Business District Manager -SMB (Direct Business Experience Required)

The user wants me to convert this job posting into clean semantic HTML. Let me analyze the content and structure it according to the rules. Key rules: - Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) - Use

• for lists,

  for prose - Don't repeat job title as heading - Don't put Job ID/requisition numbers as headings - fold into short

  or drop - Preserve ALL substantive information - Remove boilerplate (cookie/navigation/legal/EEO/scam-warning, duplicated lines, application instructions) - Include section ONLY when posting has real specific content - no filler/placeholder text - No Pay/Schedule/Benefits sections unless actually stated - Output ONLY HTML fragment - no /, no markdown code fences Looking at the posting: 1. There's metadata at top: Date Posted, Career Area, Location(s), Job ID - I should fold this into a short

  or drop. The location is listed as Nashville but also mentions multiple cities. I'll include a brief metadata paragraph. 2. "ABOUT US" section - this is about the company, could be "About the role" or "About us" but the rules mention "About the role" as a heading. I'll use "About the role" for the company description. 3. "JOB DESCRIPTION" - this is the role overview, could be part of "About the role" or separate. I'll include it in About the role. 4. "KEY RESPONSIBILITIES" with subsections: RELATIONSHIP BUILDING, RESULTS DRIVEN, TALENT MANAGEMENT, INSPIRATIONAL LEADERSHIP, STRATEGIC THINKING, CHANGE MANAGEMENT, CUSTOMER FOCUS, CORE SALES OPERATIONS ACCOUNTABILITIES. These are all responsibilities. I'll create a "Responsibilities" section with these as sub-items in a list. 5. "Required Qualifications" and "WHAT WE ARE LOOKING FOR" - this is requirements/qualifications. I'll create a "Requirements" section. 6. "Preferred Qualifications" - also qualifications, can be part of Requirements or separate. I'll include in Requirements. 7. "COMPENSATION" with Base Pay, Team Incentive, Target Total Earnings - this is Pay section. The rules say include Pay section only if posting actually states them. It does state specific numbers, so I'll include a Pay section. 8. "WHY JOIN US?" with benefits list - this is Benefits section. Include. 9. "VICTRA VALUES" - this is company values, could be part of About or separate. I'll include in About the role or as a separate section? The rules don't mention Values as a heading. I'll fold into About the role. 10. "EQUAL OPPORTUNITY EMPLOYER" - this is boilerplate EEO, remove. 11. Duplicated content at the end (KEY RESPONSIBILITIES repeated) - remove duplicates. Also note: The location shows Nashville but also lists multiple cities. The job ID is long. I'll include a brief metadata paragraph with date posted, location, career area. Now structure: -

  for metadata: Date Posted, Career Area, Location(s) -

  About the role

  with company description and job description prose -

  Responsibilities

  with
  of all the responsibility items (each subsection as a list item with sub-bullets? Or flatten? The rules say use
  • for any list of duties. I'll make each major responsibility area a list item, and within each, include the bullet points as nested list or just as text. Since they are detailed, I'll use nested
    for sub-points. But the rules say "use
    • for any list of duties/requirements/benefits". So I can have a top-level
      for responsibilities, each
      • being a responsibility area, and within each
      • , a nested
        for the specific duties. Alternatively, flatten all duties into a single list. But the subsections are meaningful. I'll do nested lists. -

        Requirements

        with required and preferred qualifications as two sub-lists or combined. I'll do two subsections: Required Qualifications and Preferred Qualifications, each as
        . -

        Pay

        with compensation details. -

        Benefits

        with benefits list. No Schedule section mentioned. Now, ensure no filler text. The posting has specific numbers for pay, so include. Also, the "WHY JOIN US?" includes benefits: Uncapped incentive potential, Paid training, Comprehensive health/dental/vision, 401(k), Tuition reimbursement, Employee discounts, Referral bonuses, Career pathing. All specific. Now write HTML. I'll start with a metadata paragraph:

        Date Posted: 10/20/2026 | Career Area: Business Sales | Location: 2817 West End Ave, Ste. 107, Nashville, TN 37203 (also hiring in Phoenix, Atlanta, Tampa, Chicago, Houston, Raleigh, Charlotte, Norfolk, Richmond, Salt Lake City)

        Then About the role:

        About the role

        Victra is Verizon's largest premium retailer in the United States. We thrive on collaboration, innovation, and performance. Our mission is to "Connect technology to life in a trustworthy, fun, and profitable way." We work closely with Verizon and our brand partners to deliver exceptional product offerings, promotions, and campaigns that drive in-store traffic and revenue.

        The Business Sales Manager builds, leads, and coaches a team of up to ten outside B2B sales representatives focused primarily on new customer acquisition. This hands-on, field-based leadership role is responsible for developing a high-performing hunter sales culture centered on proactive prospecting, opening new relationships, and closing new-logo business. The Business Sales Manager sets the pace, models effective sales behaviors in the field, holds the team accountable to aggressive new-business targets, and builds trusted relationships with employees, customers, and internal partners.

        Victra values are the foundation of all we do: Integrity, Collaboration, Innovation, Performance, Celebration.

        Responsibilities:

        Responsibilities

        • Relationship Building — Establishes reciprocal relationships across local teams; uses compelling arguments to influence and obtain commitment and support.
          • Build and personally model a hunter-first relationship approach, coaching representatives to open doors through cold outreach, networking, referrals, and in-person prospecting.
          • Establish trusted relationships with net-new business decision-makers and coach representatives to turn first meetings into long-term customer partnerships.
          • Partner closely with Marketing and Sales Operations to refine lead-generation and sales processes and maintain a healthy new-business pipeline.
          • Represent Victra in the local business community through networking groups, chambers of commerce, and industry events to create new opportunities and introductions for the team.
        • Results Driven — Prioritizes under pressure while holding self and others accountable to deliver on commitments and results.
          • Set and manage individual and team sales quotas centered on new-logo acquisition, holding team members accountable to activity, pipeline, and closing targets.
          • Track team performance and sales activity through CRM tools, including calls, meetings, pipeline generated, new logos closed, and forecast accuracy, and communicate results to senior leadership.
          • Prioritize coaching time and resources around the behaviors that advance new business, including direct involvement in high-value opportunities and stalled pipeline.
        • Talent Management — Accelerates growth through mentoring, learning opportunities, and ongoing coaching and feedback.
          • Recruit, hire, onboard, and train a team of up to ten B2B sales representatives while maintaining a pipeline of prospective talent for future openings.
          • Coach representatives in the field and one-on-one on prospecting techniques, pipeline management, objection handling, and closing.
          • Create individual development plans that accelerate new representatives to productivity and support continued growth for tenured team members.
          • Invest in continued development as a sales leader through coaching, mentorship, and learning opportunities with Regional and District sales leadership.
        • Inspirational Leadership — Creates impact through personal confidence, expertise, and influence.
          • Foster a competitive, high-energy culture centered on winning new business, recognizing performance, activity, resilience, and team success.
          • Lead from the front through field engagement and ride-alongs, demonstrating the prospecting and closing standards expected of the team.
          • Build morale and healthy competition through recognition and transparent performance visibility tied to new-business results.
        • Strategic Thinking — Sets goals and drives action aligned with customer needs and business goals.
          • Develop territory and account strategies that maximize new-business growth by evaluating opportunity size, vertical, and likelihood of conversion.
          • Align quota structure, territory assignments, and team capacity with company growth targets and market opportunity.
        • Change Management — Identifies new ideas and adopts them in their own area; challenges current practices to drive improvement and moves others to action.
          • Continuously test and refine prospecting techniques, messaging, and sales processes, scaling effective practices across the team.
          • Identify behaviors or processes that have shifted away from new-customer acquisition and redirect team focus toward net-new business growth.
        • Customer Focus — Delights customers by adopting competitive best practices.
          • Ensure every new customer's onboarding supports a strong long-term relationship beyond the initial sale and reinforces Victra's position as a trusted business partner.
        • Core Sales Operations Accountabilities
          • Own weekly pipeline reviews, forecast accuracy, and CRM hygiene across the team.
          • Manage territory and account assignments to balance workload and maximize new-business coverage.
          • Partner with HR and Talent Acquisition to maintain a healthy hiring pipeline for future sales talent.
          • Escalate market, competitive, and process feedback to senior leadership and Sales Operations.
        Requirements:

        Requirements

        Required Qualifications

        • Three to five years of experience in a B2B outside sales role, ideally in telecom, wireless, or technology sales.
        • Proven track record of meeting or exceeding new-business sales targets in a hunter-focused, quota-carrying environment.
        • Prior experience leading, training, or mentoring a sales team preferred.
        • Strong communication, coaching, and organizational skills, with the ability to lead by example in the field.
        • Comfortable working in a fast-paced, metrics-driven, quota-carrying environment.
        • Proficiency with CRM tools for pipeline management and reporting.