Managing Director, Commercial Sales

We need to output HTML fragment with sections only if content present. Must use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions). Must not create sections with filler like "commensurate with experience". Must only include sections where posting has real specific content. We need to parse the posting and extract relevant content for each possible heading. Let's identify sections: - About the role: The posting starts with "Get started on an exciting career at Element! Element employees make a difference...". That's about the role/company. Could be "About the role". We'll include that. - Responsibilities: The "What You Will Own" bullet list (though not bullet but sentences). Also "You Should Consider This Role If You" maybe qualifications. "How You Will Lead" maybe responsibilities. We need to decide. - Requirements: maybe "Successful candidates will typically bring significant experience..." etc. - Qualifications: maybe "You Should Consider This Role If You" list. - Skills: maybe "You know the math of sales..." etc. - Benefits: The posting mentions compensation and benefits: "Compensation The hiring base salary range..." and "In addition to base salary, eligible employees may participate..." and "Element also offers a comprehensive benefits package..." and "What’s In It For You" list: culture, health benefits, PTO. So we have Pay and Benefits sections. - Schedule: maybe location and travel: "LOCATION AND TRAVEL Location: U.S. - based within assigned region Working arrangement: Remote Travel: Significant travel across the assigned region and for key prospect, client, and team engagements". That could be Schedule? Actually schedule might refer to work schedule, but we have location/travel. The instruction says use

for Schedule if posting actually states them. The posting does mention working arrangement remote and travel. That could be considered Schedule? Might be better to put under a section like "Location and Travel" but not in allowed headings. Since only allowed headings are those eight, we might put location/travel under Schedule? Not ideal but maybe we can treat as Schedule (work arrangement). However the instruction says "never create Pay/Schedule/Benefits sections unless the posting actually states them." The posting does state location and travel, which could be considered schedule (work arrangement). We'll include a Schedule section with that info. - Pay: we have base salary range and incentive info. - Benefits: we have benefits package and "What’s In It For You". Now we need to avoid filler like "commensurate with experience". Not present. We must not include duplicated lines. We'll need to extract unique substantive info. Let's gather content. First, About the role: The introductory paragraph up to maybe before "THE OPPORTUNITY". Let's capture: "Get started on an exciting career at Element! Element employees make a difference in the lives of others every day. We are re-defining the fleet management industry to be people first, then business – delivering on our promise of a superior client experience. This takes hard work and innovation, and we need more like-minded people on our team." That's about the role/company. Now Responsibilities: Could be "What You Will Own" list and "How You Will Lead". Let's combine. What You Will Own bullet points (converted to sentences): - Regional new client acquisition, profitable revenue growth, and P&L performance - running your region as a business and owning delivery against plan. - A high-performing team of Sales Directors, including hiring, onboarding, coaching, performance management, development, and succession planning. - Pipeline health across the region - creation, coverage, quality, aging, stage progression, conversion, and the right balance of opportunities across near-, mid-, and long-term horizons. - The commercial metrics that drive business outcomes, including pipeline, win rate, cycle time, conversion, forecast accuracy, revenue, margin, and sales productivity. - Understanding and actively managing different sales cycles by segment, deal size, solution, and buying process, with clear expectations for the level of pipeline coverage and activity required in each. - Accurate forecasting and a disciplined operating cadence, with strong CRM hygiene, clear deal inspection, and timely intervention when performance is off track. - Leadership on complex and high-value opportunities, including deal strategy, commercial structuring, pricing, negotiation, risk trade-offs, and executive engagement. - Cross-functional alignment across Finance, Credit/Risk, Legal, Operations, Product, Pricing, and other partners to remove barriers and improve speed and quality of execution. How You Will Lead bullet points: - Set a clear regional sales strategy and translate it into territory priorities, pipeline requirements, account focus, and measurable actions for the team. - Establish a consistent operating rhythm for prospecting, pipeline, forecast, deal, and performance reviews, with a strong bias toward fact-based decision making and action. - Create a pipeline-building culture in which prospecting and opportunity creation are continuous leadership priorities, not activities that increase only when the forecast is under pressure. - Coach Sales Directors on prospect strategy, discovery, business-case development, executive engagement, commercial structuring, negotiation, and closing. - Allocate leadership attention and company resources to the opportunities, territories, and sellers where they can create the greatest business impact. - Build team capability over time through structured coaching, feedback, development plans, succession planning, and selective external hiring when needed. - Partner effectively across functions, escalating issues with judgment and helping the organization make timely decisions without losing accountability for the commercial outcome. - Represent the region with credibility in planning, budgeting, forecasting, and leadership forums, clearly explaining performance, risks, opportunities, and actions. We can combine these under Responsibilities. Now Requirements/Qualifications/Skills: The posting has "You Should Consider This Role If You" list (qualities). Also "Successful candidates will typically bring significant experience leading complex B2B enterprise sales teams..." etc. Also "You should have experience leading senior sellers, owning a meaningful revenue target or P&L, using commercial analytics to improve performance, and influencing C-suite decision makers." Also "A strong working understanding of financial statements, deal economics, risk, and commercial structuring is important for this role." Also "Experience in fleet management is valuable, but it is not a prerequisite." We need to map to headings: Requirements, Qualifications, Skills. The instruction says use those headings if content present. We need to decide what goes where. Typically: - Requirements: mandatory experience/education etc. - Qualifications: desired qualifications. - Skills: specific skills. But we can just put all under one heading? The instruction says prefer a few substantive sections over many thin ones. So we could combine Requirements, Qualifications, Skills into one section maybe "Requirements". But we must use headings exactly as given if we include them. We could include only "Requirements" and put all relevant content there. Or we could include "Qualifications" and "Skills" if we have distinct content. Let's see if we can separate: - Requirements: "Successful candidates will typically bring significant experience leading complex B2B enterprise sales teams, with a record of acquiring new business in multi-stakeholder environments. You should have experience leading senior sellers, owning a meaningful revenue target or P&L, using commercial analytics to improve performance, and influencing C-suite decision makers." - Qualifications: "A strong working understanding of financial statements, deal economics, risk, and commercial structuring is important for this role. Experience in fleet management is valuable, but it is not a prerequisite." - Skills: "You know the math of sales. You can diagnose whether a performance gap comes from insufficient pipeline, poor quality, weak conversion, low win rate, long cycle time, execution issues, or a combination of them. You can run a region as a business. You are comfortable owning a P&L, making resource trade-offs, balancing growth and profitability, and being accountable for the result. You understand complex enterprise sales. Multiple stakeholders, sophisticated procurement, financial analysis, long sales cycles, and difficult negotiations are familiar territory. You are a strong coach. You can turn pipeline reviews, deal reviews, and one-on-ones into specific actions that improve seller capability and commercial outcomes. You build accountability without creating unnecessary bureaucracy. Expectations, ownership, next steps, and consequences are clear. You are comfortable making talent decisions. You invest in strong performers, address performance gaps quickly, and build a credible bench for the future. You use data to make decisions, but stay close enough to the market, customers, and team to understand what the data cannot explain on its own." Also "YOU SHOULD BE ABLE TO TELL US" list: that's more like interview questions, maybe qualifications. We could treat "YOU SHOULD BE ABLE TO TELL US" as part of Qualifications or Requirements. Given the instruction to prefer few sections, we could combine all into a single "Requirements" section. But we must not create headings with filler. If we put all under Requirements, that's fine. But we also have "Benefits", "Pay", "Schedule". We'll include those. Now we need to remove boilerplate: EEO, equal opportunity, disability accommodations, AI-assisted tools, Know Your Rights, background check line, etc. Also remove "Applicants will be required to undergo a background check only if and after a conditional offer of employment has been extended." That's boilerplate. Also remove "Element Fleet Management and its wholly owned subsidiaries are an equal opportunity employer..." etc. Also remove "Disability-related accommodations..." etc. Also remove "Element Fleet Management also uses AI-assisted tools..." etc. Also remove "Know Your Rights: Workplace discrimination is illegal". Also remove "What’s In It For You" maybe not boilerplate but it's benefits; we keep that as part of Benefits. Now we need to format as HTML fragment with

headings and

• for lists,

  for prose. We must not include markdown fences. We'll produce something like:

  About the role

  Get started on an exciting career at Element! Element employees make a difference in the lives of others every day. We are re-defining the fleet management industry to be people first, then business – delivering on our promise of a superior client experience. This takes hard work and innovation, and we need more like-minded people on our team.

  Responsibilities

  • Regional new client acquisition, profitable revenue growth, and P&L performance - running your region as a business and owning delivery against plan.
  • A high-performing team of Sales Directors, including hiring, onboarding, coaching, performance management, development, and succession planning.
  • Pipeline health across the region - creation, coverage, quality, aging, stage progression, conversion, and the right balance of opportunities across near-, mid-, and long-term horizons.
  • The commercial metrics that drive business outcomes, including pipeline, win rate, cycle time, conversion, forecast accuracy, revenue, margin, and sales productivity.
  • Understanding and actively managing different sales cycles by segment, deal size, solution, and buying process, with clear expectations for the level of pipeline coverage and activity required in each.
  • Accurate forecasting and a disciplined operating cadence, with strong CRM hygiene, clear deal inspection, and timely intervention when performance is off track.
  • Leadership on complex and high-value opportunities, including deal strategy, commercial structuring, pricing, negotiation, risk trade-offs, and executive engagement.
  • Cross-functional alignment across Finance, Credit/Risk, Legal, Operations, Product, Pricing, and other partners to remove barriers and improve speed and quality of execution.
  • Set a clear regional sales strategy and translate it into territory priorities, pipeline requirements, account focus, and measurable actions for the team.
  • Establish a consistent operating rhythm for prospecting, pipeline, forecast, deal, and performance reviews, with a strong bias toward fact-based decision making and action.
  • Create a pipeline-building culture in which prospecting and opportunity creation are continuous leadership priorities, not activities that