SVP, Sales

Pine Services; Chicago (IL); On-site; USD 150,000 - 200,000; Full time

Job summary

Pine Services is seeking a Senior Vice President of Sales to lead and transform their sales organization. This hands-on role requires extensive experience in enterprise technology sales, including ERP systems, along with a proven ability to build effective sales processes.

The ideal candidate will have over 10 years of experience in sales, with at least 3-5 years in a leadership position. Success will be measured by significant revenue growth, effective team development, and a robust sales pipeline.

Qualifications

• 10+ years in enterprise technology or ERP sales.
• 3-5 years in a sales leadership role.
• Experience implementing or optimizing a CRM.
• Proven track record in building sales organizations.

Responsibilities

• Lead and develop a team of Account Executives.
• Architect and execute a focused sales structure.
• Define and implement a repeatable sales process.
• Drive HubSpot adoption across the sales team.
• Drive revenue growth and manage pipeline generation.

Skills

Process builder

Coach and developer

Operator

Hunter mindset

Change agent

Tools

HubSpot

Job description

One of Pine's portfolio companies is hiring for an SVP of Sales!

SVP OF SALES

ABOUT THE ROLE

We are hiring a Senior Vice President of Sales to lead and transform our go-to-market organization. This is a hands‑on leadership role for someone who has built and scaled sales teams before, knows how to bring rigor and structure to a growing practice, and leads by example in a competitive market.

The SVP will inherit a team of talented sellers and be charged with one clear mission: build a modern, process‑driven sales organization that generates predictable, scalable revenue growth.

ROLE AT A GLANCE

• Function: Sales
• Level: Senior Vice President
• Reports To: Chief Executive Officer

WHAT YOU WILL OWN

Team Leadership and Development

• Lead, coach, and develop a team of 8 Account Executives and 2 Sales Operations professionals
• Architect and execute the transition from a combined hunting/farming model to two distinct, focused teams
• Build a culture of accountability, urgency, and continuous improvement
• Recruit and backfill as the team scales

Sales Process and Operational Rigor

• Define and implement a repeatable sales process with clear qualification criteria, deal stages, and entry/exit requirements
• Drive HubSpot adoption across the team; build the reporting infrastructure to support real‑time pipeline visibility
• Establish forecast discipline and predictable revenue cadences
• Own pipeline generation targets; build the motion that gets the team proactively sourcing new opportunities

Revenue Growth

• Drive 15‑20% growth in software sales in year one
• 3x pipeline and lead generation through structured outbound and territory development
• Partner with leadership on go‑to‑market strategy, pricing, and packaging as the business evolves

WHAT SUCCESS LOOKS LIKE IN YEAR ONE

• Sales process fully documented and adopted across the team
• HubSpot live and consistently used for forecasting and pipeline management
• Hunters and farmers operating as distinct, focused motions
• 3x pipeline generation vs. baseline
• 15‑20% growth in software revenue
• Forecast accuracy and predictability established

WHAT WE ARE LOOKING FOR

Experience

• 10+ years in enterprise technology or ERP sales, with at least 3‑5 years in a sales leadership role
• Proven track record of building or rebuilding a sales organization from a reactive to a proactive motion
• Direct experience selling ERP or enterprise applications is required; adjacent enterprise tech may be considered
• Experience implementing or optimizing a CRM (HubSpot preferred) and building sales processes from the ground up
• Demonstrated success managing quota‑carrying AEs and hitting team‑level revenue targets

Skills and Competencies

• Process builder: You don't inherit a playbook, you write one
• Coach and developer: Your team gets better because of you
• Operator: You run tight forecasts, clean pipelines, and make data‑driven decisions
• Hunter mindset: You model the outbound behavior you expect from the team
• Change agent: You can shift a culture without breaking what's working

COMPENSATION

• Split: 50/50 base and variable
• Ramp period: 3‑6 months