Sr Director, Strategic Accounts, California (Remote)
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text like "commensurate with experience", "not specified", etc. Never create Pay/Schedule/Benefits sections unless posting actually states them.
We need to extract substantive content: The posting includes:
- Intro about Cengage (company description) – could be "About the role"? Actually that's more about company. But we can treat as "About the role" maybe? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have content.
We have:
- "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."
That's description of role – could be "About the role" or "Responsibilities". Then we have "What You'll Do Here" bullet list (actually sentences). That's responsibilities.
Then "Leadership Expectations" – could be part of responsibilities or separate? Could be "Responsibilities" as well.
Then "Skills & Competencies" – list of skills.
Then "(Required) Skills You'll Need Here:" – list of qualifications/requirements.
Then "Optional KPIs & Operating Cadence" – maybe not needed.
Then "Compensation" section with pay range and variable compensation.
Thus we have sections: About the role (maybe intro), Responsibilities (What You'll Do Here + Leadership Expectations), Requirements (Required Skills You'll Need Here), Qualifications (maybe education+experience?), Skills (Skills & Competencies), Pay (Compensation). Benefits? Not mentioned besides variable compensation; no explicit benefits. Schedule? Not mentioned.
We must not create sections with filler. So we include only those with real content.
We need to use
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format them.
We must remove boilerplate: EEO, accommodation contact, etc. Also remove "About Cengage" maybe? That's company description; could be considered part of "About the role"? But it's more about company. The instruction says we can use About the role heading for section headings; but we could also include a section about company if we want, but not required. The posting includes a paragraph at start about Cengage mission etc. That's substantive but not about role. Should we include? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep that info. Where to place? Could be under a heading like "About Cengage" but that's not in the allowed headings list. The allowed headings list is examples; we can use those headings but not limited? It says: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings where appropriate. It doesn't forbid other headings, but likely they expect us to use those. The company description could go under "About the role"? Not exactly. Maybe we can treat the initial paragraph as part of "About the role" (role context). Or we could create a heading "About Cengage" but that's not in the list; maybe better to incorporate into "About the role" as a brief intro.
We need to avoid duplication. There's also a later "About Cengage" section near the end (duplicate). We should remove duplicated lines.
Thus we will produce:
About the role
We believe in the power and joy of learning At Cengage, our employees have a direct impact in helping students around the world discover the power and joy of learning. We are bonded by our shared purpose – driving innovation that helps millions of learners improve their lives and achieve their dreams through education. Cengage's Higher Education business, Cengage, supports learning and student success by providing materials and digital solutions to faculty and students enrolled in two-year, four-year and vocational programs. We currently serve more than 10 million of the 18 million students in US higher ed. Setting a new standard of service for our customers, we deliver quality, easy-to-use course materials from textbooks and eBooks to courseware such as MindTap and WebAssign. In the US, we offer Cengage Unlimited and Cengage Unlimited for Institutions. We help instructors be better teachers, we help institutions solve problems and we empower students to leverage the power and joy of learning to transform lives. Our culture values inclusion, engagement, and discovery Our business is driven by our strong culture, and we know that creating an inclusive workplace is absolutely essential to the success of our company and our learners, as well as our individual well-being. We recognize the value of diverse perspectives in everything we do, and strive to ensure employees of all levels and backgrounds feel empowered to voice their ideas and bring their authentic selves to work. We achieve these priorities through programs, benefits, and initiatives that are integrated into the fabric of how we work every day. To learn more, please see https://www.cengagegroup.com/about/inclusion-and-belonging/. 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.
But that is huge and includes duplicated content maybe. However we need to avoid duplication: The later "About Cengage" paragraph repeats similar content; we should not duplicate. We'll keep only one instance.
Now responsibilities: "What You'll Do Here" list (actually sentences). We'll convert each sentence to - . Also "Leadership Expectations" list.
We'll combine under
Responsibilities
with a containing all items.
We need to preserve all details exactly as written (but we can split into list items). Ensure we don't lose any detail.
Let's extract the responsibilities sentences:
From "What You'll Do Here":
- 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.
Then "Leadership Expectations":
- 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'll include all.
Now Requirements/Qualifications: The "(Required) Skills You'll Need Here:" list includes:
- 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.
We could treat these as Requirements (or Qualifications). The instruction includes both Requirements and Qualifications headings. We need to decide which to use. Could put under Requirements
as a list. Or we could split: Requirements (education/experience) and Qualifications (skills). But we have both categories overlapping. Simpler: Use Requirements
for the list.
Now 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 under Skills
as list
for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings. Remove boilerplate, navigation, legal, EEO, equal-opportunity, scam-warning, duplicated lines, application instructions. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text like "commensurate with experience", "not specified", etc. Never create Pay/Schedule/Benefits sections unless posting actually states them. We need to extract substantive content: The posting includes: - Intro about Cengage (company description) – could be "About the role"? Actually that's more about company. But we can treat as "About the role" maybe? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have content. We have: - "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." That's description of role – could be "About the role" or "Responsibilities". Then we have "What You'll Do Here" bullet list (actually sentences). That's responsibilities. Then "Leadership Expectations" – could be part of responsibilities or separate? Could be "Responsibilities" as well. Then "Skills & Competencies" – list of skills. Then "(Required) Skills You'll Need Here:" – list of qualifications/requirements. Then "Optional KPIs & Operating Cadence" – maybe not needed. Then "Compensation" section with pay range and variable compensation. Thus we have sections: About the role (maybe intro), Responsibilities (What You'll Do Here + Leadership Expectations), Requirements (Required Skills You'll Need Here), Qualifications (maybe education+experience?), Skills (Skills & Competencies), Pay (Compensation). Benefits? Not mentioned besides variable compensation; no explicit benefits. Schedule? Not mentioned. We must not create sections with filler. So we include only those with real content. We need to use
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format them.
We must remove boilerplate: EEO, accommodation contact, etc. Also remove "About Cengage" maybe? That's company description; could be considered part of "About the role"? But it's more about company. The instruction says we can use About the role heading for section headings; but we could also include a section about company if we want, but not required. The posting includes a paragraph at start about Cengage mission etc. That's substantive but not about role. Should we include? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep that info. Where to place? Could be under a heading like "About Cengage" but that's not in the allowed headings list. The allowed headings list is examples; we can use those headings but not limited? It says: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings where appropriate. It doesn't forbid other headings, but likely they expect us to use those. The company description could go under "About the role"? Not exactly. Maybe we can treat the initial paragraph as part of "About the role" (role context). Or we could create a heading "About Cengage" but that's not in the list; maybe better to incorporate into "About the role" as a brief intro.
We need to avoid duplication. There's also a later "About Cengage" section near the end (duplicate). We should remove duplicated lines.
Thus we will produce:
About the role
We believe in the power and joy of learning At Cengage, our employees have a direct impact in helping students around the world discover the power and joy of learning. We are bonded by our shared purpose – driving innovation that helps millions of learners improve their lives and achieve their dreams through education. Cengage's Higher Education business, Cengage, supports learning and student success by providing materials and digital solutions to faculty and students enrolled in two-year, four-year and vocational programs. We currently serve more than 10 million of the 18 million students in US higher ed. Setting a new standard of service for our customers, we deliver quality, easy-to-use course materials from textbooks and eBooks to courseware such as MindTap and WebAssign. In the US, we offer Cengage Unlimited and Cengage Unlimited for Institutions. We help instructors be better teachers, we help institutions solve problems and we empower students to leverage the power and joy of learning to transform lives. Our culture values inclusion, engagement, and discovery Our business is driven by our strong culture, and we know that creating an inclusive workplace is absolutely essential to the success of our company and our learners, as well as our individual well-being. We recognize the value of diverse perspectives in everything we do, and strive to ensure employees of all levels and backgrounds feel empowered to voice their ideas and bring their authentic selves to work. We achieve these priorities through programs, benefits, and initiatives that are integrated into the fabric of how we work every day. To learn more, please see https://www.cengagegroup.com/about/inclusion-and-belonging/. 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.
But that is huge and includes duplicated content maybe. However we need to avoid duplication: The later "About Cengage" paragraph repeats similar content; we should not duplicate. We'll keep only one instance.
Now responsibilities: "What You'll Do Here" list (actually sentences). We'll convert each sentence to - . Also "Leadership Expectations" list.
We'll combine under
Responsibilities
with a containing all items.
We need to preserve all details exactly as written (but we can split into list items). Ensure we don't lose any detail.
Let's extract the responsibilities sentences:
From "What You'll Do Here":
- 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.
Then "Leadership Expectations":
- 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'll include all.
Now Requirements/Qualifications: The "(Required) Skills You'll Need Here:" list includes:
- 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.
We could treat these as Requirements (or Qualifications). The instruction includes both Requirements and Qualifications headings. We need to decide which to use. Could put under Requirements
as a list. Or we could split: Requirements (education/experience) and Qualifications (skills). But we have both categories overlapping. Simpler: Use Requirements
for the list.
Now 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 under Skills
as list
for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format them. We must remove boilerplate: EEO, accommodation contact, etc. Also remove "About Cengage" maybe? That's company description; could be considered part of "About the role"? But it's more about company. The instruction says we can use About the role heading for section headings; but we could also include a section about company if we want, but not required. The posting includes a paragraph at start about Cengage mission etc. That's substantive but not about role. Should we include? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should keep that info. Where to place? Could be under a heading like "About Cengage" but that's not in the allowed headings list. The allowed headings list is examples; we can use those headings but not limited? It says: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings where appropriate. It doesn't forbid other headings, but likely they expect us to use those. The company description could go under "About the role"? Not exactly. Maybe we can treat the initial paragraph as part of "About the role" (role context). Or we could create a heading "About Cengage" but that's not in the list; maybe better to incorporate into "About the role" as a brief intro.
We need to avoid duplication. There's also a later "About Cengage" section near the end (duplicate). We should remove duplicated lines.
Thus we will produce:
About the role
We believe in the power and joy of learning At Cengage, our employees have a direct impact in helping students around the world discover the power and joy of learning. We are bonded by our shared purpose – driving innovation that helps millions of learners improve their lives and achieve their dreams through education. Cengage's Higher Education business, Cengage, supports learning and student success by providing materials and digital solutions to faculty and students enrolled in two-year, four-year and vocational programs. We currently serve more than 10 million of the 18 million students in US higher ed. Setting a new standard of service for our customers, we deliver quality, easy-to-use course materials from textbooks and eBooks to courseware such as MindTap and WebAssign. In the US, we offer Cengage Unlimited and Cengage Unlimited for Institutions. We help instructors be better teachers, we help institutions solve problems and we empower students to leverage the power and joy of learning to transform lives. Our culture values inclusion, engagement, and discovery Our business is driven by our strong culture, and we know that creating an inclusive workplace is absolutely essential to the success of our company and our learners, as well as our individual well-being. We recognize the value of diverse perspectives in everything we do, and strive to ensure employees of all levels and backgrounds feel empowered to voice their ideas and bring their authentic selves to work. We achieve these priorities through programs, benefits, and initiatives that are integrated into the fabric of how we work every day. To learn more, please see https://www.cengagegroup.com/about/inclusion-and-belonging/. 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.
But that is huge and includes duplicated content maybe. However we need to avoid duplication: The later "About Cengage" paragraph repeats similar content; we should not duplicate. We'll keep only one instance. Now responsibilities: "What You'll Do Here" list (actually sentences). We'll convert each sentence toResponsibilities
with a- containing all items.
We need to preserve all details exactly as written (but we can split into list items). Ensure we don't lose any detail.
Let's extract the responsibilities sentences:
From "What You'll Do Here":
- 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.
Then "Leadership Expectations":
- 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'll include all.
Now Requirements/Qualifications: The "(Required) Skills You'll Need Here:" list includes:
- 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.
We could treat these as Requirements (or Qualifications). The instruction includes both Requirements and Qualifications headings. We need to decide which to use. Could put under