONS
Required

Minimum 7 years of sales management experience, with a demonstrated track record of achieving and exceeding revenue goals.

Proven experience managing tenured or change‑resistant sales teams — ability to lead through influence, not just authority.

Hands‑on programmatic, print, digital advertising sales experience and event sales and sponsorships; ability to coach reps on this channel directly.

Strong Salesforce proficiency — experience driving CRM adoption and accountability across a sales team.

Excellent pipeline management and forecasting skills; data‑driven decision maker.

Strong coaching instincts; able to diagnose individual performance issues and create actionable development plans.

Excellent verbal, written, and presentation communication skills.

Preferred

Experience in media, publishing, digital advertising, or association markets.

Familiarity with DOMO, ZoomInfo, and MediaRadar platforms.

Experience partnering with operations or enablement functions to drive process improvement.

Bachelor's degree in Business, Marketing, or related field (or equivalent experience).

WHAT SUCCESS LOOKS LIKE — FIRST 90 DAYS

Has built genuine credibility with the majority of the 15‑rep team.

Has audited Salesforce usage and presented a 30‑60‑90 CRM adoption plan.

Has established a consistent pipeline review cadence and begun enforcing standards.

Has identified the top 3–5 programmatic opportunities in the territory and begun coaching reps toward them.

Has built a working relationship with each PPM and understands each portfolio's revenue dynamics.

Naylor Association Solutions, parent company of WJ Weiser, is an equal opportunity employer and is committed to hiring a diverse workforce.

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