Business Market Manager
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They gave examples but we can use other headings if appropriate? They say use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those headings where applicable. The posting includes "About Us", "Job Description", "Key Responsibilities", "Required Qualifications", "Preferred Qualifications", "Compensation", "WHY JOIN US?" (benefits), "VICTRA VALUES..." (maybe not needed). Also location list.
We must not repeat job title as heading. No Job ID. Remove boilerplate: EEO, etc. Also remove application instructions (none). Remove duplicated lines.
We need to preserve all substantive info. Use - for any list of duties/requirements/benefits. Use
for prose.
We need sections only when posting has real specific content. So we can have:
- About Us (maybe heading "About Us" but they said e.g. About the role; but we can still use About Us as heading? Probably okay. They didn't forbid other headings, just gave examples. Use
for section headings. So we can use About Us
.
- Responsibilities (Key Responsibilities) -> Responsibilities
with - each bullet.
- Requirements (Required Qualifications) ->
Requirements
with list.
- Qualifications (Preferred Qualifications) -> Qualifications
maybe but they said Qualifications heading; we can use that for preferred? Or we could combine Required and Preferred under Requirements? Better separate: Requirements (required) and Preferred Qualifications (maybe as Qualifications). We'll follow instruction: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Requirements and Qualifications separate.
- Benefits: from WHY JOIN US? list: Uncapped incentive potential, Paid training, Comprehensive health..., 401(k), Tuition reimbursement, Employee discounts, Referral bonuses, Career pathing. Also maybe base pay and incentive details go under Pay.
- Pay: Compensation section includes Base Pay, Team Incentive, Target Total Earnings. So we need Pay heading.
- Schedule: Not mentioned; skip.
- Skills: Not explicit; maybe we can skip.
We also need location list: maybe include in About Us or a short paragraph. Could be a
with locations.
We must not include filler like "commensurate with experience". Not present.
We must not include duplicated lines.
Let's extract content.
About Us: "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."
Also location list: "Location: Phoenix, Atlanta, Tampa, Chicago, Houston, Raleigh, Charlotte, Norfolk, Richmond, Salt Lake City, Nashville." Could be a short p.
Job Description paragraph: "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."
We can incorporate that into About the role? But we have About Us separate; maybe we can have a section "About the role" with that prose. However instruction says use
for section headings (e.g. About the role, Responsibilities...). So we should include About the role heading.
Thus sections:
- About the role (job description prose)
- Responsibilities (list)
- Requirements (required qualifications)
- Qualifications (preferred qualifications)
- Benefits (why join us list)
- Pay (compensation details)
We may also include a short paragraph for location maybe under About the role or separate? Could add a
after About the role.
Let's craft.
Responsibilities bullets: need to parse the key responsibilities section.
From text:
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.
We need to turn each sentence into bullet? Probably each major bullet corresponds to each heading? But we can break into list items for each responsibility. Could group under headings but we just need a list. We'll create
- each distinct responsibility sentence.
Let's extract distinct responsibilities:
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
That's a lot but okay.
Now Required Qualifications list:
- Two or more 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.
- Valid driver’s license and reliable transportation for field-based team support.
Preferred Qualifications list:
- Bachelor’s degree or equivalent professional experience.
- Experience building a sales team from the ground up, including recruiting and structured onboarding.
- Familiarity with a structured sales methodology such as MEDDIC, SPIN, or a similar consultative sales framework.
- Experience partner
- for any list of duties/requirements/benefits. Use
for prose. We need sections only when posting has real specific content. So we can have: - About Us (maybe heading "About Us" but they said e.g. About the role; but we can still use About Us as heading? Probably okay. They didn't forbid other headings, just gave examples. Use
for section headings. So we can use
About Us
. - Responsibilities (Key Responsibilities) ->Responsibilities
with- each bullet.
- Requirements (Required Qualifications) ->
Requirements
with list. - Qualifications (Preferred Qualifications) ->Qualifications
maybe but they said Qualifications heading; we can use that for preferred? Or we could combine Required and Preferred under Requirements? Better separate: Requirements (required) and Preferred Qualifications (maybe as Qualifications). We'll follow instruction: Usefor section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have Requirements and Qualifications separate. - Benefits: from WHY JOIN US? list: Uncapped incentive potential, Paid training, Comprehensive health..., 401(k), Tuition reimbursement, Employee discounts, Referral bonuses, Career pathing. Also maybe base pay and incentive details go under Pay. - Pay: Compensation section includes Base Pay, Team Incentive, Target Total Earnings. So we need Pay heading. - Schedule: Not mentioned; skip. - Skills: Not explicit; maybe we can skip. We also need location list: maybe include in About Us or a short paragraph. Could be a
with locations. We must not include filler like "commensurate with experience". Not present. We must not include duplicated lines. Let's extract content. About Us: "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." Also location list: "Location: Phoenix, Atlanta, Tampa, Chicago, Houston, Raleigh, Charlotte, Norfolk, Richmond, Salt Lake City, Nashville." Could be a short p. Job Description paragraph: "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." We can incorporate that into About the role? But we have About Us separate; maybe we can have a section "About the role" with that prose. However instruction says use
for section headings (e.g. About the role, Responsibilities...). So we should include About the role heading. Thus sections: - About the role (job description prose) - Responsibilities (list) - Requirements (required qualifications) - Qualifications (preferred qualifications) - Benefits (why join us list) - Pay (compensation details) We may also include a short paragraph for location maybe under About the role or separate? Could add a
after About the role. Let's craft. Responsibilities bullets: need to parse the key responsibilities section. From text: 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. We need to turn each sentence into bullet? Probably each major bullet corresponds to each heading? But we can break into list items for each responsibility. Could group under headings but we just need a list. We'll create
- each distinct responsibility sentence. Let's extract distinct responsibilities: - 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. - 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. - 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. - 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. - 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. - 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. - 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. - 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. That's a lot but okay. Now Required Qualifications list: - Two or more 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. - Valid driver’s license and reliable transportation for field-based team support. Preferred Qualifications list: - Bachelor’s degree or equivalent professional experience. - Experience building a sales team from the ground up, including recruiting and structured onboarding. - Familiarity with a structured sales methodology such as MEDDIC, SPIN, or a similar consultative sales framework. - Experience partner
- each bullet.
- Requirements (Required Qualifications) ->