Director of Sales And Business Development
- .
Requirements: Must have items from "What We're Looking For" Must have:
- A genuine track record of personally closing high ticket, consultative sales, with a real example you can walk us through in detail
- Real experience leading, coaching, and developing a sales team, not just managing a territory
- Demonstrated ability to build a B2B/trade or partnership channel from limited or no existing infrastructure
- Comfort owning a sales number in front of a leadership team, including when the news is bad
- Working fluency in a CRM and in running a disciplined sales process
Also maybe "You need to be genuinely capable of running a full sales appointment and performing Lead Development at a high level" is a requirement.
We'll include those.
Qualifications: Could be strong preference items? Or maybe we treat strong preference as Qualifications. The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can put strong preference under Qualifications or Skills. Let's decide.
Strong preference:
- Experience in a high ticket, design led, or home improvement/construction sales environment
- EOS familiarity (L10s, Rocks, scorecards) or experience in a similarly structured operating system
- Genuine, integrated use of AI tools in sales work: research, prep, and reporting
- Experience specifically with designers, architects, or builders as a customer or partner channel
These could be Qualifications.
Skills: Could be specific skills like CRM fluency, coaching, etc. But we already have CRM fluency in Requirements. Could also list skills like leadership, consultative selling, B2B relationship building, accountability, data-driven reporting, etc. But we might not need a separate Skills section if content overlaps. However we need to decide if we have enough distinct content for Skills. The posting mentions "coaching reps", "running a rhythm", "reporting honestly", "building trust", "consultative selling". Could be skills.
But we must not create thin sections. If we can't find substantive distinct content for Skills, better to omit it. The instruction: "Prefer a few substantive sections over many thin ones." So we may omit Skills if not enough distinct content.
Benefits: Not mentioned in posting. No benefits described. So we should not include Benefits section.
Pay: Not mentioned. So omit Pay.
Schedule: We have schedule: "Full time, on site in Fort Myers, FL. Hours are 8:00 AM to 5:30 PM." That's specific. So include Schedule section.
Now we need to output HTML fragment with headings
for each section, and
- for lists,
for prose. We must not include job title heading. Also we must not include any boilerplate like EEO etc. We need to preserve all substantive information; do not invent or summarize away detail. So we must include all details from the posting that are relevant to sections. Let's craft each section. About the role: prose
containing the description. Responsibilities:
- each bullet.
Requirements:
- each bullet.
Qualifications:
- each bullet (strong preference).
Schedule:
with schedule details. We might also include "About Glass Design" maybe as part of About the role? But the instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should not add extra headings like "About Glass Design". However we need to preserve all substantive information. The company description is substantive. Where to put it? Could be included in About the role as context? But that might be mixing. However the instruction says we should include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. It doesn't forbid adding extra headings beyond the list? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That suggests those are the allowed headings. So we should only use those headings. Therefore we need to fit company description somewhere, maybe within About the role or Responsibilities? But it's not about the role; it's about the company. Could be placed in About the role as a brief intro? But the About the role heading is for role description. However we could include company info in a
under About the role before role specifics. That would still be under About the role heading, which is acceptable. The instruction does not forbid adding extra paragraphs under a heading. So we can put company description in About the role section. Similarly, "About You" intro could be part of About the role or Qualifications? It's about candidate mindset; could be part of Qualifications or Requirements? Might be better to put under Qualifications as personal attributes. But we already have Qualifications for strong preference. Could put "About You" under Qualifications as well. However we need to preserve all substantive info; we can distribute. Let's think: The posting includes: - About You (candidate mindset) - About Glass Design (company) - About the Role (role overview) - What You'll Do (responsibilities) - A Day in the Life (narrative of day) - What the Right Person Looks Like (leadership traits) - What We're Looking For (must have, strong preference) - Schedule - How to Apply (drop) We need to map to allowed headings. Option: Use About the role for role overview + company description + maybe About You? But that may be too much. Alternatively, we could treat About You as part of Qualifications (personal attributes). What the Right Person Looks Like also could be Qualifications. Thus: - About the role: role overview (reporting line, purpose) - Responsibilities: What You'll Do + A Day in the Life (maybe combine) - Requirements: Must have - Qualifications: Strong preference + About You + What the Right Person Looks Like (leadership traits) - Schedule: schedule We must not create Skills, Benefits, Pay. Now we need to ensure we don't lose any substantive info. Let's extract all substantive info from each section and assign. **About You** (candidate mindset): - You know how to win a room better than almost anyone. - Now you want to spend your energy building a team that can do it too. - You've run plenty of those conversations yourself, so you know exactly what a strong one looks like. - But what you actually want is to build the team that runs it as well as you do: coaching reps until they close like you would, running a rhythm that holds people accountable without babysitting them, and reporting honestly to leadership on what's working and what isn't. - You're just as comfortable opening a new door with a designer, an architect, or a builder as you are walking a homeowner through a $40,000 entry that's going to be the thing their neighbors ask about. - You want a seat at the table, not just a territory. **About Glass Design** (company): - Glass Design is Southwest Florida's specialist in custom doors and designer glass, a family owned, second generation business marking 30 years in 2026. - Founded in 1996 and led since 2007 by CEO Bonnie Doughty. - Grew to two showrooms (Fort Myers and Naples), a fully in-house installation crew that's never subcontracted, more than 10,000 homes served, and over 450 five star reviews. - Promise: "From Design to Install… We Do It ALL," not a slogan. Design consultation, custom fabrication, and installation all happen under one roof, by people who work here. - Compete on trust and exceptional experiences, not price. If a customer only needs a glass insert instead of a whole new door, we tell them that. It's the smaller sale, and it's still the right one. - "Say No to Average" is a standard we hold ourselves to, not a slogan
- each bullet (strong preference).
Schedule:
- each bullet.
Qualifications:
- each bullet.
Requirements:
- for lists,