Sales Executive

Job Description

Job Description

Industry: Telecommunications Services

Job Category: Sales / Marketing - Business Development / New Accounts

Job Responsibilities:

• Lead Generation: Generate and work leads through prospecting, cold calling, and networking under sales manager supervision.
• Customer Needs: Identify customer needs and use solution-based selling to demonstrate T-Mobile’s value. Recommend wireless solutions, including price plans, data services, handsets, and accessories.
• Deal Negotiation: Negotiate and close deals.
• Skill Development: Develop skills in prospecting, call execution, and relationship management with leadership. Participate in product training and sales meetings.
• Sales Approaches: Create effective sales approaches, solutions, and proposals.
• Sales Automation: Utilize sales force automation, manage sales funnel, and report on sales activities and forecasts
• Customer Base: Maintain and grow the customer base within a territory model.

Education and Work Experience:

• High School Diploma/GED (Required)
• Bachelor's Degree (Preferred)
• 1+ years verifiable new customer acquisition sales experience, preferably within a commissioned environment (Preferred)
• Outside B2B sales experience. (Preferred)

Knowledge, Skills and Abilities:

• Task Management Ability to work well in a dynamic, fast changing environment that requires a high degree of multi-tasking (Required)
• Customer Service Demonstrated experience delivering superior customer service and attention to detail (Required)
• Communication Excellent interpersonal, written, and oral communication skills (Required)
• Negotiation Effective negotiating and closing skills, including communication, emotional intelligence, and problem-solving. (Required)
• At least 18 years of age
• Legally authorized to work in the United States

Travel:

• Travel Required (Yes/No): Yes

Skills and Certifications

• B2B sales experience
• prospecting/cold calling
• Outside Sales

Candidate Details

• 1+ to 2 years experience
• Seniority Level - Associate
• Management Experience Required - No
• Minimum Education - High School Diploma or Equivalent
• Willingness to Travel – Occasionally

Ideal Candidate

• Sales motion: Strong hunter, not farmer. They should own the full prospecting cycle — self-sourced pipeline, outbound-heavy, comfortable with high activity volumes (cold calling, multi-channel outreach). SMB AE is new-logo-acquisition-driven, so a candidate whose recent revenue came mostly from account growth/retention rather than net-new business is a motion mismatch worth flagging.
• Prospecting capability: Can articulate their own prospecting strategy (not just "my SDR fed me leads"). Comfortable with cold calling volume, uses tools like Outreach, ZoomInfo, or LinkedIn Sales Navigator, and has a track record of building pipeline from scratch — ideally in greenfield or undefined territory.
• Sales story (Q5): Self-sourced, outbound-originated, B2B, end-to-end — from prospecting through close. Inbound or consumer-facing sales stories are a flag for HM follow-up, not a disqualifier, but they should be surfaced.
• Technical stack: Active Salesforce use — logging their own activity, working pipeline/forecasting themselves rather than relying on ops support.
• Field/outside sales readiness: Prior outside sales experience, comfort with travel, and experience managing a geographic territory (foot blitzing, in-person prospecting) since SMB AE typically has a field component.
• Tenure/stability: 2+ years in recent roles, upward or laterally-explained moves. Job-hopping (3+ moves in 4 years) or leaving before ramp completion is a red flag.
• Comp alignment: Their comp expectations should track the posted TTC (base + commission, not base alone), and their current OTE structure should be reasonably comparable — no major upside-only or heavily-weighted-base comp they're trying to replicate in a role that doesn't support it.
• Communication: Clear, structured storytelling in the screen, self-awareness on the constructive-criticism question, and confidence without arrogance — this matters more for SMB AE than for some other roles since it's client-facing and largely self-directed.
• Motivation: Strongest signal is wanting more hunting (e.g., coming out of an account management seat and wanting back into net-new), or leaving after hitting consistent quota and wanting bigger scope. Weakest is comp-only motivation with no performance context

Ohm Systems, Inc. specializes in IT and Healthcare staffing services, dedicated to linking highly skilled professionals with our public and private clients across the United States. Our track record showcases our commitment to delivering outstanding staffing and consultancy solutions to our clients. We prioritize diversity and inclusivity and take pride in being an employer that promotes equal opportunities and affirmative action. Our goal is to foster an inclusive work environment that embraces individuals from all backgrounds, irrespective of their gender, race, or orientation.

Company Description

Ohm Systems, Inc. specializes in IT and Healthcare staffing services, dedicated to linking highly skilled professionals with our public and private clients across the United States. Our track record showcases our commitment to delivering outstanding staffing and consultancy solutions to our clients. We prioritize diversity and inclusivity and take pride in being an employer that promotes equal opportunities and affirmative action. Our goal is to foster an inclusive work environment that embraces individuals from all backgrounds, irrespective of their gender, race, or orientation.