VP of Sales

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. Must not include Job ID etc. Must remove boilerplate. Must preserve all substantive info. We need to parse the posting. Sections present: - About The Role (intro paragraph) - What You'll Do (list of duties) - Your First 90 Days (timeline) - What Success Looks Like After One Year (outcomes) - What We're Looking For (must have, preferred) - Compensation (OTE, base, equity) - About Hello Patient (company description) - Compensation Range (duplicate) We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections map. - About the role: we have "About The Role" intro paragraph. Use

About the role

then

with that paragraph. - Responsibilities: likely "What You'll Do" and maybe "Your First 90 Days" and "What Success Looks Like After One Year" could be responsibilities or expectations. But we need to avoid thin sections. Could combine responsibilities into one

• list. However we must preserve all substantive info; we can break into multiple sub-sections? Only allowed headings are those eight. We could use Responsibilities for duties, Requirements for must-have, Qualifications for preferred, Skills maybe for specific skills? Benefits maybe none; Pay for compensation; Schedule maybe none. We need to check if there is any mention of benefits: none explicit besides equity (meaningful ownership). Could treat equity as part of Pay? Benefits maybe not present. Schedule: mentions travel frequently, based in Austin or NYC, preference for in-person four days per week. That's schedule info (work location and travel). Could put under Schedule. We need to avoid filler like "commensurate with experience". Not present. Thus sections: - About the role: intro paragraph. - Responsibilities: list of duties from "What You'll Do", plus maybe "Your First 90 Days" and "What Success Looks Like After One Year" could be considered responsibilities/expectations. But we could also put those under Responsibilities as separate sub-lists? Might be okay to have multiple
  under same heading? Probably okay. - Requirements: Must Have bullet list. - Qualifications: Preferred Experience bullet list. - Skills: maybe we could extract skills like "strong commercial and operational judgment", "hands-on leadership", "executive presence", "ability to travel". But we already have those in Requirements/Qualifications. Could leave Skills empty? But we must not emit heading with filler. So if we don't have specific skills separate, we should omit Skills section. - Benefits: maybe equity? But equity is part of compensation. Could treat as Benefits? But we have Pay section for compensation. Benefits maybe none. So omit Benefits. - Pay: include OTE, base, equity. - Schedule: include travel frequently, based in Austin or NYC, preference for in-person four days per week. Also we have About Hello Patient description; could be part of About the role? But we already have About the role heading for role description. Could we add another section? Not allowed headings besides those eight. Could we put About Hello Patient under About the role as additional paragraph? Probably okay to include as part of About the role section (since it's about the company). But the instruction: "About the role" heading for section headings (e.g. About the role, Responsibilities...). So we can put company description there as well. We must not repeat job title. Not needed. We must not include application instructions, boilerplate. Now craft HTML. Structure:

  About the role

  Hello Patient is looking for a strategic, execution-oriented VP of Sales to lead our next phase of growth. You’ll join at an inflection point: our AI agents are already helping healthcare organizations improve how they engage with patients across voice, SMS, and chat, and we have an opportunity to establish Hello Patient as the category leader in a rapidly growing market. As our senior commercial sales leader, you’ll own net-new revenue and the performance of our sales team. You’ll work directly with AEs every week - coaching calls, shaping deal strategy, identifying bottlenecks, and helping opportunities progress from first conversation through close. You’ll set clear expectations for prospecting, pipeline creation, qualification, and forecasting, and give the team the support and accountability to deliver. Alongside that day-to-day leadership, you’ll recruit and develop talent, sharpen our focus on the right customers, and build a repeatable sales motion. You’ll also engage directly in priority enterprise opportunities, bringing executive support and taking the lead where needed. We’re looking for someone who has personally built a repeatable sales go-to-market motion in a high-growth SaaS business or an entrepreneurial business unit within a larger organization.

  Hello Patient is transforming healthcare communication through advanced conversational AI. Our founding team spent 3.5 years scaling Carbon Health's technology during hypergrowth, where we saw firsthand how much clinical time gets wasted on basic communication—great clinicians buried in admin work, patients stuck in phone tag. Our AI platform proactively engages patients through perfectly timed calls and texts, resolving complex interactions end-to-end—from scheduling to billing to retention. Built with security and compliance at its core, our technology integrates with existing healthcare infrastructure to deliver 24/7 patient engagement. Backed by Scale and 8VC, we're building the future of healthcare communication, one conversation at a time.

  Then Responsibilities:

  Responsibilities

  • Build and own our sales strategy: refine around healthcare segments, customer needs, and use cases where we can win consistently; build outbound and account-development approach to help AEs generate qualified opportunities; use conversion rates, deal age, win/loss patterns, and rep performance to identify bottlenecks, test improvements, and scale what works; own forecasting, performance reporting, and board-level sales updates; establish clear verticals, territories, capacity, quota, and headcount plans based on a thoughtful growth thesis; partner with executive team to translate company goals into an actionable sales plan; partner with Marketing, Customer Delivery, Product, Finance, and RevOps to improve lead quality, resolve sales blockers, and ensure smooth transition from sale to implementation.
  • Coach and lead a high-performing sales team: spend substantial time each week working directly with AEs reviewing calls, preparing for customer meetings, developing deal strategies, and strengthening discovery, demos, negotiation, and closing; set clear expectations for outbound prospecting, qualified pipeline creation, deal execution, and quota attainment; hold the team accountable and help them close gaps; establish a strong operating cadence across pipeline reviews, forecasting, QBRs, coaching, and performance management; recruit, onboard, develop, and retain exceptional sales talent; address underperformance directly and build management capacity as the team grows; understand each AE’s strengths and development needs, and provide specific coaching that improves performance over time.
  • Own revenue and drive deal progression: own the net-new revenue goal and take full responsibility for the sales organization’s performance; work alongside AEs to advance opportunities: sharpen the customer’s business case, engage decision-makers, navigate buying processes, and establish concrete next steps; identify where deals stall and address underlying causes (qualification, selling skills, positioning, product fit, internal coordination); bring executive support to priority opportunities and personally lead selected enterprise deals and strategic partnerships; establish practical qualification standards and sales frameworks that improve how the team sells and provide a consistent basis for deal stages and forecasts.
  • First 90 days plan: First 30 days – learn product, customers, team, and pipeline through direct participation in sales calls and deal reviews; begin coaching each AE and helping advance active opportunities; assess individual development needs, pipeline health, and biggest barriers to winning; establish initial performance baseline and priorities. By 60 days – put consistent coaching, pipeline review, and forecasting cadence in place; set clear expectations for outbound activity, qualified pipeline creation, qualification, and deal ownership; work with AEs on action plans for priority opportunities and individual development; align with executive team on priority segments and most pressing changes to the sales motion. By 90 days – demonstrate early, measurable improvement against baseline in pipeline quality, deal progression, and AE execution; present clear revenue outlook, remaining risks, and prioritized plan for improving team performance and scaling capacity; have an actionable hiring and development plan tied to company’s growth goals.
  • What success looks like after one year: sales organization delivers against agreed net-new revenue target; AEs more productive with broader share consistently meeting expectations for qualified pipeline creation and revenue attainment; repeatable sales motion in place across priority healthcare segments; team consistently generates qualified net-new pipeline through effective outbound prospecting and coordinated work with Marketing, and forecasts with greater accuracy; significant enterprise deals and strategic partnerships have closed under your leadership; sales organization has talent, structure, and operating rhythm to support next stage of growth.
  Requirements (Must Have):

  Requirements

  • 10+ years of progressive B2B sales experience, including at least five years in sales leadership.
  • Track record of building high-performing sales teams and a repeatable sales motion, including recruiting, onboarding, and directly coaching AEs to improve performance.
  • Experience selling complex SaaS or technology solutions to mid-market and enterprise customers, including personally leading major opportunities through negotiation and close.
  • Strong commercial and operational judgment across pipeline generation, deal execution, forecasting, and sales capacity planning.
  • Hands‑on leadership style, with resourcefulness to build in an early‑stage company, make decisions amid ambiguity, and take ownership of results.
  • Strong executive presence and ability to earn trust with customers, develop talent, and hold the team accountable.
  • Ability to travel frequently for customer and partner meetings, industry events, and time with our teams in Austin and New York City.
  Qualifications (Preferred):

  Qualifications

  • Experience leading multiple teams or managing sales managers.
  • Experience selling healthcare technology, AI, communications, contact center, or patient engagement solutions.
  • Familiarity with multi‑location healthcare groups, private equity‑backed platforms, or other distributed organizations.
  • Experience developing vertical‑specific sales strategies.
  • Based in Austin or New York City, with a strong preference for working alongside the team in person four days per week.
  Pay:

  Pay

  • On‑Target Earnings (OTE): $400,000 – $450,000 (uncapped)
  • Base salary: $200,000 – $250,000
  • Equity: Meaningful ownership in a fast‑growing healthtech startup
  Schedule: we have travel frequently and in‑person preference. Could put under Schedule.

  Schedule

  • Ability to travel frequently for customer and partner meetings, industry events, and time with teams in Austin and New York City.
  • Based in Austin or New York City, with a strong preference for working alongside the team in person four days per week.
  We have duplicated some points (travel appears both in Requirements and Schedule). That's okay; we keep both as they are substantive. But we might want to avoid duplication? The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. Duplication is okay if it's in original. However we might consider moving travel to Schedule only and remove from Requirements? But Requirements originally includes ability to travel frequently. That's a requirement. So we should keep it there. Schedule can also include that plus in‑person preference. It's okay to have overlapping. Check for any boilerplate: we removed EEO etc. Good. Now output only HTML fragment, no markdown fences. Let's craft final answer