Sales Expansion Lead

Talentpoel; Atlanta (GA); On-site; USD 66,960 - 223,200; Part time

Benefits offered by this job

High upside compensation tied to performance

Full management support

Clear path toward team leadership

Job summary

A global talent platform is seeking a U.S. Sales Expansion Lead to drive growth in the Northeast. This role focuses on developing outbound strategies, closing B2B clients, and representing the company at industry events. Ideal candidates have experience in B2B sales, specifically in HR or staffing, possess an entrepreneurial mindset, and are motivated by performance-based outcomes. The position offers a clear growth path to lead teams and establish sales systems, aligning with the company's mission to bridge talent gaps.

Qualifications

• Experience in B2B sales, ideally in HR, staffing, or talent solutions.
• Ability to sell value-based services to founders and senior decision-makers.
• Excitement to take ownership and lead a team.
• Systems-oriented mindset beyond just closing deals.
• Motivated by performance-based upside and leadership growth.

Responsibilities

• Own outbound and partnership strategy.
• Close B2B clients for service packages and talent placements.
• Represent the company at networking events.
• Build repeatable sales systems.
• Contribute to U.S. market positioning.

Skills

B2B sales experience

Value-based selling

Entrepreneurial mindset

Systems-oriented thinking

Motivation for performance

Job description

Talentpoel is a global talent platform connecting rigorously vetted non-technical professionals across Africa with high-growth tech companies and startups in the United States, Europe, and other international markets. By bridging critical talent gaps, we help organizations access world-class expertise while unlocking global opportunities for African professionals.

Within two years of launch, Talentpoel won the MEA Business Awards 2025 for excellence in non-technical talent recruitment and received the Leadership Innovation Award 2024 from CEO Monthly for innovation and industry leadership.

We are expanding our U.S. presence and are hiring our first dedicated U.S. Sales Expansion Lead to drive growth in the Northeast and beyond.

The Role

This is not a typical sales role. As our first dedicated U.S. sales hire, you will:

• Own outbound and partnership strategy.
• Close B2B clients for service packages and talent placements.
• Represent Talentpoel at select networking events and industry meetups.
• Build repeatable sales systems (CRM, reporting, playbooks).
• Contribute to U.S. market positioning.
• Transition into leading junior sales reps as revenue scales.

This is a builder role with a clear path to expanded territory ownership and team leadership.

Requirements

Must Have

• Experienced in B2B sales, ideally in HR, staffing, or talent solutions.
• Skilled in selling value-based services to founders and senior decision-makers.
• Entrepreneurial and excited to take ownership and lead a team.
• Systems-oriented, thinking beyond just closing deals.
• Motivated by performance-based upside and leadership growth.

Not A Fit If You:

• Require a guaranteed income with minimal performance expectations.
• Lack of prior B2B closing experience.
• Are uninterested in building systems or mentoring others.
• Are seeking a short-term opportunity.

Benefits

Why Join Now?

• Be the founding U.S. sales leader for an organization shaping the Future of Work.
• Full management support to achieve your goals.
• Clear path toward leading your own team.
• High upside compensation tied directly to performance.
• Shape sales processes, market positioning, and team culture.

Support & Growth

• Validated Ideal Customer Profile (ICP).
• Ready-to-use sales materials and outreach frameworks.
• Detailed case studies and proof points.
• Weekly alignment calls to review pipeline, positioning, and deal strategy.

Compensation & Growth Structure

We reward performance while providing a realistic ramp and clear milestones. Compensation evolves as you demonstrate impact, close deals, and maintain client retention.

Phase 1: Ramp & Revenue Validation (Commission-Only)

Compensation:

• 15% on service deals under $2,000 (paid over the first 2 months only).
• 10% of the first 6 months’ salary for single placement deals above $2,500.
• 10% of the first-year payment for multi-placement deals.
• Event and logistics costs approved by the CMO will be covered.

Milestone to Unlock Phase 2:

• Close 10 deals across service and placement offerings, with at least 80% of the first 8 clients retained for 3 months.
• Typical milestone timeline: 3–6 months for focused performers.

Phase 1 is a flexible, part-time validation stage, allowing you to maintain other commitments while demonstrating traction and fit.

Quarterly reviews at each phase transition ensure:

• Clear performance expectations.
• Retention and revenue standards are met.
• Growth objectives remain aligned.
• Advancement decisions are transparent and merit-based.

Earning potential: $6,000–$20,000+ for high performers during this phase.

Phase 2: Part-Time Base + Commission

Compensation:

• $2,000/month base (part-time).
• 15% commission on small service deals.
• 10% commission on larger placement deals.

Responsibilities:

• Refine sales systems.
• Participate in revenue planning initiatives.
• Quarterly reviews ensure alignment and ongoing performance.

Phase 3: Full-Time Base + Sales Expansion Lead

Eligibility Criteria:

• 20 additional deals closed beyond Phase 2.
• 80%+ client retention across active engagements over a rolling 3-month period.

Compensation:

• $5,000/month base.
• 15% commission on small service deals.
• 10% commission on larger placement deals.
• Estimated On-Target Earnings (OTE): $90,000–$115,000+ annually, uncapped.

Leadership Responsibilities:

• Mentor 1 junior sales rep.
• Own quarterly revenue targets.
• Optimize forecasting and reporting.
• Serve as Sales Lead for the Northeast in the U.S.A

Maintenance Clause:

• Tier-3 compensation and leadership responsibilities are reviewed quarterly.
• If retention falls below 75%, a 60-day performance correction period applies.
• The Commission continues to reward ongoing performance with no cap.