Head of Sales, hybrid |

Client in Dublin, Ohio seeking a Head of Sales responsible for scaling and strengthening the sales organization. Reporting directly to the CEO and serving on the core leadership team, this person will raise performance standards, improve forecast accuracy, strengthen pipeline generation, and lead a more enterprise-oriented go-to-market motion across public-sector accounts. Success in this role will come through disciplined execution, strong talent development, and the ability to build a commercial engine capable of supporting the company's next stage of growth.

• Location: Prefer Ohio-based with 1-2 days/week in office; open to remote if right candidate

Job Expectations

• Focus: More strategic leadership than pure selling; long-term pipeline building and funnel growth for 2027-2028 while meeting 2026 goals
• Industry experience: SaaS and Government sector strongly preferred; either one acceptable, both is ideal
• Executive presence: Comfortable selling to government officials/counties; formal presence (suit and tie) required
• Team leadership: Manage and develop a team of 5 now, scaling to 6-7; hire and possibly bring own senior sales execs
• Time allocation: 60-70% management/strategy, less direct selling; delegate selling to team
• Leads: Primarily via connections, marketing-qualified leads, and word of mouth within government; limited cold calling
• Travel: Up to 40%, typically 2-3 day trips for conferences/meetings in states like NC/CO

Potential Strengths

• Aggressive in recruiting by using referrals and all job boards.
• Clear strategic need for pipeline growth beyond current-year targets
• Defined leadership-heavy allocation (60-70%) indicating strong empowerment of role
• Established MQL and relationship-driven lead ecosystem in government vertical
• High visibility and direct access to CEO and portfolio leadership
• Travel and location flexibility to widen candidate pool
• Proactive in communication
• Adaptable to different types of roles, not just limited to IT
• Experience in placing candidates within the same company
• Understands the client's challenges with technical hiring
• Commission structure tied to real realized revenue (post-payment) aligns incentives with cash collection quality
• Opportunity to shape team structure and hire two senior sales executives creates immediate impact potential
• Government social-proof and county-to-county referrals reduce reliance on cold outreach
• Portfolio (Banyan) attention provides additional strategic support and resources
• Role clarity on executive presence and stakeholder management suggests strong cultural fit screening

Potential Concerns

• Market scarcity of candidates combining SaaS and Government domain expertise
• Dependence on connections vs. cold outreach may slow new-market entry without existing network

Role Accountabilities:

• This leader will establish greater accountability, urgency, and pipeline discipline across the sales organization while advancing more consistent enterprise-style selling. The Head of Sales will assess team capability, develop and strengthen talent, and develop a high-performing organization positioned to win beyond legacy selling patterns and more complex state-level opportunities. This role also partners closely with Product, Marketing, Delivery, Finance, and executive leadership to align market strategy, commercial execution, and revenue predictability.

Build and Lead a High-Performing Sales Team (45%)

• Recruit, coach, and develop a high-performing sales team aligned to clients' public-sector strategy across current and target geographies.
• Set clear expectations for activity, pipeline creation, stage discipline, forecast quality, and quota attainment, and hold the team accountable through a rigorous operating cadence.
• Conduct regular 1:1s, pipeline reviews, and account reviews to strengthen rep performance, sharpen execution, and accelerate momentum.
• Build a culture of accountability, ownership, and execution where high performance is recognized and rewarded, and where gaps are addressed directly and constructively.
• Develop the team's capabilities in state-level and enterprise-style selling, navigating multiple stakeholders, longer buying cycles, and formal procurement requirements, while preserving productive customer relationships and market credibility.
• Evaluate team structure and make talent decisions as needed to ensure the organization is positioned to meet the company's growth targets.

Build Pipeline, Improve Forecasting, and Win Complex Deals (40%)

• Drive consistent pipeline creation across the sales team, ensuring opportunity development aligns with the company's 12- to 18-month sales cycle and revenue targets, while actively looking for ways to compress timelines and accelerate when possible.
• Improve forecast quality by refining stage definitions, strengthening inspection rigor, enforcing qualification standards, and driving evidence-based deal management.
• Partner directly on select strategic opportunities where executive engagement, deal strategy, or cross-functional coordination can materially improve win probability.
• Use data and operating discipline to identify opportunities early, strengthen conversion across the pipeline, and improve overall bookings performance.

Serve as a Core Leadership Team Member (15%)

• Contribute to company strategy as a core leadership team member by bringing market insight, sales signal, and commercial judgment into executive decisions.
• Partner with Product, Marketing, Delivery, Finance, and executive leadership to improve go-to-market execution, messaging, pricing alignment, and customer feedback loops.
• Help shape growth strategy by identifying market opportunities, capability gaps, and the commercial priorities required to scale.

First-Year Expectations First 90 days: Build relationships across the team, establish operating cadence, identify quick wins, and make talent decisions where needed.


Within 6 months: Strengthen pipeline quality, tighten stage discipline, improve forecast reliability, and show stronger early-stage opportunity creation consistent with a long sales cycle.


Within 12 months: Improve bookings trajectory, advance state-level and enterprise-style selling, and build an organization capable of sustaining larger quota targets. You may be a good fit for our team if you have the following skills...

• Proven success leading and growing sales teams in B2B SaaS, public sector technology, or other complex enterprise environments.
• Demonstrated ability to build accountability, coach performance, strengthen pipeline creation, and increase forecast rigor in long-cycle sales motions.
• Experience leading teams that sell into complex buying environments with multiple stakeholders, formal evaluation processes, or regulated-market dynamics.
• Strong executive presence, sound commercial judgment, and the ability to partner effectively across functions and at the leadership-team level.
• Experience recruiting and developing high-performing sellers and building teams aligned to ambitious growth goals.
• Working knowledge of CRM-driven sales management and pipeline inspection; experience with HubSpot or similar platforms is helpful.
• Direct experience in human services, child welfare, or adjacent public-sector domains is helpful but not required.
• Must be authorized to work in the U.S.
• SaaS and Government experience are strongly preferred; candidates with either one will be considered; having both is ideal.

What We Provide

• Medical (includes H.S.A. option with employer contribution), dental, and vision insurance
• Short- and long-term disability
• Company paid basic life insurance
• 401(k) with 4% company match and immediate vesting
• Wellness program that helps you earn lower premiums
• Robust EAP program that includes free therapy sessions, lifestyle coaching, legal/ID theft services, and more
• 12 weeks fully paid parental leave
• Up to $5,000 adoption fee reimbursement
• $500 wellness reimbursement after 60 days of employment
• Generous PTO policy and 10 company paid holidays
• Company paid cell phone plan

Reference: 1058406
Don't meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every qualification. At Revel IT, we are dedicated to building a diverse, inclusive, and authentic workplace, so if you're excited about this role, but your experience doesn't align perfectly with every qualification in the description, we encourage you to apply anyway. You might be the right candidate for this or our other open roles!


Revel IT is an Equal Opportunity Employer. Revel IT does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.


#gdr4900