Sales Manager

Orbital Witness; New York (NY); On-site; USD 150,000 - 190,000; Full time

Benefits offered by this job

401(k) Plan with matching

20-day vacation policy

Health insurance

Professional development stipend of $1,200

Commuter benefits

In-office perks like team meals

Job summary

Orbital Witness in New York is seeking a Sales Manager to lead our Account Executive team, enhancing sales execution and team performance post-Series B.

This pivotal role will focus on team leadership, pipeline management, and cross-functional collaboration with Talent and Sales Enablement. Ideal candidates have a strong background in B2B SaaS management and proven coaching skills.

At Orbital, you will join a mission-driven team committed to transforming real estate transactions.

Qualifications

• 3+ years of experience managing a team of B2B SaaS AEs.
• Track record of meeting or exceeding sales quotas.
• Experience with structured hiring processes.

Responsibilities

• Manage and develop a team of NYC-based Account Executives.
• Own pipeline hygiene and forecast accuracy.
• Partner with Talent for hiring and onboarding.

Skills

B2B SaaS management

Coaching skills

CRM proficiency (HubSpot)

Sales process execution

Tools

HubSpot

Job description

We’re on a mission to make real estate transactions smarter, faster, and friction-free.

Real estate is the world’s largest asset class, yet the legal processes and tools behind it remain slow, manual, and underinvested. Lawyers must review dense documents line by line and piece together information across silos, all while clients demand faster, more transparent due diligence.

That's where we come in. Orbital Copilot is the AI assistant built exclusively for commercial real estate law. Developed with former practicing real estate lawyers, it accelerates complex due diligence by up to 70% while delivering legal-grade precision.

We’ve just raised a $60m Series B to accelerate our UK/US expansion.

We're trusted by leading firms like Goodwin and BCLP to remove the busywork so legal teams can focus on what they do best: applying sharp legal judgment, delivering standout client service, and getting deals over the line faster.

Working at Orbital means joining a team that's reimagining how real estate transactions get done - moving fast, working collaboratively, and giving people the ownership to make a real impact from day one.

The Role

We are looking for a NY-based Sales Manager to lead and develop our Account Executive team. This is a role for someone who thrives on building high-performing sales teams, improving execution, and raising the bar on how we hire, onboard, and develop AEs.

This role reports directly to our interim CRO, working closely with our US Sales Director, RevOps, Sales Enablement, and Marketing.

This is a critical hire for us and this person will be central to improving our sales execution as we scale post-Series B.

What You’ll Do

Team Leadership and Coaching

• Directly manage a team of NYC-based Account Executives.

• Run structured 1:1s, pipeline reviews, deal reviews, and forecasting cadences.

• Diagnose performance gaps and deliver targeted coaching on discovery, demos, objection handling, BAMFAM, and deal progression (including MEDDPICC).

• Improve AE ramp time and first-year quota attainment through hands‑on coaching and structured development plans.

• Build a culture of accountability, high performance, and continuous improvement.

Sales Execution and Process

• Own pipeline hygiene and forecasting accuracy for your team (using MEDDPICC).

• Drive consistent execution of our sales process from qualification through close.

• Ensure CRM (HubSpot) discipline: deal stages, qualification criteria, and activity standards.

• Partner with RevOps on pipeline coverage, deal health metrics, and forecast inputs.

• Identify and address choke points in the sales cycle (currently averaging ~42 days).

Hiring and Talent Development

• Partner with Talent on AE hiring, ensuring rigorous and structured interview processes that lead to strong hiring outcomes.

• Own the interview process for AE candidates: structured assessments, scorecards, an unbiased debriefs.

• Contribute to onboarding design for new AEs in partnership with Sales Enablement.

• Play an active role in improving hiring quality — we have learned from past hiring rounds and want to do significantly better going forward.

Cross-Functional Collaboration

• Work with Sales Enablement on training priorities, skill gaps, and enablement content.

• Collaborate with Marketing on ABM campaigns, messaging, and pipeline generation.

• Partner with the Legal Solutions team on deal support, pre‑sales motions, and complex deal strategy.

• Provide field feedback to Product on customer needs, objections, and competitive dynamics.

What We’re Looking For

Must‑Haves

• Proven experience managing a team of B2B SaaS AEs (3+ years in a management role).

• Track record of consistently meeting or exceeding team quota.

• Strong coaching skills — able to diagnose skill gaps and deliver practical, actionable coaching.

• Experience with structured hiring processes and a demonstrable track record of making strong hires.

• Proficiency with CRM tools (HubSpot preferred) and pipeline management.

• Comfort operating in a high‑growth, scaling environment where process is still being built.

• Based in or willing to relocate to New York City for a 3‑day a week in‑office culture.

• Demonstrated ability to learn and credibly articulate complex or technical subject matter — our AEs sell into the legal and real‑estate market, and managers need to understand the domain well enough to coach effectively on deal strategy, objection handling, and positioning.

Nice‑to‑Haves

• Experience selling into legal, real estate, or regulated industries.

• Experience with complex, multi‑stakeholder enterprise sales cycles.

• Familiarity with AI/technology products.

• Experience scaling a sales team through a Series B or similar growth phase.

• Exposure to MEDDIC, MEDDPICC, or similar qualification frameworks.

What Success Looks Like

• 30 days: Understand Orbital’s product, market, customers, and sales process. Build relationships with AEs and cross‑functional partners. Shadow deal reviews and pipeline calls.

• 60 days: Own pipeline reviews and 1:1 cadences. Begin coaching AEs on identified skill gaps. Partner with Talent on AE hiring processes. Deliver first forecast inputs.

• 90 days: Full ownership of AE team performance. Measurable improvements in pipeline hygiene and forecast accuracy. Structured coaching rhythms in place. Active involvement in AE hiring.

Benefits & Salary

• 401(k) Plan: Match 100% of contribution up to 4% of salary.

• PTO: 20-days of vacation per year, and additional personal days as detailed in our internal handbook.

• Health Insurance: Competitive medical, dental, and vision plan.

• Professional Development: $1,200 stipend per year, to be spent on development resources.

• Commuter Benefits: Allocate pre‑tax earnings to cover eligible commuting expenses.

• In‑Office Perks: Late night office dinner and weekly team meals.

• Salary: $150,000 - $190,000 base salary + commission.

Values

Orbital’s values shape how we work:

• Power To Our People — We invest in our people and trust them to deliver.

• Bold & Ambitious — We set high standards and chase big goals.

• Question or Commit — Debate openly, then align and execute.

• Eat That Frog — Tackle the hard stuff first.

Security is everyone’s responsibility at Orbital. We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards. Spot something unusual? Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.

At Orbital, we’re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you.

This hiring range is a reasonable estimate of the base pay range for this position at the time of posting. Pay is based on several factors, which may include job‑related knowledge, skills, experience, and business requirements.