Mid-Market Regional Sales Manager - job 2 of 3

To qualify for the Mid-Market Regional Sales Manager role at Motive, candidates should have at least 3 years of experience managing New Logo Account Executives in the software or software/hardware sales sectors. A bachelor's degree is also required, alongside a strong understanding of CRM tools such as Salesforce. Experience in the transportation or logistics sector is a plus, though it isn't mandatory.

The key responsibilities of a Mid-Market Regional Sales Manager at Motive include meeting and exceeding quota targets, hiring and developing new talent, coaching existing account executives, and ensuring adherence to sales processes. Additionally, the manager is responsible for accurate forecasting of performance and collaborating with other teams to streamline internal processes.

The Mid-Market Sales segment at Motive focuses on businesses with a fleet size between 50-149 vehicles. Here, the account executives operate with approximately 2+ years of sales experience and engage in a full sales cycle, often involving hardware/software trials. The sales teams utilize collaboration with Sales Engineers, while Customer Success Managers handle renewals.

Success as a Mid-Market Regional Sales Manager at Motive hinges on strong leadership skills, a competitive mindset, and an ability to analyze and act on performance metrics. Exceptional communication skills and the ability to coach and mentor are also vital, along with a deep understanding of sales processes and CRM technologies.

The compensation for the Mid-Market Regional Sales Manager at Motive is competitive, with on-target earnings ranging from $180,000—$250,000 USD, including base salary and commissions. Benefits include health, dental, and optical care, as well as 401k contributions and generous paid time off. Detailed information about specific benefits can be found on the Motive website.

When answering this question, focus on specific experiences where you led teams to exceed sales targets, providing examples of how your leadership style motivated team members. Discuss any training programs you implemented and the impact they had on team performance.

In response, emphasize your systematic approach to hiring, including how you define ideal candidate profiles and the criteria you prioritize, such as past performance, cultural fit, and potential for growth. Mention any specific metrics or outcomes from your previous hiring initiatives.

Discuss your personalized approach to coaching, explaining how you identify areas of weakness and create development plans tailored to individual needs. Provide examples of successful turnarounds you’ve facilitated for underperformers to showcase your effectiveness.

Talk about the ways you instill accountability within your team, including regular check-ins, performance tracking, and the use of CRM tools to monitor progress. Highlight any tools or methods you use to streamline and make the sales process more efficient.

Explain your approach to sales forecasting, emphasizing the importance of data analysis and historical performance trends. Discuss how you leverage CRM software to gather insights and make informed predictions about future sales.

In your answer, illustrate your communication skills and ability to build relationships with other departments, such as marketing and customer success. Share anecdotes about projects involving cross-functional teams and their outcomes.

Provide a specific case where you identified inefficiencies in a sales process and discuss the steps you took to implement improvements. Focus on the benefits achieved and any metrics showing increased sales performance or customer satisfaction.

Reflect on current industry trends such as digital transformation, changing customer behaviors, and competition. Highlight how your experience has prepared you to address these challenges effectively and your strategies for overcoming them.

Discuss various motivational techniques you employ, like setting clear goals, incentivizing performance through contests or bonuses, and fostering a positive team culture. Detail how you measure and support individual drives.

Stress the importance of data-driven decision-making in your role, indicating how you use sales metrics and performance analytics to guide your strategies and adjust plans as necessary to optimize results.