Sr Director, Strategic Accounts, Florida/Georgia (Remote)
for each heading. Use - for any list of duties/requirements/benefits. Use
for prose. Do not repeat job title as heading. Do not include Job ID etc. Remove boilerplate, navigation, legal, EEO, etc. Preserve all substantive information. Include a section only when posting has real, specific content for it. Avoid filler like "commensurate with experience". Pay and Schedule sections only if posting actually states them. The posting includes compensation: base pay range $117,100 - $152,200, variable target $85,000. So we have Pay info. Schedule? Not mentioned. So we should not include Schedule section. Benefits? Not explicitly listed; there is mention of Total Rewards but no specifics. So we should not include Benefits unless specifics. The posting mentions "Total Rewards package" but no detail. So we should omit Benefits section. Qualifications? The posting includes required education and experience: Bachelor's degree, 7-10+ years progressive sales experience, 3-5+ years direct sales leadership, etc. Those are qualifications. Also "Skills & Competencies" list. Could treat those as Skills section. Requirements maybe same as qualifications? We need to decide sections: About the role (intro paragraph), Responsibilities (list of duties), Requirements (maybe education/experience), Qualifications (maybe skills/competencies), Skills (maybe overlapping). But we should avoid thin sections. Perhaps combine Requirements and Qualifications into one? But instructions: Use headings for those categories if content exists. We can have About the role, Responsibilities, Requirements, Skills. Pay section. No Benefits, Schedule.
We need to preserve all substantive information. Let's extract:
About the role: The first paragraphs about Cengage mission, culture, etc. Also description of 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."
That's substantive.
Responsibilities: The "What You'll Do Here" bullet list (though not bullet but sentences). We can convert to
- . Items:
- 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.
Leadership Expectations list also could be responsibilities? Might be considered responsibilities as well. Could include them under Responsibilities or maybe separate but we want few sections. Could incorporate them as part of Responsibilities as they are expectations. But we could also treat them as part of Responsibilities. Let's include them as additional li items.
Leadership Expectations items:
- 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 include these as responsibilities.
Requirements: Education and experience: Bachelor’s degree in business, marketing, education, or related field. 7–10+ years progressive sales experience in B2B, higher‑education, publishing, SaaS, or enterprise-level account management. 3–5+ years 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 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 focus on talent development, succession planning, and coaching excellence.
Also 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, and data hygiene (Salesforce & program analytics). This could be considered Requirements or maybe Skills. But we can include as part of Requirements or maybe as a separate "Qualifications" but we want few sections. Could treat them as part of Requirements (they are expectations). However they are optional KPIs, not strict requirements. Might be better to put under "Qualifications" as desired skills/experience. But we can also include them under "Skills". Let's decide.
Skills & Competencies list: Strategic and analytical thinking, ability to translate organizational direction into actionable regional plans. Executive communication and presence, 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 ability to mentor and elevate a hard-working team. Deep understanding of higher education institutional needs, decision making structures, and value drivers.
These are skills.
Thus we could have sections: About the role (intro), Responsibilities (What you'll do + Leadership Expectations), Requirements (education/experience + optional KPIs?), Skills (Skills & Competencies). Pay section.
We must not include Benefits or Schedule.
Now produce HTML fragment:
About the role
... (combined intro paragraphs)
Responsibilities
- 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.
- 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.
Requirements
- 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.
- Optional KPIs & Operating Cadence: 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, and data hygiene (Salesforce & program analytics).
Skills
- 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
for prose. Do not repeat job title as heading. Do not include Job ID etc. Remove boilerplate, navigation, legal, EEO, etc. Preserve all substantive information. Include a section only when posting has real, specific content for it. Avoid filler like "commensurate with experience". Pay and Schedule sections only if posting actually states them. The posting includes compensation: base pay range $117,100 - $152,200, variable target $85,000. So we have Pay info. Schedule? Not mentioned. So we should not include Schedule section. Benefits? Not explicitly listed; there is mention of Total Rewards but no specifics. So we should not include Benefits unless specifics. The posting mentions "Total Rewards package" but no detail. So we should omit Benefits section. Qualifications? The posting includes required education and experience: Bachelor's degree, 7-10+ years progressive sales experience, 3-5+ years direct sales leadership, etc. Those are qualifications. Also "Skills & Competencies" list. Could treat those as Skills section. Requirements maybe same as qualifications? We need to decide sections: About the role (intro paragraph), Responsibilities (list of duties), Requirements (maybe education/experience), Qualifications (maybe skills/competencies), Skills (maybe overlapping). But we should avoid thin sections. Perhaps combine Requirements and Qualifications into one? But instructions: Use headings for those categories if content exists. We can have About the role, Responsibilities, Requirements, Skills. Pay section. No Benefits, Schedule. We need to preserve all substantive information. Let's extract: About the role: The first paragraphs about Cengage mission, culture, etc. Also description of 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." That's substantive. Responsibilities: The "What You'll Do Here" bullet list (though not bullet but sentences). We can convert to
- . Items:
- 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.
Leadership Expectations list also could be responsibilities? Might be considered responsibilities as well. Could include them under Responsibilities or maybe separate but we want few sections. Could incorporate them as part of Responsibilities as they are expectations. But we could also treat them as part of Responsibilities. Let's include them as additional li items.
Leadership Expectations items:
- 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 include these as responsibilities.
Requirements: Education and experience: Bachelor’s degree in business, marketing, education, or related field. 7–10+ years progressive sales experience in B2B, higher‑education, publishing, SaaS, or enterprise-level account management. 3–5+ years 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 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 focus on talent development, succession planning, and coaching excellence.
Also 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, and data hygiene (Salesforce & program analytics). This could be considered Requirements or maybe Skills. But we can include as part of Requirements or maybe as a separate "Qualifications" but we want few sections. Could treat them as part of Requirements (they are expectations). However they are optional KPIs, not strict requirements. Might be better to put under "Qualifications" as desired skills/experience. But we can also include them under "Skills". Let's decide.
Skills & Competencies list: Strategic and analytical thinking, ability to translate organizational direction into actionable regional plans. Executive communication and presence, 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 ability to mentor and elevate a hard-working team. Deep understanding of higher education institutional needs, decision making structures, and value drivers.
These are skills.
Thus we could have sections: About the role (intro), Responsibilities (What you'll do + Leadership Expectations), Requirements (education/experience + optional KPIs?), Skills (Skills & Competencies). Pay section.
We must not include Benefits or Schedule.
Now produce HTML fragment:
About the role
... (combined intro paragraphs)
Responsibilities
- 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.
- 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.
Requirements
- 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.
- Optional KPIs & Operating Cadence: 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, and data hygiene (Salesforce & program analytics).
Skills
- 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