Head of Strategic Partnerships

Job Description

Job Description

Architects of Market Expansion

The Mandate:

We are building the future of maritime, and our technology requires a vastly expanded footprint. The Head of Strategic Partnerships will be singularly focused on scaling our market reach through the strategic cultivation of meaningful, mutually beneficial relationships with system integrators, shipyards, and ship designers. You will not just manage accounts; you will architect channels that unlock exponential growth.

You will be the point person for communicating our value proposition to external stakeholders and defining the precise mechanisms through which they can contribute to our value creation models.

Core Responsibilities & Impact

•Market Expansion Strategy: Design and execute the strategy for partnerships across key industry verticals: system integrators, shipyards, and ship designers.

•Partnership targets & forecasting: Own a partner-sourced pipeline target and influenced revenue; publish quarterly OKRs and a weekly forecast.

•Deal structuring & negotiation: Source, structure, and negotiate alliance/channel/JDP/JV agreements (IP & data-sharing, pricing, co-marketing) with Legal/Finance.

•Partner onboarding & success: Reduce time-to-first-deal, increase attach rate, and run QBRs with scorecards to track health and outcomes.

•Value Communication: Effectively communicate the value of our proprietary technology to stakeholders at all levels of partner organizations.

•Framework Creation: Define and clearly communicate the mechanisms for contribution to our shared value creation models.

•Relationship Mapping: Systematically identify, network into, and cultivate relationships at the right level within target organizations.

Non-Negotiable Competencies

This role demands a unique combination of industry intelligence and commercial finesse.

1. Landscape Awareness

•  Intimate knowledge of the integrator, shipyard, and vessel designer landscape—including their organizational structure, competitive forces, and internal language.

•A sophisticated understanding of the various participants and their interests is required.

•Bonus: Bonus: non-US partner ecosystems, export-control awareness, and public-sector nuances.

2. Relationship Building

•Proven ability to network into the right people at the right time.

• Relationship mapping is a critical requirement for this role.

•The versatility to navigate both shop-floor and boardroom conversations effectively.

3. Strategic Partnership Frameworks

•A functional understanding of the framework in which partnerships are created.

•The ability to work within existing frameworks but also possess the strategic courage to challenge the status quo when necessary to achieve a superior outcome.

Qualifications

Must-haves

•8–12+ years in partnerships/alliances/channel/BD for complex technical products (hardware, autonomy, maritime/energy, or adjacent).

•Demonstrated ownership of partner-sourced and influenced targets; accurate forecasting and stage hygiene.

•Technical fluency to co-create reference architectures and integration plans with OEMs/SIs.

•CRM/PRM proficiency.

•Travel: ~25–40% to shipyards, partners, and events.

All roles are expected to include intermittent or occasional travel as the business needs.

The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in most full time offers and are considered part of Fleetzero's total compensation package.

Fleetzero does not discriminate on the basis of race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.