Sales Performance Lead

We need to output HTML fragment with sections: About the role (but we already have heading "About The Role" in the posting). The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. We need to include sections only when posting has real, specific content. The posting includes: About The Role (intro paragraph), What You'll Do (list of responsibilities), What We're Looking For (requirements/qualifications), What Success Looks Like (maybe could be considered part of responsibilities or outcomes; but we can treat as a separate section? The instruction says prefer a few substantive sections over many thin ones. Could combine "What Success Looks Like" into Responsibilities or maybe as a separate "Expectations" but not listed. Probably better to include as part of Responsibilities or maybe as a separate "Performance Expectations". But we have limited set of headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have Benefits present. Pay is present (salary range). Schedule is present (Hybrid Model: 3x a week in office, hours 9am-5:30pm). So we should include sections: About the role, Responsibilities, Requirements (or Qualifications?), Benefits, Pay, Schedule. The posting also has "What We're Looking For" which includes experience, skills etc. That could be Requirements or Qualifications. We'll put as Requirements. Also there is a list of skills/experience. Could also be Skills but we can combine. We need to use

• for any list of duties/requirements/benefits. Use

  for prose. We must preserve ALL substantive information, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. There's none besides maybe the salary range statement includes "Certain US states/jurisdictions require..." that's substantive? It's part of Pay disclosure. Keep it. We need to output only HTML fragment, no /, no markdown fences. Let's extract content. About The Role paragraph: "Too Good To Go is looking for a Sales Performance Lead to help drive sales performance and operational excellence across one of our external sales partnerships. In this role, you will work closely with our sales organization and external partner leadership to ensure teams are set up to perform against clear business expectations. You will bring a strong sales mindset, operational rigor, and ability to influence others to identify performance opportunities, solve problems, and drive meaningful results. This is a hands-on role for someone who enjoys working with data, understands what drives sales performance, and can turn insights into action. You will be responsible for creating clarity, establishing accountability, and continuously improving how the team operates." That's prose. Responsibilities: Under "What You'll Do" there are bullet-like sentences each starting with a bold heading? Actually they are sentences with headings: "Own Sales Performance", "Monitor and own performance against key sales, productivity, quality, and revenue targets." etc. We need to turn each duty into list items. Let's parse: - Own Sales Performance - Monitor and own performance against key sales, productivity, quality, and revenue targets. - Analyze performance trends to identify opportunities, risks, and areas requiring intervention. - Maintain a clear view of performance and forecast, proactively identifying potential gaps to target. - Diagnose the root causes behind performance challenges and translate insights into clear actions. - Establish a strong performance culture centered on accountability, continuous improvement, and results. - Drive Partner Performance - Build a strong working relationship with external sales leadership. - Set clear expectations and ensure alignment on priorities, performance standards, and outcomes. - Establish consistent performance management and business review cadences. - Hold external leaders accountable for commitments and ensure actions are followed through. - Influence and challenge partners constructively to drive better performance. - Build trust while maintaining a high bar for execution. - Improve Sales Operations - Develop and improve reporting, processes, and operating rhythms that enable strong sales execution. - Create visibility into sales activity, pipeline, conversion, productivity, and revenue performance. - Identify process or operational gaps that are impacting performance and drive improvements. - Partner with internal Sales, Operations, and Enablement teams to ensure teams have the tools, processes, and knowledge needed to succeed. - Capture learnings and translate them into scalable sales practices. - Support Growth & Scale - Support planning and execution as the sales program evolves and grows. - Help identify the people, processes, and operational requirements needed to support growth. - Support new initiatives, launches, and changes to sales strategy or execution. - Continuously evaluate performance and identify opportunities to improve efficiency and effectiveness. - Support the Broader Sales Organization - Partner with sales leadership on broader performance and operational priorities. - Contribute to projects that improve sales productivity, processes, reporting, and execution. - Bring a fresh perspective and strong analytical approach to solving sales challenges. We'll combine all these into a single

  list of responsibilities. Could also group but instruction says use
  • for any list of duties/requirements/benefits. So we can just list each duty as
  • . Might be many items but okay. Requirements: Under "What We're Looking For". It's a paragraph with bullet-like sentences each starting with a bold phrase? Actually they are sentences: "Experienced sales leader with a strong understanding of high-volume sales environments, ideally with SMB or transactional sales experience." etc. We'll turn each into
  • . List: - Experienced sales leader with a strong understanding of high-volume sales environments, ideally with SMB or transactional sales experience. - Performance-oriented leader who is comfortable setting clear expectations, identifying performance gaps, and driving accountability. - Strong commercial acumen with an understanding of sales funnels, productivity, conversion, forecasting, and revenue performance. - Analytical and operationally rigorous, with the ability to turn data into clear insights and actions. - Strong communicator and relationship builder who can build trust while being direct and honest about performance. - Influential without authority, with the ability to drive action through relationships, credibility, and clear expectations. - Strong problem solver who can quickly move from identifying a problem to understanding the root cause and creating a path forward. - Hands-on and action-oriented, comfortable working at both the strategic and detailed levels. - Experience managing external sales partners, vendors, or BPOs is a plus. - Experience building performance reporting, operating cadences, or continuous improvement processes is a plus. We'll keep as list. Benefits: Under "Benefits" heading there are subheadings: Agility & Autonomy, Holistic Wellbeing & Security, Community & Belonging. Each with bullet points. We need to output a Benefits section with list items preserving details. Let's extract: Agility & Autonomy: - Hybrid Model: Maintain a high-performance rhythm with a balance of focused remote work and collaborative office days (3x a week in office). In office hours are 9am to 5:30pm. - Dedicated Time to Recharge: 20 days of paid vacation plus additional paid volunteer time through our Shareback program. - Parental Support: Comprehensive paid parental leave with top-up support to ensure you can be present for life’s most significant milestones. Holistic Wellbeing & Security: - Premium Health Coverage: 100% employer-paid medical (EPO), dental, and vision options for employees. - Comprehensive Support: Access to our Employee Assistance Program (EAP) for mental health care, legal and financial advisory, and family support. - Active Lifestyle: Stay energized with monthly ClassPass credits - Financial Future: Plan for long-term security with a 401(k) program, including an employer-matched contribution. Community & Belonging: - Global Connectivity: Engage with our international team through various Employee Resource Groups (ERGs), including P.R.I.D.E., Women in the Workplace, Global Majority Voices, and Functionally Diverse groups. - Vibrant Workspace: Experience a welcoming office environment with curated snacks, premium coffee, and regular team celebrations that foster a true sense of community. We'll output as
    • each. Pay: The posting includes: "Certain US states/jurisdictions require Too Good To Go to include a reasonable estimate of the salary range for this role. A reasonable estimate of the range for new joiners for this role in the United States is a base salary of : $85,000 - $120,000 Actual salaries may vary and may be above or below the range based on various factors, including, but not limited to, an individual's assigned work location, experience, and expertise." We need to preserve that. We'll put in

      maybe. Schedule: The hybrid model details already included in Benefits under Agility & Autonomy. But we also have a Schedule section maybe separate. The instruction says include Schedule section only if posting actually states them. The posting does state hybrid model and office hours. That could be considered Schedule. However we already used that info in Benefits. To avoid duplication, we could either put schedule details under Schedule section and not duplicate in Benefits. But the Benefits section includes Hybrid Model etc. The instruction: "Prefer a few substantive sections over many thin ones." So maybe we should combine schedule info into Benefits? But Benefits already has Agility & Autonomy which includes hybrid model. That is indeed a benefit. The Schedule section could be separate but we might avoid duplication. Since the posting includes schedule info under Benefits heading (Agility & Autonomy), we can keep it there and not create a separate Schedule section. However the instruction says 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 having both Benefits and Schedule if content exists. But we have schedule content already; we could still create a Schedule section with that content, but then we would duplicate. Better to keep schedule info under Benefits (Agility & Autonomy) and not create a separate Schedule section, to avoid thin sections. However the instruction says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It lists Schedule as an example but not mandatory. So we can omit Schedule if we already covered it under Benefits. That seems acceptable. Thus sections: About the role, Responsibilities, Requirements, Benefits, Pay. We need to wrap each section in

      heading then content. Let's craft HTML. We'll start with

      About the role

      then

      ...

      . Then

      Responsibilities

      then
      • ... each duty
      . Then

      Requirements

      then
      • ... each requirement
      . Then

      Benefits

      then
      • ... each benefit item
      . Then

      Pay

      then

      ... salary range text

      . Make sure to preserve all details exactly. Let's write responsibilities list items exactly as sentences. I'll copy each duty sentence: - Monitor and own performance against key sales, productivity, quality, and revenue targets. - Analyze performance trends to identify opportunities, risks, and areas requiring intervention. - Maintain a clear view of performance and forecast, proactively identifying potential gaps to target. - Diagnose the root causes behind performance challenges and translate insights into clear actions. - Establish a strong performance culture centered on accountability, continuous improvement, and results. - Build a strong working relationship with external sales leadership. - Set clear expectations and ensure alignment on priorities, performance standards, and outcomes. - Establish consistent performance management and business review cadences. - Hold external leaders accountable for commitments and ensure actions are followed through. - Influence and challenge partners constructively