Description
Spur helps K-12 districts reroute dollars from administrative burden into instruction. Districts lose time and money to hiring gaps, manual back-office work, and endless compliance tasks. Spur provides staffing and BPO services that are simple to buy, easy to run, and measured by outcomes — giving schools reliable people in the right seats, clean processes, and predictable costs. The result is more days covered, fewer headaches, and real savings that schools reinvest in teaching and learning. The long-term mission is simple: reroute dollars to classrooms and put great people in front of students. Spur is profitable, serves thousands of schools, and delivers for them — but the go-to-market motion is early and ready to be built. As the Account Executive for the Southeast (NC, SC, FL), you will own new district acquisition across your territory, build the sales playbook from the ground up, and grow revenue in a market where the problem is real, urgent, and unsolved. If you've sold absence management software or substitute staffing into K-12, you already know the gap this company fills. This is a full-time, field-facing role based remotely in the Southeast, requiring approximately 50 hours per week. You'll work closely with Spur's leadership team, feeding field intelligence back into product, marketing, and operations while running a disciplined, high-activity sales motion across a multi-state territory. Travel across North Carolina, South Carolina, and Florida is a regular part of the role. You'll be compensated at $110,000 per year, with the expectation that your performance will directly shape the company's growth trajectory and your own earning potential.
A Day in the Life
Your mornings might start with a discovery call with a district HR director in Charlotte before you jump into a proposal review with a superintendent in Tampa. Mid-morning, you're updating your CRM with pipeline notes from yesterday's RFP conversation in South Carolina and flagging a procurement timeline to leadership. Afternoons often involve outbound prospecting — researching district budget cycles, identifying the right stakeholders, and crafting personalized outreach that speaks the language of school operations professionals. You're navigating multi-stakeholder deals with long procurement cycles, staying close to the people who decide — superintendents, HR and operations leaders, business officials, and procurement teams. Late in the week, you're synthesizing what you learned in the field — what messaging landed, what objections surfaced, what pricing questions came up — and feeding that back into the evolving playbook. Success here looks like a healthy, transparent pipeline, consistent new revenue attainment, and district relationships that grow into multi-year partnerships.
Key Responsibilities
- Prospect and close new business across the Southeast territory (NC, SC, FL), managing the full sales cycle from first conversation through signed agreement.•
- Build and manage a healthy pipeline of district opportunities, maintaining CRM hygiene, forecasting discipline, and a consistent sales rhythm.•
- Lead discovery conversations, build tailored proposals, navigate procurement processes and RFPs, and negotiate contracts that hold.•
- Build the sales playbook by testing messaging, outreach strategies, and pricing in the field — turning what works into a repeatable motion for future reps.•
- Collaborate with leadership, Product, Operations, and Marketing by bringing field intelligence that shapes strategy, refines services, and sharpens the company's go-to-market approach.•
- Run multi-stakeholder district deals across long procurement cycles, staying close to superintendents, HR leaders, business officials, and procurement teams.•
- Grow revenue in a market where the problem is real, urgent, and unsolved.•
- Run a disciplined, high-activity sales motion across a multi-state territory.•
- Conduct outbound prospecting, including researching district budget cycles, identifying the right stakeholders, and crafting personalized outreach.•
- Represent Spur at regional education conferences, district events, and industry gatherings to build brand presence and generate pipeline across the territory.•
- Develop account expansion strategies for closed districts, identifying opportunities to grow initial engagements into broader, multi-service partnerships over time.
Qualifications
5+ years of B2B sales experience in education, staffing, or services industries.
Required
Demonstrated track record of managing full-cycle deals and consistently surpassing quota.
Required
Deep familiarity with how K-12 districts operate, including RFPs, co-op and piggyback contracts, board approval cycles, budget calendars, and district decision-making structures.
Required
Proven ability to build and maintain trust-based relationships with superintendents, HR and operations leaders, business officials, and procurement teams.
Required
Self-starter who can own a territory end to end without hand-holding, operating proactively and resourcefully.
Required
Excellent written and verbal communication skills, with the ability to present confidently to senior district stakeholders.
Required
Willingness and ability to travel regularly across North Carolina, South Carolina, and Florida.
Required
Prior experience selling absence management software or substitute staffing solutions directly into K-12 districts.
Preferred
Experience building or contributing to a sales playbook, go-to-market motion, or early-stage sales function at a growth-stage company.
Preferred
Familiarity with BPO, managed services, or outsourced operations solutions in a public sector or education context.
Preferred
Proficiency with CRM platforms (e.g., Salesforce, HubSpot) and sales engagement tools for pipeline management and forecasting.
Preferred
Existing network of K-12 district relationships in the Southeast.
Preferred
Hiring Process
- Application Submission – Submit your resume and a brief note on your K-12 sales experience and what draws you to Spur's mission.
- Recruiter Screen – A 20–30 minute introductory call to discuss your background, territory experience, and fit for the role.
- Hiring Manager Interview – A deeper conversation with Spur sales leadership focused on your sales approach, district knowledge, and how you build pipeline from scratch.
- Skills/Case Presentation – You'll be asked to walk through a mock sales scenario or present your approach to breaking into a new district — demonstrating your discovery process, proposal thinking, and stakeholder navigation.
- Cross-Functional Interview – A conversation with members of the Product or Operations team to assess your ability to collaborate and bring field intelligence back to the business.
- Reference Checks – Professional references from prior sales roles, ideally from managers who can speak to quota attainment and territory ownership.
- Offer & Onboarding – Receive your offer and begin onboarding, including territory orientation, product training, and early pipeline-building alongside Spur leadership.