Sales Director, Mid-Market

As a Sales Director, Mid-Market at Brex, you'll lead a dynamic team of Account Executives, driving strategy, mentoring staff, and ensuring operational excellence. You'll be responsible for achieving ambitious targets while fostering a culture of accountability and success. This role also involves collaborating with various departments to develop and execute effective sales strategies. Your strong leadership will directly contribute to Brex's revenue growth and customer acquisition goals.

To be considered for the Sales Director, Mid-Market position at Brex, candidates typically need 7-10 years of B2B SaaS sales experience, particularly in fintech or travel. You should have 3-5 years of management experience with a proven track record of achieving quotas and scaling sales teams. Strong communication and leadership skills, along with a Bachelor’s degree in business or a related field, are also essential for this role.

Brex supports its Sales Director, Mid-Market by fostering an environment that emphasizes innovation and provides the necessary tools and resources for success. You will receive ongoing training and mentorship opportunities to refine your leadership skills. The collaborative culture at Brex also ensures that your strategies align with broader company objectives, making it easier for you and your team to achieve set goals.

At Brex, the work environment for a Sales Director, Mid-Market is fast-paced and collaborative. You'll be part of a winning culture that celebrates not only team successes but individual contributions. Additionally, the role allows for a hybrid working arrangement, letting you work remotely for part of the year while still enjoying in-office collaboration with your team.

The expected on-target earnings (OTE) for the Sales Director, Mid-Market role at Brex is around $300,000, which includes base salary and potential commissions based on performance. Compensation may vary depending on factors such as location, experience, and market demands, with equity options potentially being part of the full compensation package.

When leading a sales team as a Sales Director, I focus on fostering an environment of trust and accountability. I believe in setting clear expectations, providing ongoing training and support, and recognizing team members' achievements. Developing individual strengths while promoting teamwork is crucial for driving overall success.

Absolutely! In my previous role, I led a team that was struggling with customer acquisition. I implemented a targeted training program focused on prospecting techniques and revamped our sales outreach strategy. By the end of the quarter, our team not only met but exceeded our sales targets by 30%, showcasing the potential of strategic planning and effective leadership.

To keep my sales team motivated, I prioritize open communication and regular check-ins to understand their challenges and aspirations. Setting attainable but ambitious goals and celebrating wins, both big and small, fosters a supportive team culture where everyone feels valued and driven to succeed.

In my role as Sales Director, I track several key metrics, including monthly sales revenue, lead conversion rates, and customer acquisition costs. I also monitor individual performance metrics for each team member to identify training opportunities and ensure everyone is aligned with our sales objectives.

When managing underperforming team members, I focus on understanding the root causes of their struggles. I engage in one-on-one discussions to identify barriers and tailor support or training accordingly. By setting clear performance improvement plans and regularly reviewing progress, I encourage their development while holding them accountable.

The most important factor in closing a deal is building trust and rapport with the client. Establishing a solid relationship allows for open communication regarding their needs and concerns, making it easier to position our solution as the best fit. I also emphasize the importance of timing, understanding when to follow up without being overly aggressive.

Aligning sales strategies with company objectives requires close collaboration with cross-functional teams. I regularly engage with marketing, product, and customer success teams to ensure that our sales strategies not only meet company goals but also address the evolving needs of our customers, creating a unified approach towards revenue generation.

I rely on a suite of sales enablement tools, including CRM systems, data analytics platforms, and communication tools. These enable me to track performance metrics, manage pipelines, and facilitate collaboration across the team. Ensuring that the team is comfortable with these tools is key to maximizing their effectiveness.

Recruiting and hiring sales talent involves defining the characteristics and skills necessary for success in the role. I utilize a combination of behavioral and situational interview techniques to assess candidates' abilities and cultural fit. An effective onboarding program is also crucial to help new hires integrate into the team successfully.

If I encountered a significant drop in team performance, I would first analyze the metrics to understand the cause. I’d convene a team meeting to discuss potential issues and gather feedback. Based on our findings, I'd develop an action plan that includes targeted coaching and additional resources, ensuring the team feels supported as we work to recover.