Sr Director, Strategic Accounts, California (Remote)

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must remove boilerplate, navigation, EEO, etc. Must preserve all substantive info. We need to parse the posting. Key sections: - Intro about Cengage: mission, culture, etc. Could be "About the role"? Actually "About the role" could be description of role. The posting includes "The Regional Director, Strategic Accounts is a senior regional sales leader..." That's role description. So we can put that under

About the role

with paragraphs. - Responsibilities: The bullet list under "What You'll Do Here". Those are duties. So

Responsibilities

with

• each. - Leadership Expectations: Could be part of Responsibilities or separate? Might be considered "Leadership Expectations" but not a required heading. Could be included under Responsibilities as they are duties. But we can also treat as separate section "Leadership Expectations". However the instruction: Prefer few substantive sections over many thin ones. So maybe combine Leadership Expectations into Responsibilities. - Skills & Competencies: That's a list of skills. Could be

  Skills & Competencies

  or

  Skills

  . The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use Skills heading. - (Required) Skills You'll Need Here: list of qualifications (education, experience). That could be under Requirements or Qualifications. The headings list includes Requirements and Qualifications. We need to decide which to use. Probably Requirements for mandatory qualifications, Qualifications for preferred? But we have both required and optional? The posting lists required skills (education, years experience) and optional KPIs & Operating Cadence (which is more metrics). Could treat required as Requirements, optional as maybe Qualifications? But Qualifications heading is also allowed. However we should not create thin sections. Maybe combine required and optional into Requirements? Or separate: Requirements (required) and Qualifications (optional/KPIs). Let's see. The posting: "(Required) Skills You'll Need Here:" then bullet list of education, years experience, etc. Then "Optional KPIs & Operating Cadence" list of metrics. That could be considered Qualifications (preferred). So we can have:

  Requirements

  with list of required education/experience.

  Qualifications

  with list of optional KPIs & Operating Cadence. But the instruction: "Prefer a few substantive sections over many thin ones." Having both Requirements and Qualifications may be okay if they have substantive content. The optional KPIs list is substantive. Skills & Competencies: we have a list of skills (strategic thinking, communication, Salesforce, etc). That is separate from Requirements. Thus sections: About the role, Responsibilities, Skills & Competencies, Requirements, Qualifications, Pay (we have compensation details), Benefits? The posting mentions benefits? There's a line about "Compensation At Cengage, we take great pride..." and then base pay range, variable compensation. No explicit benefits like health, retirement. There's a mention of "Total Rewards package" but not details. So we should not create Benefits section unless specific benefits are stated. There's no explicit benefits list. So omit Benefits. Schedule: Not mentioned. So omit Schedule. Thus we will have sections: About the role, Responsibilities, Skills & Competencies, Requirements, Qualifications, Pay. We must not include filler like "commensurate with experience". The pay section includes base pay range and variable compensation. That's specific. We need to format as HTML fragment: use

  for each heading, then

  for prose,

  • for lists. We must preserve all substantive information. Let's extract. About the role: The paragraph(s) describing role: "The Regional Director, Strategic Accounts is a senior regional sales leader responsible for ~$90M in annual revenue and the strategy that drives growth across a high‑visibility territory. Reporting to the VP, Strategic Accounts, this leader turns enterprise strategy into disciplined regional execution—elevating forecasting accuracy, pipeline health, and Salesforce rigor. Leading a team of Strategic Account Directors, the Regional Director shapes high‑impact account strategies, guides complex institutional pursuits, and strengthens partnerships with academic and executive leaders. In close collaboration with Solutions Sales, Product Consultants, and Customer Success, this leader advances the Institutional Sales motion, accelerates CU adoption, and builds the operational and data excellence needed to unlock sustained regional growth." We can keep as one or multiple paragraphs. Use

    . Responsibilities: The bullet list under "What You'll Do Here". Let's capture each line: - Own regional revenue performance and overall account strategy, ensuring growth, retention, and execution of strategic priorities across the assigned territory. - Translate the VP, Strategic Accounts’ vision into regional operating plans with clear goals, expectations, and processes for consistent execution. - Drive forecast accuracy and pipeline rigor through regular inspection, strong operating cadence, and data-validated forecasting for operational viability - Lead development and execution of strategic account plans that leverage analytics, market trends and program performance to prioritize high‑value department, cohort, and institution‑level opportunities. - Guide complex deal strategy; align cross‑functional resources and assist in high‑value negotiations to accelerate growth. - Coach Strategic Account Directors on negotiation excellence and commercial rigor—including pricing strategy, discount/approval guardrails, executive‑level contracting, and close‑plan quality ensuring consistent, high‑standard execution across the region. - Advance Inclusive Access (IA), Equitable Access (EA), and Cengage Unlimited (CU) execution and data fluency (enrollment, usage, pricing, adoption, renewals) and require these insights in planning, risk mitigation, and forecasting. - Cultivate channel and bookstore partnerships for IA, EA and CU accounts, ensuring alignment on pricing, process, implementation, and program performance. - Build strong partnerships with Solutions Sales, Solutions Engineering, and Customer Success leadership to ensure cohesive pre‑sale strategy and post‑sale execution. We should keep each as

  • . Leadership Expectations: Could be merged into Responsibilities as additional duties. But we could also add as part of Responsibilities. Since we want few sections, we can incorporate them into Responsibilities as additional bullet points. However the instruction says preserve all substantive information; we can add them as part of Responsibilities list. Let's extract Leadership Expectations bullet points: - Model strategic clarity and alignment, ensuring the team understands and accomplishes the vision, priorities, and operating standards set by the VP, Accounts. - Develop and empower a high‑performing, inclusive team through regular coaching, clear expectations, proactive skill development, and trust‑based team dynamics. - Foster a culture of accountability, setting high standards for forecast accuracy, CRM rigor, operational excellence, and consistent follow‑through. - Set the tone for customer‑centricity, modeling consultative engagement, and elevating institutional relationships through data‑driven, value‑based conversations. - Build a culture of continuous improvement, finding opportunities to strengthen sales processes, streamline workflows, and mature the Institutional Sales motion. - Ensure consistency and alignment across the region by reinforcing standards for account planning, sales methodology, commercial guardrails, and institutional engagement within the field. - Lead with transparency and communication, providing clear updates on performance, risks, opportunities, and market signals to the team and VP, Accounts. We can add these as additional
  • under Responsibilities. Skills & Competencies: list: - Strategic and analytical thinking, with the ability to translate organizational direction into actionable regional plans. - Executive communication and presence, with strong data driven storytelling skills for institutional leaders. - High proficiency in Salesforce and data interpretation, using insights to guide decision making and improve execution. - Strong commercial acumen, including pricing, negotiation, and contract strategy. - Talent development approach, with the ability to mentor and elevate a hard-working team. - Deep understanding of higher education institutional needs, decision making structures, and value drivers. We'll put as
    • . Requirements (required): bullet list: - Bachelor’s degree in business, marketing, education, or a related field. - 7–10+ years of progressive sales experience in B2B, higher‑education, publishing, SaaS, or enterprise-level account management roles. - 3–5+ years of direct sales leadership experience, managing quota‑carrying Account Executives/Strategic Account Directors with full revenue accountability. - Demonstrated ability to lead complex, multi‑stakeholder institutional sales cycles, including executive‑level customer engagement. - Strong commercial acumen, including experience with pricing strategy, discount governance, negotiation frameworks, and contract execution. - Exceptional communication, executive presence, and the ability to inspire confidence with senior institutional leaders. - Strong operational rigor with experience driving consistent processes, accountability rhythms, and performance management. - Track record of developing high-performing, diverse teams with a focus on talent development, succession planning, and coaching excellence. Qualifications (optional KPIs & Operating Cadence): list: - Team quota attainment - Forecast accuracy - Pipeline coverage and quality (creation, conversion, velocity) - Win rate - Cycle time - Discount adherence - CU adoption and conversion rate - Renewal retention - Data hygiene (Salesforce & program analytics) We could phrase each as bullet. Pay: we have: - The full base pay range has been provided for this position. Individual base pay will vary based on work schedule, qualifications, experience, internal equity, and geographic location. - In this position, you will be eligible to participate in the company’s variable Sales incentive compensation program. - $117,100.00 - $152,200.00 USD - Target Variable Compensation 85,000.00 USD Annual - Individual Target annually Actual incentive earnings are not guaranteed and may be more or less than the target amount based on achievement of performance goals and the terms of the applicable incentive compensation plan. We need to preserve all substantive info. We'll put as

      paragraphs. We must not include boilerplate like EEO, accommodation, etc. Also remove navigation, cookie, etc. The posting includes a lot of introductory fluff about Cengage mission etc. That is not part of role description? It might be considered "About Cengage" but we are not to include sections like About Cengage unless it's substantive and relevant to role? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." The introductory paragraphs about Cengage mission, culture, etc. Are they substantive? They are about the company, not the role. Should we keep them? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The introductory fluff about mission is not boilerplate; it's substantive info about the company. Should we keep it? Possibly yes, as part of "About the role" or maybe a separate section "About Cengage". But the allowed headings list does not include "About Cengage". However we could include it under About the role as part of role description? The role description already includes the role specifics. The introductory fluff is more about the company. Could we include it as a paragraph under About the role before the role description? That would preserve info. The instruction: "Use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can have About the role heading and then include paragraphs that describe both the role and company context. That seems acceptable. Thus About the role will contain the introductory paragraphs about Cengage mission, culture, etc., plus the role description paragraph(s). We'll combine them. We need to ensure we don't repeat job title as heading. We'll not. Now produce HTML. Let's craft:

      About the role