Inside Sales Manager

About the Role
This is not a step into management - it's a role for someone who has already proven they can lead a sales floor and is ready to do it at a higher level.

As our Inside Sales Manager, you'll own the day-to-day performance of a 12-15 person inside sales team: driving their numbers, sharpening their skills, and developing reps into top producers and future leaders. Just as important, you'll be the bridge between the sales floor and senior leadership - taking what's working in real conversations every day and turning it into plays we can scale across the team and the org.

We're looking for a leader who coaches relentlessly, thinks in systems, and is energized by watching other people get better because of how they lead.

What You'll Own

• Team performance. Own the day-to-day results of 12-15 inside sales reps - pipeline health, activity, conversion, and quota attainment. Run a disciplined cadence of 1:1s, pipeline reviews, and team meetings.
• Coaching that moves numbers. Coach reps individually and as a group through call reviews, deal strategy, and skill development. Build coaching into the rhythm of the week, not just QBRs.
• Ramp and development. Get new reps productive fast, and turn solid-but-average performers into consistent top producers. Build clear development paths so reps always know what "next" looks like.
• Building the bench. Identify high-potential reps and mentor them toward responsibilities beyond their current role - so you're developing the team's next leaders, not just hitting this quarter's number.
• Insights at scale. Translate what you see on the floor into repeatable playbooks, talk tracks, and process improvements that lift the whole team - and bring those insights back to leadership.
• Cross-functional partnership. Collaborate with Directors, VPs, and senior leadership, and partner across Marketing, Sales Enablement, Operations, and Product to align on strategy, targets, messaging, and feedback loops.
• Data-driven management. Use CRM and performance data to diagnose what's really happening, forecast accurately, and make decisions you can defend with numbers.
• Talent. Own hiring, onboarding, performance management, and recognition for your team.

What You'll Bring
We care more about what you've done than how many years it took you to do it. Come ready to show us the outcomes.

• A track record as a high-performing seller. You've carried a quota and consistently exceeded it. Tech / SaaS sales experience is strongly preferred - you understand how to sell in a fast-moving, metrics-driven environment.
• Proven coaching impact. You can point to specific reps you've developed and the measurable lift that came from your coaching - faster ramp, higher quota attainment, better conversion. Be ready to tell those stories with real numbers.
• Leadership experience at scale. You've led a sales team of comparable size, ramped reps, turned average performers into strong ones, and prepared people for their next role.
• Core leadership competencies:
• • Accountability and ownership - you run your team like it's your business
  • Direct, constructive feedback delivered with care
  • The ability to motivate, hold a high bar, and drive performance without burning people out
  • Emotional intelligence and strong communication, up, down, and across the org
  • Sound judgment and decision-making under pressure
  • Talent development - hiring well and growing people
• Sales acumen and data fluency. Comfortable in the CRM, fluent in sales metrics, and able to use both to manage performance and forecast.

Who You Are

• A forever learner. You read, study your craft, and stay curious. You bring new frameworks, ideas, and perspectives to your team rather than recycling what worked five years ago. (In your interviews, be ready to share a book, podcast, or idea that recently changed how you sell or lead.)
• A multiplier. You measure your success by how much better your people get, not just by your own résumé.
• A builder. You see a broken process or an inconsistent result and you want to fix it at the root, not patch it.
• Resilient and steady. You set the tone for the floor, especially on the hard days.

What Success Looks Like

• First 90 days: You know each rep's strengths, gaps, and goals; you've established your coaching cadence; and the team trusts you.
• First 6 months: Ramp time and quota attainment are trending up, you've identified your high-potential reps, and you're surfacing floor-level insights to leadership.
• First year: The team is consistently performing above target, you've developed at least one rep toward a larger role, and your playbooks are being used beyond your own team.

Compensation

We offer a competitive compensation package, including:

• Base salary
• Performance incentive
• Equity opportunities
• Comprehensive health, retirement, and lifestyle benefits

This role is about more than compensation, it's about the opportunity to transform how small businesses thrive in the digital economy.