Mid-Market Sales Manager

Miter; Washington (District of Columbia); Híbrido; USD 250.000 - 300.000; Tempo integral

Benefícios oferecidos por esta vaga

Competitive compensation

Medical insurance

401(k) retirement plan

Flexible PTO

Parental leave

Learning & development

Office extras

Community off-sites

Resumo da vaga

Miter, a software company serving construction contractors, is seeking a Mid-Market Sales Manager to lead the Northeast team. You will recruit, coach, and manage 6–8 Account Executives across defined territories, launching new markets and driving revenue.

The role requires hands-on leadership, field presence, and frequent travel along the East Coast. You will own pipeline reviews, collaborate with product and marketing, and use CRM data to forecast and optimize performance.

Qualificações

• 2+ years of leadership experience hiring, managing, and developing a team of 6+ quota-carrying Account Executives in a field or territory-based sales model.
• Track record of consistently exceeding team quotas and helping reps grow and win.
• Direct experience in field sales or managing field sales teams and building pipeline from scratch.
• Passion for coaching and building high-performing sales teams.
• Entrepreneurial mindset and ability to thrive in fast-paced environments.
• Strong business judgment and data fluency to inform decisions.

Responsabilidades

• Build and develop 6–8 full-cycle Account Executives across defined territories.
• Be in the field with reps: ride-alongs, customer visits, site visits, trade shows.
• Lead regular pipeline reviews and provide performance analysis.
• Drive territory growth by building pipeline in new and existing markets.
• Collaborate with product, marketing, launch, and customer success for seamless experiences.
• Leverage CRM and data to forecast pipelines and measure productivity.
• Foster an entrepreneurial, high-energy team culture with local presence.

Conhecimentos

Leadership

Field sales

Coaching

Entrepreneurial mindset

Communication

Data fluency

Travel readiness

Construction payroll experience

Ferramentas

Salesforce

Descrição da vaga

Mid-Market Sales Manager

Department: Sales

Location: New York City, Philadelphia , Washington D.C., Boston

Compensation: $250K – $300K Offers Equity Offers Commission

Employment Type: FullTime

A Better Built World

At Miter, we’re on a mission to help construction contractors build with confidence. If we’re successful, we’ll make it easier and faster to build critical physical infrastructure - roads, bridges, utilities, data centers, housing, etc.

For decades, construction and field services contractors have had to run their businesses on outdated software: clunky, on-premise systems created in the 1980s and 1990s.

That’s where Miter comes in. We’re using AI and embedded payments to rebuild the core HR, finance, and operations systems that underpin our physical economy. Using Miter, contractors like Marathon Electrical, W.J. O’Neil, and Truebeck Construction are building stronger teams, controlling job costs, and accelerating jobsite execution.

This idea is resonating. Since we launched in 2021, we’ve grown to thousands of customers and tens of millions in ARR, making us one of the fastest growing vertical software companies ever. To double-down on our momentum, we’ve raised $78M+ from top investors (Bessemer, Coatue, and Battery) who share our belief that we’re just getting started.

About the Role:

As a Sales Manager, you will lead and grow Miter's Northeast Mid-Market Sales team. Reporting to the Head of Sales, you will build, coach, and manage a team of Account Executives who own defined geographic territories, launching new markets, acquiring new business, and creating a winning sales culture in the field. This is a hands-on leadership role that requires both strategic thinking and a deep commitment to coaching your team on the ground — where your customers work.

This role requires significant overlap with East Coast working hours. This role also involves approximately 25% travel. Most travel will be within your team's East Coast territories and focused on field coaching, customer meetings, industry and company events, and site visits.

What You’ll Do:

• Build and develop strong teams: Hire, develop, motivate, and manage 6–8 full-cycle Account Executives who each own a defined geographic territory. Coach them to be trusted advisors in their local markets.

• Be in the field: Actively participate in the sales process through ride-alongs, joint customer visits, site visits, trade shows, and local partnerships. Be present where your reps are — on the ground, in the territory.

• Be an effective operator: Conduct regular pipeline and deal reviews, provide performance analysis, and deliver consistent coaching to ensure your team exceeds their targets and develops the skills required for career growth.

• Drive territory growth: Help your team build pipeline from scratch in new and existing markets. Understand the nuances of each rep's territory and coach them on local prospecting strategies, account prioritization, and long-cycle discipline.

• Lead collaboratively: Partner with cross-functional teams — including product, marketing, launch, and customer success — to ensure seamless customer experiences and alignment on business goals across the East Coast.

• Leverage technology and data: Utilize our CRM and other technologies to track key metrics, forecast pipelines, and report on team productivity. Salesforce experience preferred.

• Culture: Foster an entrepreneurial, high-energy, and collaboratively competitive team culture that levels up everyone around you — grounded in local presence and genuine customer relationships.

What You’ll Need:

• 2+ years of leadership experience hiring, managing, and developing a team of 6+ quota-carrying Account Executives in a field or territory-based sales model.

• A track record of consistently exceeding team quotas and helping your reps grow, get promoted, and win — including in competitive, ground-up territory development.

• Direct experience in field sales or managing field sales teams: you understand what it takes to build pipeline from scratch, maintain presence in a territory, and develop local market expertise.

• A passion for coaching and building high-performing, motivated sales teams who show up and compete in the field every day.

• An entrepreneurial mindset — you're scrappy, adaptable, and energized by fast-paced, high-growth environments where the playbook is still being written.

• Strong business judgment and data fluency to inform decisions and drive predictable results.

• Exceptional communication and relationship-building skills — with your team, your customers, and your community.

• Willingness and ability to travel extensively within the East Coast region. This is a field-first leadership role.

• Experience in construction, payroll, or related industries is a plus.

Our Interview Process:

• Recruiter Screen

• Hiring Manager Interview

• Team Round Interviews

• Take Home Assignment

• Final Leadership Interview

Our Benefits:

• Competitive Compensation: We offer competitive (well above “market”) salary, commission, and equity packages.

• Medical Insurance: Comprehensive medical, dental, FSA, vision plans to suit you and your family’s needs.

• 401(k) Retirement Plan: Company-matched contributions to help you plan for your future.

• Flexible PTO: Take the time you need to recharge and be your best self.

• Parental Leave: Generous 16-week paid leave for all parents, including adoptive and foster parents.

• Learning & Development: We offer every employee an annual educational allowance to explore external professional development.

• Office Extras: Snacks, coffee, lunch, and commuter benefits for in-office Mitosaurs.

• Community: Company-wide and team-specific off-sites per year.

Hybrid vs. Remote Approach:

We believe the magic of Miter comes from working side by side. We also believe in work flexibility. For roles that are listed as hybrid, our approach is 3 days a week in the office giving us the chance to connect, brainstorm, and build stronger relationships. If you live within a reasonable commute to either our New York City or San Francisco offices, we ask that you work in our hybrid approach.

Otherwise, for roles listed as remote or in other cities where we don't have an office location, there is no requirement to work in our hybrid approach. We do travel a few times a year for onboarding, company-wide and team specific off-sites!

Equal Opportunity:

Miter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Use of Artificial Intelligence in Our Hiring Process:

Miter uses AI-assisted tools as part of our hiring process to help our recruiting team manage and review applications more efficiently. We want to be transparent about how this works.

What the AI does: When you apply to a role at Miter, an AI tool may review your application against the specific qualifications and requirements posted for that job. This tool identifies whether your experience appears to meet, partially meet, or not meet each stated requirement, and it provides supporting evidence from your application for every assessment it makes.

What the AI does not do: The AI does not make hiring decisions. It does not reject, advance, or rank candidates on its own, and it does not assign you a numerical score. Every application is reviewed by a member of our recruiting team, who makes the final call on whether you move forward. The AI is a tool that helps our team prioritize their time across a high volume of applications. It is not a substitute for human judgment.

What information it uses: The tool evaluates the application materials you submit (your resume and any other application content) against role-specific criteria our team has defined. It does not pull information from external sources such as social media or professional networking profiles, and personal identifying information is removed from your materials before any AI review takes place.

Human oversight: Our recruiting team periodically reviews how these tools are performing to check for unintended patterns in outcomes, and we retain the ability to override any AI-generated assessment at any time.