VP, Territory Sales
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to these headings.
We have:
- "Impact in this Role" describing the role: leads national territory field sales org, etc. That's about the role.
- "What You’ll Be Doing": bullet points (though not bullet list) describing responsibilities: Revenue Ownership & Operating Rigor, Full-Solution, Value-Based Selling, Frontline Leadership Development, One Selling Organization & Coverage.
- "Required Desired Traits and Qualifications": list of required traits.
- "Strongly Preferred": list of preferred qualifications.
- "Leadership Character": traits.
- "Travel Ability": travel 50%.
- "Physical Demands": description.
- "Perks And Benefits": list of benefits.
- "Salary: $340,000 to $420,000 OTE": pay.
- No schedule mentioned.
Thus we need sections: About the role (maybe combine About MISUMI Americas and Impact in this Role?), Responsibilities (What You’ll Be Doing), Requirements (Required Desired Traits and Qualifications), Qualifications (Strongly Preferred?), Skills (maybe Leadership Character, Travel Ability, Physical Demands?), Benefits (Perks And Benefits), Pay (Salary). Schedule: none -> omit.
We must not create sections with filler. So include only those with content.
We need to use - for any list of duties/requirements/benefits. For prose use
.
We need to preserve all substantive information, not invent or summarize away detail. Must not drop details.
We need to format lists appropriately.
Let's extract details.
About MISUMI Americas paragraph:
"About MISUMI Americas MISUMI Americas, a division of MISUMI Group, is a leading provider of standard, configurable, and custom manufacturing solutions. By integrating a vast catalog of components with a world-class digital manufacturing platform, MISUMI Americas empowers engineers and procurement teams to accelerate innovation across the entire product lifecycle. With operations in the San Francisco Bay Area and Chicago, the company serves as a vital partner for the most innovative companies in the Americas."
We can put that under About the role (or maybe About the company). We'll use About the role heading.
Impact in this Role paragraph:
"Impact in this Role The Vice President, Territory Sales leads the national territory field sales organization — six frontline sales directors, each leading six to eight field account executives, for a combined organization of roughly 50 — with full ownership of the territory revenue plan and the mandate to sell the entire solution offering across Custom, Configurable, and Standard components. This is a P&L-minded operator role charged with raising the ceiling of a proven, revenue-producing organization: elevating frontline sales management, instilling disciplined account planning and pipeline rigor, and shifting the conversation from part numbers and price to productivity, uptime, and total cost of ownership. You will report to the Chief Revenue Officer."
We can combine with About the role or separate? Probably include in About the role as it's about the role. Could have two paragraphs under same heading.
Responsibilities: "What You’ll Be Doing" includes several subheadings with paragraphs.
We need to turn each bullet into list items? The content is not bullet list but sections with headings. We can treat each as list item under Responsibilities.
List items:
- Revenue Ownership & Operating Rigor: Own the territory field sales revenue number — forecast accuracy, pipeline coverage, and quota attainment across all six director teams. Install a consistent operating cadence: territory reviews, account plans, pipeline inspection, and win/loss discipline. Manage to a P&L mindset — balance growth investment, seller productivity, and gross profit against the plan.
- Full-Solution, Value-Based Selling: Lead the shift from transactional, catalog-led selling to value-based, consultative selling across the full field organization. Drive the team to sell the entire solution offering — Custom, Configurable, and Standard components — rather than defaulting to the historical standard-catalog motion. Drive adoption of the MEDDPICC-based discovery and qualification framework in partnership with VP, Sales Acceleration. Reorient territory coverage, account tiering, and time allocation toward expansion of the installed base.
- Frontline Leadership Development: Lead and develop six frontline sales directors through coaching standards, talent upgrades, and clear performance management. Own hiring to plan for the field organization within the November 30, 2026 leadership hiring milestone and beyond. Build a repeatable talent engine that develops the company's next generation of sales leaders.
- One Selling Organization & Coverage: Partner and reinforce the unified MISUMI Americas identity — one team, one customer experience — across legacy organizational lines. Partner with VP, Emerging Accounts to extend coverage across the territory and coordinate account development and hand-offs. Coordinate with the enterprise organization on territory-to-named-account transitions, carrying the integration standard through the April 1, 2027 go-live and beyond.
We need to preserve all details, including dates.
Now Requirements: "Required Desired Traits and Qualifications" list:
- Has led a multi-region B2B field sales organization with full revenue ownership — with a demonstrated record of growing the book, not maintaining it.
- Proven multi-layer leadership: has led leaders of leaders (sales directors and their seller teams), not just individual contributors.
- Has operated through significant organizational scaling or transformation, and can speak concretely to what had to change in coverage, management discipline, and selling motion.
- Direct experience shifting a transactional or catalog-driven sales motion toward consultative, full-solution, value-based selling, with specific measurable outcomes.
- Operating rigor: CRM discipline, pipeline analytics, territory design, and structured qualification methodologies (MEDDPICC or equivalent).
- Change leadership under integration conditions — able to unify teams across legacy organizational lines.
- High say:do ratio — moves fast, holds commitments, and builds organizations that operate the same way.
We'll put each as
- .
Strongly Preferred: list:
- 15+ years of B2B sales leadership in industrial manufacturing, factory automation components, industrial distribution, or adjacent technical product sectors.
- Has personally led a book of business of $250M or more.
- Career experience inside a company that scaled through and beyond $1B in revenue.
- Has led a field sales organization of comparable scale — roughly 50 sellers across multiple frontline management layers.
- Experience selling a multi-product solution (custom, configurable, and standard, or equivalent breadth) rather than a single-line catalog.
- Deep fluency in the catalog motion, the MRO and plant-floor buyer, and the specific behaviors being transformed.
- Experience applying AI tools to seller productivity, territory planning, or account prioritization.
Leadership Character: maybe under Skills or Qualities. Could be a separate section Skills? The instruction includes Skills heading. We'll put Leadership Character under Skills.
Leadership Character bullet:
- A sales manager's sales manager — energized by developing frontline leaders and being in the field, not managing from the tower.
- Direct, honest, and accountable; communicates with clarity and takes challenges well.
Travel Ability: maybe also under Skills or separate? Could be under Skills as well.
Travel Ability bullet:
- Ability to travel approximately 50% annually, national, in-territory and field-facing, for director ride-alongs, key account visits, sales kickoff (SKO), quarterly business reviews (QBRs), and integration milestones.
Physical Demands: maybe also under Skills? Could be separate but we have no specific heading for physical demands; we could put under Skills as well, but maybe better to include under Skills as it's a requirement. However the instruction says Skills heading is for skills; physical demands could be considered a requirement but we don't have a specific heading for that. We could include under Requirements? But it's not a trait. Might be okay to put under Skills as well.
Physical Demands paragraph:
- Standard office and home-office work environment with extensive computer, phone, and video-conference use.
- Ability to travel by air and drive within assigned territory, including navigating customer plant floors and manufacturing environments during field visits.
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
We'll keep that.
Benefits: "Perks And Benefits Competitive medical, dental, and vision insurance 401K plan Parental leave programs Paid volunteer days And much, much more!"
We'll list as items.
Pay: Salary: $340,000 to $420,000 OTE.
We'll put under Pay heading as a paragraph.
Schedule: none -> omit.
Now we need to output only HTML fragment, no /, no markdown.
We'll produce:
About the role
About MISUMI Americas ...
Impact in this Role ...
Responsibilities
- Revenue Ownership & Operating Rigor: Own the territory field sales revenue number — forecast accuracy, pipeline coverage, and quota attainment across all six director teams. Install a consistent operating cadence: territory reviews, account plans, pipeline inspection, and win/loss discipline. Manage to a P&L mindset — balance growth investment, seller productivity, and gross profit against the plan.
- Full-Solution, Value-Based Selling: Lead the shift from transactional, catalog-led selling to value-based, consultative selling across the full field organization. Drive the team to sell the entire solution offering — Custom, Configurable, and Standard components — rather than defaulting to the historical standard-catalog motion. Drive adoption of the MEDDPICC-based discovery and qualification framework in partnership with VP, Sales Acceleration. Reorient territory coverage, account tiering, and time allocation toward expansion of the installed base.
- Frontline Leadership Development: Lead and develop six frontline sales directors through coaching standards, talent upgrades, and clear performance management. Own hiring to plan for the field organization within the November 30, 2026 leadership hiring milestone and beyond. Build a repeatable talent engine that develops the company's next generation of sales leaders.
- One Selling Organization & Coverage: Partner and reinforce the unified MISUMI Americas identity — one team, one customer experience — across legacy organizational lines. Partner with VP, Emerging Accounts to extend coverage across the territory and coordinate account development and hand-offs. Coordinate with the enterprise organization on territory-to-named-account transitions, carrying the integration standard through the April 1, 2027 go-live and beyond.
Requirements
- Has led a multi-region B2B field sales organization with full revenue ownership — with a demonstrated record of growing the book, not maintaining it.
- Proven multi-layer leadership: has led leaders of leaders (sales directors and their seller teams), not just individual contributors.
- Has operated through significant organizational scaling or transformation, and can speak concretely to what had to change in coverage, management discipline, and selling motion.
- Direct experience shifting a transactional or catalog-driven sales motion toward consultative, full-solution, value-based selling, with specific measurable outcomes.
- Operating rigor: CRM discipline, pipeline analytics, territory design, and structured qualification methodologies (MEDDPICC or equivalent).
- Change leadership under integration conditions — able to unify teams across legacy organizational lines.
- High say:do ratio — moves fast, holds commitments, and builds organizations that operate the same way.
. We need to preserve all substantive information, not invent or summarize away detail. Must not drop details. We need to format lists appropriately. Let's extract details. About MISUMI Americas paragraph: "About MISUMI Americas MISUMI Americas, a division of MISUMI Group, is a leading provider of standard, configurable, and custom manufacturing solutions. By integrating a vast catalog of components with a world-class digital manufacturing platform, MISUMI Americas empowers engineers and procurement teams to accelerate innovation across the entire product lifecycle. With operations in the San Francisco Bay Area and Chicago, the company serves as a vital partner for the most innovative companies in the Americas." We can put that under About the role (or maybe About the company). We'll use About the role heading. Impact in this Role paragraph: "Impact in this Role The Vice President, Territory Sales leads the national territory field sales organization — six frontline sales directors, each leading six to eight field account executives, for a combined organization of roughly 50 — with full ownership of the territory revenue plan and the mandate to sell the entire solution offering across Custom, Configurable, and Standard components. This is a P&L-minded operator role charged with raising the ceiling of a proven, revenue-producing organization: elevating frontline sales management, instilling disciplined account planning and pipeline rigor, and shifting the conversation from part numbers and price to productivity, uptime, and total cost of ownership. You will report to the Chief Revenue Officer." We can combine with About the role or separate? Probably include in About the role as it's about the role. Could have two paragraphs under same heading. Responsibilities: "What You’ll Be Doing" includes several subheadings with paragraphs. We need to turn each bullet into list items? The content is not bullet list but sections with headings. We can treat each as list item under Responsibilities. List items: - Revenue Ownership & Operating Rigor: Own the territory field sales revenue number — forecast accuracy, pipeline coverage, and quota attainment across all six director teams. Install a consistent operating cadence: territory reviews, account plans, pipeline inspection, and win/loss discipline. Manage to a P&L mindset — balance growth investment, seller productivity, and gross profit against the plan. - Full-Solution, Value-Based Selling: Lead the shift from transactional, catalog-led selling to value-based, consultative selling across the full field organization. Drive the team to sell the entire solution offering — Custom, Configurable, and Standard components — rather than defaulting to the historical standard-catalog motion. Drive adoption of the MEDDPICC-based discovery and qualification framework in partnership with VP, Sales Acceleration. Reorient territory coverage, account tiering, and time allocation toward expansion of the installed base. - Frontline Leadership Development: Lead and develop six frontline sales directors through coaching standards, talent upgrades, and clear performance management. Own hiring to plan for the field organization within the November 30, 2026 leadership hiring milestone and beyond. Build a repeatable talent engine that develops the company's next generation of sales leaders. - One Selling Organization & Coverage: Partner and reinforce the unified MISUMI Americas identity — one team, one customer experience — across legacy organizational lines. Partner with VP, Emerging Accounts to extend coverage across the territory and coordinate account development and hand-offs. Coordinate with the enterprise organization on territory-to-named-account transitions, carrying the integration standard through the April 1, 2027 go-live and beyond. We need to preserve all details, including dates. Now Requirements: "Required Desired Traits and Qualifications" list: - Has led a multi-region B2B field sales organization with full revenue ownership — with a demonstrated record of growing the book, not maintaining it. - Proven multi-layer leadership: has led leaders of leaders (sales directors and their seller teams), not just individual contributors. - Has operated through significant organizational scaling or transformation, and can speak concretely to what had to change in coverage, management discipline, and selling motion. - Direct experience shifting a transactional or catalog-driven sales motion toward consultative, full-solution, value-based selling, with specific measurable outcomes. - Operating rigor: CRM discipline, pipeline analytics, territory design, and structured qualification methodologies (MEDDPICC or equivalent). - Change leadership under integration conditions — able to unify teams across legacy organizational lines. - High say:do ratio — moves fast, holds commitments, and builds organizations that operate the same way. We'll put each as
About the role
About MISUMI Americas ...
Impact in this Role ...
Responsibilities
- Revenue Ownership & Operating Rigor: Own the territory field sales revenue number — forecast accuracy, pipeline coverage, and quota attainment across all six director teams. Install a consistent operating cadence: territory reviews, account plans, pipeline inspection, and win/loss discipline. Manage to a P&L mindset — balance growth investment, seller productivity, and gross profit against the plan.
- Full-Solution, Value-Based Selling: Lead the shift from transactional, catalog-led selling to value-based, consultative selling across the full field organization. Drive the team to sell the entire solution offering — Custom, Configurable, and Standard components — rather than defaulting to the historical standard-catalog motion. Drive adoption of the MEDDPICC-based discovery and qualification framework in partnership with VP, Sales Acceleration. Reorient territory coverage, account tiering, and time allocation toward expansion of the installed base.
- Frontline Leadership Development: Lead and develop six frontline sales directors through coaching standards, talent upgrades, and clear performance management. Own hiring to plan for the field organization within the November 30, 2026 leadership hiring milestone and beyond. Build a repeatable talent engine that develops the company's next generation of sales leaders.
- One Selling Organization & Coverage: Partner and reinforce the unified MISUMI Americas identity — one team, one customer experience — across legacy organizational lines. Partner with VP, Emerging Accounts to extend coverage across the territory and coordinate account development and hand-offs. Coordinate with the enterprise organization on territory-to-named-account transitions, carrying the integration standard through the April 1, 2027 go-live and beyond.
Requirements
- Has led a multi-region B2B field sales organization with full revenue ownership — with a demonstrated record of growing the book, not maintaining it.
- Proven multi-layer leadership: has led leaders of leaders (sales directors and their seller teams), not just individual contributors.
- Has operated through significant organizational scaling or transformation, and can speak concretely to what had to change in coverage, management discipline, and selling motion.
- Direct experience shifting a transactional or catalog-driven sales motion toward consultative, full-solution, value-based selling, with specific measurable outcomes.
- Operating rigor: CRM discipline, pipeline analytics, territory design, and structured qualification methodologies (MEDDPICC or equivalent).
- Change leadership under integration conditions — able to unify teams across legacy organizational lines.
- High say:do ratio — moves fast, holds commitments, and builds organizations that operate the same way.