Enterprise Account Executive, West Coast Sales Territory

Description

We're looking for a driven, enterprise-focused sales professional who thrives on building new relationships and closing consultative deals. This role is ideal for a hunter personality who understands the contingent workforce ecosystem and enjoys engaging directly with senior procurement, HR, contingent workforce, and talent acquisition leaders at top organizations and Fortune 500.

Location: Remote - U.S. based
We are hiring a U.S.-based Enterprise Sales Representative covering the Central to We st Coast sales territory . Candidates may be located anywhere within the sales territory and where Crain Communications is able to employ (TX, CA, OR, WA, NV, AZ, MN, IL, CO). Occasional travel (up to 30%) for events, client meetings, and team collaboration is expected.

What You'll Do

• Drive new member growth for the CWS Council by selling the value of SIA's research, insights, and network within your assigned territory.
• Research and target enterprise organizations that leverage contingent workforce programs, identifying key decision-makers and engaging them through education and consultative outreach.
• Manage the full sales cycle from lead generation and discovery through to close while maintaining accurate forecasting and CRM documentation.
• Leverage multiple prospecting channels including calls, LinkedIn, email, and SIA CWS leading industry events to build a strong and consistent pipeline.
• Schedule and lead sales presentations that clearly articulate the benefits of CWS Council membership and SIA's broader portfolio.
• Partner closely with internal experts and leadership to support sales conversations and maximize close rates.
• Represent SIA at leading industry conferences, scheduling meetings in advance and actively networking on-site to generate new opportunities.
• Stay informed on key industry movements, including enterprise buyer role changes, and update SIA's CRM to maintain current intelligence.
• Participate in regular team meetings, insight calls, and member events.
• Achieve CCWP and SOW Management Certification

What You'll Bring

• 6+ years of relevant enterprise sales experience.
• Proven success selling directly to Contingent Workforce Enterprise Buyers .
• Deep understanding of the contingent workforce solutions ecosystem (MSP, VMS, staffing, technology providers, and program management).
• Demonstrated record of quota achievement or President's Club-level performance.
• A true hunter mentality - motivated by building new business, not managing existing accounts.
• Experience with subscription-based sales models and structured quota management.
• Background in leveraging conferences and events for sales opportunities.
• Strong communication skills with the ability to develop compelling value propositions, proposals, and presentations.
• Proficiency in Microsoft Office, particularly Excel and PowerPoint.
• Willingness to travel domestically and internationally (up to 30%).
• Ability to perform under pressure while maintaining professionalism and follow-through.

Preferred Qualifications

• Sales experience in the contingent workforce ecosystem in either technology, MSP, professional services, or workforce solutions.
• Global or international experience within the contingent workforce industry.
• Public speaking and presentation skills; experience moderating panels or delivering client-facing sessions.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:

The estimated base salary range for this position is $115,000 to $130,000 in addition to being eligible for a sales commission plan.

The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

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Brand Overview:

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA's independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

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About Crain Communications:

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain's brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain's regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today's business leaders to make industry-shaping decisions. To learn more about Crain Communications, visitcrain.com.

Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.

• An "in-office" role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
• A "remote" role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
• A "hybrid" role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager's approval, subject to change.
• Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work done in "the field." Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.

Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.

Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work-exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)