Sales Director

Crain Communications; United States; Hybrid; USD 150,000 - 225,000; Full time

Job summary

Ad Age, part of Crain Communications, seeks a dynamic Director of Sales in New York to drive revenue across our media assets. You will lead a team of Account Executives and work with senior leaders on launches, owning the advertiser pipeline with CRM.

This exempt, hybrid role requires strategic thinking and a proven track record in B2B media sales, with 2–3 days in the NYC office. Competitive benefits and performance-based compensation offered.

Qualifications

• 10+ years of selling experience.
• 3+ years leading a sales team.
• Excellent leadership and communication skills.

Responsibilities

• Direct revenue growth across media assets including digital, print, and events.
• Lead and manage a team of Account Executives.
• Interface with cross-functional leaders to drive product launches and proposals.
• Monitor and report on advertiser pipeline and sales goals.
• Oversee CRM adoption and ensure high client service standards.

Skills

Sales leadership

Analytical skills

CRM Salesforce

Team management

Strategic planning

Tools

Salesforce CRM

Job description

Sales Director

Description

Sales Director

AdAge is looking for a dynamic Director of Sales to bring innovative thinking and strong analytical skills to help grow our business. This person will help drive revenue generation across our portfolio of media assets by identifying growth opportunities. In this role, the incumbent will interface with business leaders across multiple functions, both inside and outside Sales, including regular meetings with the heads of various departments to brainstorm regarding product launches or proposals and manage a team of Account Executives. They are also accountable for meeting the business’s monthly/quarterly/annual sales goals, including tracking, and managing the advertiser pipeline. Success in this role will be evaluated based on the following criteria:

• Maximize all brand revenues; digital, conferences, print
• Identify new revenue opportunities via internal analytics/market/sales feedback identifies new markets and designs and delivers special programs, as well as other innovative revenue generating opportunities for the business.
• Develop and execute strategic plan to achieve sales targets and expand our customer base.
• Serve as the lead information gathered by maintaining regular top-level sales calls to clients and agencies and be immediately available to assist with problems develop those salespeople cannot initially handle.
• Analyze pipeline and lead data, deliver periodic reporting to the sales and marketing teams providing key business insights.
• Manage the sales budget for the brand by working with Associate Publisher to establish the brands annual revenue goals.
• Collaborate with Associate Publisher to establish proper spending levels to achieve ad page, online, custom content and event revenue goals.
• Develop sales commission/incentive programs and contests working collaboratively with Associate Publisher.
• Provide competitive feedback to Associate Publisher so all marketing strategies are developed with necessary input about tactics and strategies of competitive publications.

2. Managing the Sales Team.

• Oversee the day-to-day leadership of the department, staffing, tracking against departmental and business goals, and team motivation.
• Motivate the sales force through personal involvement, consultation, support and by setting an example of leadership through action.
• Ensure customer service standards are high and continually improving. Work with internal teams on behalf of clients to ensure the highest level of customer service.
• Work collaboratively with the sales and marketing teams to foster a culture of continuous process improvement, and ensure transparent communication takes place regularly making sure sales team employees understand Crains culture, values, and business strategy.
• Drive the successful implementation and adoption of the sales CRM, Salesforce.
• Maintain up to date prospects, clients, agencies, and promotion list.
• Work with Production and Digital Ad Ops to ensure that all insertion orders, positioning requests, and campaigns are properly handled and fulfilled. The Advertising Director must also handle client complaints incurred by production errors, campaign errors, and any disputes that might arise from clients. The Advertising Director should recommend solutions to Publisher for any make‑good or credit requests coming from client disputes and work collaboratively to see disputes are settled amicably and quickly.
• Vice President will regularly review (e.g., at least monthly) the performance of all sales personnel.
• A minimum of 10 years’ experience in selling with a minimum of 3 years’ experience managing a sales team.
• Good judge of people and character.
• Demonstrated strong leadership qualities.
• Superior communicator.
• Ability to spot and respond to problems and opportunities quickly.
• Creates effective sales strategies.
• Working knowledge of research, promotion, and all current digital advertising programs.
• Ability to put needs of subordinates/team ahead of personal desires.
• Demonstrates strategic thinking beyond sales function for the development and advancement of the brand.
• Ability to work in a hybrid environment. 2-3 days in New York City Office

Preferences

• B to B media sales experience a must.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure

The estimated salary range for this position is $150,000 to $225,000.

The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap.

In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

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Brand Overview

Ad Age is a daily must-read for an influential audience of decision makers and disruptors across the marketing and media landscape.

Created in 1930 to cover a burgeoning industry with objectivity, accuracy, and fairness, Ad Age continues to be powered by award-winning journalism. Today, Ad Age is a global media brand focusing on curated creativity, data and analysis, people and culture, and innovation and forecasting.

From vital print editions to must-attend events and innovative platform offerings, its industry-leading offerings include the coveted A-List & Creativity Awards, Ad Age Small Agency Conference, and proprietary data such as the Leading National Advertisers Report from the Ad Age Datacenter.

www.adage.com

Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote. Employee work location is subject to change.

• An in-office role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
• A remote role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
• A hybrid role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change.
• Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work done in the field. Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change. Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required. It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required. Work schedule and travel requirements are subject to change as a role and needs evolve over time.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.

Physical activities will include frequent in-person or virtual interactions. For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems. Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading. The typical physical requirements are light work - exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)