Head of Sales

The opportunity in one paragraph: We sell into two of the most sophisticated buyers in the world: elite law firms and Fortune 500 corporate legal teams. Neither buys like anything else. We are winning in both, backed by $42M+ from Felicis and Coatue, and moving from founder‑led to repeatable. We are hiring the person who helps build the engine. Two motions, one bar, no compromises. The bar: The playbooks that built the last generation of enterprise SaaS are being rewritten in real time in the age of AI. We are hiring a first‑principles operator who has personally carried an enterprise quota, built and led AE teams through a compounding scale transition, and has the judgment to rebuild the playbook while running it. They are customer‑obsessed. They hire people better than themselves and set the standard the rest of the team rises to. They think in systems, not heroics. They bring high standards, with the confidence to be direct, the humility to be wrong, and the bias to move when the path is clear. When this team is right, the work compounds. AEs make each other better, deals get sharper in the room, and the bar rises on its own. That's the team we're building. If that’s not you, this is not the role. Outcomes you will own in the first 12 months: In the deal room, every week. In the largest and most strategic deals alongside the AEs, as the expert on product, deployments, and the market. Demos, decks, and executive narratives built by you, not delegated. First 90 days weighted toward doing the work, not designing the org. AE productivity at $2M+ per rep: Top‑quartile team performance. Win rates up, cycle times down: Measurably, across both buyer segments. Forecast accuracy within ±5–10% inside the quarter: Every week. No exceptions. AE bench more than doubled: Today, 8 AEs across NA and EMEA with 4 open seats. By next year, 20+ Tier‑1 operators across both segments. The hiring bar is yours. Half the team you’ll lead has not been hired yet, which means you get to shape the room, the standards you want set on day one. Clean handoffs to Customer Success: First‑year retention on new logos is a leading indicator of your team’s quality, not an afterthought. Pipeline coverage at 3–4x quarterly target: Healthy mix of inbound, outbound, and AE‑sourced. The foundation of a repeatable sales system: Methodology, inspection cadence, deal approval, commercial constructs, AI‑powered tooling. Built with RevOps and the Founding GTM Engineer. Cross‑functional execution: Pipe‑gen, events, and campaigns with Marketing. Customer feedback and roadmap input with Product. About DeepJudge: DeepJudge is the intelligence layer for legal work. Founded by former Google search engineers with PhDs in AI from ETH Zurich, we help legal teams unlock the institutional knowledge trapped inside their organizations through world‑class enterprise search and AI infrastructure. Our platform is trusted by many of the world’s leading law firms, including Holland & Knight, Gunderson Dettmer, Cozen O’Connor, ArentFox Schiff, CMS Switzerland, and Schoenherr, as well as leading Fortune 500 corporate legal teams. We are headquartered in Switzerland with a growing team across North America and Europe, backed by a $42.2M Series A led by Felicis with continued support from Coatue. Recent launches such as SuperSearch and partnerships with Thomson Reuters and Harvey reflect the increasing adoption of DeepJudge across legal workflows. Inside DeepJudge, we operate as one revenue team. The CRO owns GTM strategy and the full revenue org. The Head of Sales owns the AE motion end‑to‑end and partners closely with the Head of Customer Success. The post‑sale motion is being built in parallel with the sales motion. As leaders we shape it together, and when something breaks between new business and post‑sale, we fix it together. No silos. No local optimization. No “that’s not my job.” Compensation: OTE $400,000 – $450,000 including meaningful equity. Must be legally authorized to work in the United States. This role is not for you if: You lead with “my playbook” instead of first principles. Your first move in a new role is announcing your hiring plan instead of getting into deals. You prefer running an established, mature motion over building one. You delegate hiring and coaching rather than owning both personally. You are more comfortable managing than in the deal room. You confuse activity with impact. You prefer debate over decisions. Your ego runs higher than your standards. At DeepJudge, we believe great teams are built on diverse perspectives and experiences. We are proud to be an equal opportunity employer and are committed to fostering an inclusive, high‑performance culture where everyone can thrive. We welcome applicants of all backgrounds and do not discriminate based on race, religion, color, national origin, gender, gender identity or expression, sexual orientation, age, marital status, disability, veteran status, or any other characteristic protected by law. If this role excites you, but you feel you don’t meet every qualification, we encourage you to apply anyway and tell us why you’d be a great fit. #J-18808-Ljbffr