Sales Lead/Manager - Dallas, TX

Groupon; Dallas (TX); On-site; USD 120,000 - 180,000; Full time

Benefits offered by this job

Medical, dental, vision

401(k) match

ESPP

FSAs

Flexible PTO

Job summary

Groupon in Dallas is launching a brand-new Business Development site. You’ll lead from day one with reps reporting to you and no intermediate layer, shaping how the floor runs.

Expect to coach, develop the team, and own new business while building a scalable culture. You’ll start by carrying a reduced book for 6–8 weeks, then scale with hiring and stronger coaching.

Qualifications

• 3+ years of hands-on experience leading a team of 8-20 outbound SMB or merchant-facing reps.
• Experience keeping a team's energy and activity up through onboarding and post-onboarding periods.
• Proven track record of reps staying and growing under your leadership.
• Based in and connected to the DFW area.
• Around 1-2 years of front-line leadership experience.

Responsibilities

• Running the floor day to day and managing team activity and engagement.
• Coaching and developing your team with regular 1:1s, reviews, and check-ins.
• Owning new business for your site through merchant acquisition and negotiations.
• Growing your team over time and shaping site culture and identity.

Skills

Team leadership

Coaching

Mentoring

Performance management

Job description

Groupon connects 42 million customers with local experiences - restaurants, events, wellness and travel - and the million-plus merchants who deliver them. Our mission is to get people offline and into the real world at prices that make it possible. We're an AI-native company in the middle of a platform transformation, moving from a deals marketplace to an experience discovery platform that works for customers and merchants at the same time.

Groupon is opening a brand-new Business Development site in Dallas-Fort Worth, and we're looking for the person to lead it from day one. You'd have reps reporting directly to you, with real ownership over how the floor runs: no extra layer of management between you and your team, and real say in how things get built.

Because you'd be the first hire on this site, a lot of what makes a floor succeed hasn't been written yet: the coaching rhythm, the 1:1 structure, the way the team supports each other through a hard week. That's really exciting if you're someone who wants to shape a team culture rather than inherit one. It's also real work, and we want to be upfront about what it takes so you can make a good decision for yourself, not just a good decision for us.

One thing we ask of every new leader here, and we think it matters: for your first six to eight weeks, you'd carry a reduced book yourself: your own calls, your own merchants; before stepping fully into managing the team. We don't do this to test you. We do it because managers who've recently been in the exact calls their team is making end up better coaches, with more credibility and more precise feedback to give. It's a head start, not a hurdle, and you'd have support during it, not just a target.

What the role actually involves:

Running the floor day to day

• Keeping an eye on team activity and engagement, especially in the weeks after someone's onboarded: new reps often need extra encouragement and structure early on, and that support is a big part of why teams stay strong
• Carrying a lighter book of your own for the first 6-8 weeks, so you're coaching from experience, not just theory
• Using the data you have to understand what's really going on with each rep: activity, results, or something else; and responding with the right kind of support

Coaching and developing your team

• Getting to know each rep well enough to coach them personally, every week: this is the part of the job we think matters most, and we don't want it handed off to someone else
• Building your own version of 1:1s, pipeline reviews, and team check-ins: you'll have real input into what the company-wide standard eventually looks like
• Making thoughtful calls about who's ready for more responsibility and who needs a different kind of support, and following through with care either way

Owning new business for your site

• Leading merchant acquisition for your team day to day
• Staying close enough to the work that you can jump in and help when a rep hits a tricky negotiation
• Setting a deal-quality bar the team can be proud of

Growing your team over time

• Drawing on your own network, if you have one in the DFW area, as you think about who might be a good fit down the line
• Helping shape what this site becomes: its culture, its habits, its identity - knowing that's a real responsibility and also a real opportunity

What we're hoping you bring:

Important to have

• 3+ years of hands-on experience leading/managing a team of 8-20 outbound SMB or merchant-facing reps, where you were involved in coaching and reviewing calls
• Some experience keeping a team's energy and activity up through the harder stretches after onboarding; whatever that's looked like for you
• A track record of reps sticking around and growing under your leadership
• Based in and connected to the DFW area
• Around 1-2 years of front-line leadership experience tends to be a good fit; enough to know how to run a team, while still feeling connected to the day-to-day work

Nice to have, not required

• Experience as a strong individual performer before you moved into management
• Having built training or ramp support for new hires before
• A background in SMB, local-merchant, or marketplace sales
• Comfort using AI tools to make coaching and pipeline management easier
• Genuine interest in helping stand up a new site, knowing that comes with some ambiguity

People who tend to do well in this role:

• Enjoy building systems and helping a team find its footing, rather than just maintaining what already exists
• Lead by example and feel comfortable being closely involved in the day-to-day work
• Give specific, kind, useful feedback rather than a long list of everything that could be better
• Understand that two people can hit the same number in very different ways, and care about how it happened
• Can hold both empathy and accountability at the same time

How we'll check in on how things are going:

• Whether team activity stays steady through the harder stretches, not just at the start
• Whether reps are staying and growing with you over their first 6-12 months
• Whether you've built a coaching rhythm that feels sustainable for you and your team
• How well you know your team: their strengths, their struggles, and what kind of support each person needs
• How the site is growing over time, including who you bring in along the way

The practical details:

• Location: Dallas, TX, based on-site - this role is built around being present with your team
• Competitive salary (base + OTE)
• Benefits: medical, dental, vision, an employee assistance program, 401(k) match, ESPP, life and disability insurance, FSAs, flexible PTO, and more

Groupon is an AI-First Company We’re committed to building smarter, faster, and more innovative ways of working and AI plays a key role in how we get there. We encourage candidates to leverage AI tools during the hiring process where it adds value, and we’re always keen to hear how technology improves the way you work. If you’re passionate about AI or curious to explore how it can elevate your role you’ll be right at home here.

Groupon’s purpose is to build strong communities through thriving small businesses. To learn more about the world’s largest local e-commerce marketplace, . You can also find out more about us in the latest Groupon new s as well as learning about our DEI approach .