Finance

Regional Director of Sales

We provide our employees with the following benefits: Training Outstanding benefits package (Medical, Dental and Vision insurance, plus much more!) 401(k) with match Competitive wages Company laptop Paid time off 10 paid holidays Salary estimate: Approximately $150,000 total compensation (base commission) based on experience and qualifications. Job Summary PeakLogix, a rapidly growing organization within Alta Equipment Group, is seeking a hunter‑minded Regional Director of Sales who thrives on winning new business and developing customized solutions that solve operational challenges in warehousing, manufacturing, and order‑fulfillment environments. As an individual contributor, you will build a territory and set of strategic accounts, open doors, and win new logos, while expanding strategic relationships within existing accounts. The Regional Director is responsible for selling static racking systems and other warehouse infrastructure equipment that helps improve the operational performance of warehouses and fulfillment centers. You will achieve success with a consultative, value‑driven sales approach. You’ll partner closely with a team of engineers, designers, and internal support staff to shape solutions, develop proposals, and ensure smooth handoff into delivery—so you can keep your focus on creating and closing pipeline. Key Responsibilities & DutiesNew Business Generation Proactively target, prospect, and acquire new customers; build and manage a robust, qualified pipeline in your territory. Execute an account based selling plan that prioritizes high‑value verticals, ideal customer profiles, and multi‑layer relationships with clients. Drive the full sales cycle from first meeting to close, including discovery, solution alignment, business‑case development, and negotiation. Consistently deliver results for the organization. Discovery & Solution Selling Lead structured discovery with operational leaders in manufacturing and distribution/fulfillment environments to uncover pain points and ROI levers. Shape tailored solutions, collaborating with engineers, designers, and sales support to create compelling proposals. While the initial focus is selling static racking systems, there will be opportunities to sell automation systems over time with support of a broader team. Deliver crisp, executive‑level presentations and articulate business value, risk reduction, and outcomes—not just features and price. Partner cross‑functionally with engineering, design, and project teams to ensure scope clarity and a clean handoff to delivery. Lead and contribute to bid packages and proposals with attention to scope, schedule, and margin guardrails. Maintain accurate CRM hygiene, territory plans, and forecast discipline. Account Expansion Strategically grow existing accounts by identifying cross‑sell and up‑sell opportunities across static racking and automation portfolios. Stay top‑of‑mind with customers through proactive, value‑adding outreach and insight‑led conversations. Make it fun We work hard at PeakLogix but we believe work should be enjoyable. Find ways to make work fun for yourself and your colleagues by bringing energy, positivity and creativity to solving problems and winning as a team. Qualifications 3 to 5 years of B2B sales experience with a demonstrated hunter track record (new‑logo acquisition and consistent quota attainment). Background in material handling, warehouse equipment, racking, or automation solutions. Strong consultative selling skills; able to quantify value and build a compelling business case. Excellent communication (verbal, written, presentation) skills and ability to communicate effectively with senior leaders in warehouse and operations environments. Analytical, problem‑solving, and critical‑thinking skills with attention to detail and follow‑through. Proficient with CRM and remote collaboration tools; disciplined territory and pipeline management. Curiosity and drive to master warehousing principles. Nice to have: CAD layout and design capabilities. Alta Equipment Group is an equal opportunity employer. This means we do not discriminate on account of age, race, religion, color, sex, national origin, ancestry, citizenship, height, weight, marital status, familial status, disability, genetic information, military status, veteran status, misdemeanor arrest record, or membership in any other classification protected under applicable law. If you believe the Company has violated its equal employment opportunity policy in any way, please contact [email protected] immediately. J-18808-Ljbffr

  • Schiller Park, IL

  • no content

Head of Content

Location: Remote (US or Canada) Type: US-based candidates - Full-Time; Canada-based candidates - Independent Contractor About Human Agency We're scaling rapidly and have a growing pipeline of opportunities that demand exceptional talent across disciplines. Our mission is to bring on individuals, from creative producers to technical experts to entrepreneurial leaders, who can help us realize this next chapter of growth. We are a company of doers. Leaders roll up their sleeves, teams work flat, and everyone contributes to what ships. Titles don't insulate us from feedback or basics. We invite critique, learn quickly, and keep raising the bar. The best ideas win here, no matter where they come from, because clients trust us to deliver the strongest outcomes every time. Our clients' missions, products, and bottom lines are sacred. We immerse ourselves in their world, becoming stewards of their goals and partners in solving big problems. Every product, strategy, or asset we create must be both beautiful and functional; practical, usable, and designed for real-world impact. Humans are our most valuable resource, and we only grow by hiring people who push us forward. Across strategy, engineering, design, data, and operations, we seek out teammates who raise the bar and make us better. Always hire up, never down. We partner with organizations of all sizes to explore, design, and implement AI strategies that are secure, scalable, and human-centered. We believe AI should amplify human potential, not replace it, and we build with that conviction in every engagement. From advisory and tooling to implementation and education, we meet clients where they are and help them integrate AI in ways that align with their mission and values. Our goal is to empower teams to work smarter, move faster, and unlock new possibilities through thoughtful, responsible innovation. And through it all, we lead with purpose, love, and adventure. We do meaningful work with people we care about, and we make the ride an adventure worth taking. Because at Human Agency, who we are and how we work are one and the same. The Role One of the most consequential questions of our time, what happens to human agency when AI reshapes everything, doesn't have a dominant voice yet. We intend to be that voice. This is the role that builds it. You're not inheriting a content function. You're building a media platform and a movement from a position that already has real momentum. The blog, the podcast, the social presence, the book, the newsletter - you own all of it, across both our founder's personal brand and the Human Agency company brand. You'll treat it like your own business, because in every way that matters, it is. The person who does this well won't just be a great content operator. They'll be the engine behind one of the most compelling voices in a conversation the world is paying close attention to right now. What You'll Own There are two tracks running simultaneously. Both require full ownership. Track One: Founder Brand Grow and manage the founder's presence across LinkedIn, Instagram, Substack, and podcast Write and produce social content yourself, and build AI agents that generate strong first drafts you then shape and finesse Own the full content pipeline: ideation, production, trafficking, scheduling, and distribution across every channel Build and run the analytics layer, tracking what's performing, understanding why, and using those signals to inform what gets made next Own the commercial side: podcast sponsorships, partnership deals, speaking pipeline, paid products Develop systems so the founder contributes the thinking and you build the machine that turns it into content at scale The targets are ambitious on purpose. Audience growth here is measured in followers and subscribers, not impressions or pipeline influence metrics. You've chased numbers like this before. You know what it actually takes to move them. Track Two: Human Agency Brand Own the blog, company social presence, and team thought leadership content Set the editorial standard and make sure everything we publish feels like it came from somewhere real, not a content factory Build systems that let the broader team contribute without you becoming the bottleneck The AI Requirement This is non-negotiable: you are obsessed with using AI to make yourself more productive, not to replace your judgment, but to multiply your output. You build AI agents and automated workflows to handle the repeatable parts of content production You use those tools to produce at a volume that would otherwise require a full team You stay in the loop as the human editor and taste-maker, ensuring nothing that ships feels like AI slop You have strong opinions about where AI content tools are headed and you're already building toward it If AI is something you've been meaning to get around to, this isn't the place to figure it out. You should already be experimenting, building, and shipping with it. Who You Are You've lived in the creator economy. Not adjacent to it, but in it. You know how the LinkedIn algorithm actually works today, not eighteen months ago You follow the podcast trades and understand CPMs, dynamic ad insertion, and what a real sponsorship deal requires on both sides of the table You read Substack not just as a consumer but as someone who studies why things grow You have opinions about what the major platforms are doing and what it means for content strategy You might have built your own platform. Or you've been the engine behind someone else's (a founder, an investor, an executive) who now has a serious following. You're used to not getting full credit for that. You don't need the spotlight. You need to see the thing grow. You're commercially wired from the start. You think about hooks, conversion, and distribution the way a marketer thinks about pipeline, obsessively, with data. You also have genuine editorial taste. The combination is what makes you unusual. What We're Looking For Proof that you've done this before is worth more than anything else on your resume. Specifically: A founder, executive, or public figure's following you grew, with real numbers attached A podcast you launched or operated with actual commercial outcomes: sponsors landed, audience built A newsletter or Substack you grew to a meaningful subscriber base Content you connected directly to revenue (deals, paid products, or partnerships that trace back to something you built) AI workflows or agents you've built to scale your own content production We Don't Need Corporate content director experience inside a large marketing organization B2B demand generation or sales enablement background A strong writer who hasn't built distribution Someone who thinks scaling content means hiring more writers A networker who hasn't proven they can grow an audience Experience with sponsorship development, monetization structures, or paid content products is a genuine requirement, not a nice-to-have. Why This One If you're reading this and it's landing differently than most job postings, that's intentional. This is a greenfield build with real resources behind it. The mission is genuinely compelling, the principal is bought in and ready to move fast, and the person who does this well will have built something they can point to for the rest of their career. The conversation we're trying to lead, about AI, human agency, and what kind of future we're actually building, is one of the most important ones happening right now. This role is the engine. Equal Opportunity Commitment Human Agency is an Equal Opportunity Employer. We value diverse perspectives and are committed to building inclusive, high-performing teams where everyone can do their best work. J-18808-Ljbffr

  • Clayton, MO

  • no content

Director, Property & Media Sales

About Athletes First Athletes First is a full-service athlete management firm that has been representing elite NFL players since its inception in 2001. Based in Southern California, with satellite offices in New York City, NY, Gainesville, FL, and Atlanta, GA. Athletes First is a staple in the sports representation business. Over the years, we've created a culture built around the two key components of our industry: exude extreme power while remaining intimately personal. Our mission is simple: Do the right things, with the right people, for the right reasons. Role Overview Athletes First is hiring a Director of Properties & Media Sales, based in our New York City office to drive revenue growth across our portfolio of brand platforms. We're looking for a proven dealmaker who can architect integrated partnerships that span live experiences, premium content, and best-in-class athlete talent and execute across the full sales cycle. Key Responsibilities & Duties Sell integrated sponsorships across our portfolio of proprietary tent-pole properties, including marquee experiential activations, signature event series, and emerging platforms across the sports and culture calendar. Sell into our media and content portfolio, including athlete- and coach-led franchises, original video series, podcasts, and branded content produced in partnership with our in-house creative team. Develop integrated pitches that bring together Properties, Media, and elite talent from the Athletes First roster into category-exclusive partnerships. Prospect, qualify, and close new business with national brands and their agencies of record; grow, expand, and renew existing partnerships. Partner cross-functionally with internal Properties, Content, Talent, and Marketing teams to deliver compelling, insight-driven solutions for clients. Lead deal structuring and negotiation end-to-end, including pricing, scope, contracting, and approvals. Steward partnerships post-sale alongside our Account Management team to ensure flawless execution, drive renewals, and identify upsell opportunities. Represent Athletes First externally at industry events, client meetings, and key cultural moments to build the brand and grow the network. Qualifications 6 years of sponsorship, media, or integrated brand-partnership sales experience, ideally spanning a mix of live events, content/IP, and talent. Proven track record of closing six- and seven-figure integrated deals with national brands and holding-company agencies. Strong existing relationships with senior brand decision-makers (CMOs, Heads of Sponsorship/Partnerships, Brand and Media leads) and agency partnership teams. Demonstrated ability to build creative, insight-led pitches and navigate complex, multi-stakeholder deals. Sharp commercial instincts with comfort across pricing, deal structure, and contract negotiation. Excellent written and verbal communicator; a polished presenter in person and on camera. Collaborative operator who thrives in a cross-functional environment and treats internal teams like clients. Self-starter with disciplined pipeline habits and a builder's mindset — energized by a high-growth environment where the playbook is still being written. What We Offer 401k Retirement Plan Cell Phone Reimbursement Flexible PTO Exposure to the highest levels of professional sports and a front-row seat working alongside elite NFL athletes, coaches, and front office executives Athletes First is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. J-18808-Ljbffr

  • Grand Central, NY

  • no content

Senior Director, Gasoline & Naphtha Trading

A global chemical company based in Houston, Texas, is seeking an experienced Sr. Director, Trading Manager to lead its Gasoline Blending Components and Naphtha trading book. This position involves mentoring a team of traders and overseeing a broad portfolio of liquids production. The ideal candidate should have over 12 years of experience in commodity trading and a proven track record in leadership. The company offers competitive compensation and comprehensive employee benefits, ensuring support for both personal and professional growth. J-18808-Ljbffr

  • Trammells, TX

  • no content

Director, Mid-Market Sales

Figma is growing our team of passionate creatives and builders on a mission to make design accessible to all. Figma’s platform helps teams bring ideas to life—whether you're brainstorming, creating a prototype, translating designs into code, or iterating with AI. From idea to product, Figma empowers teams to streamline workflows, move faster, and work together in real time from anywhere in the world. If you're excited to shape the future of design and collaboration, join us! At Figma, we believe great products are built through a balance of speed, direction, and differentiation. As AI transforms how software is created, we’re building tools that help teams move seamlessly from idea to production; combining design, code, and collaboration in one shared environment. We’re looking for people who thrive in fast-moving environments, embrace emerging technologies, and are passionate about building thoughtful, high-quality products that stand out and deliver meaningful customer impact. Figma is looking for a Director, Mid-Market Sales to lead a team of Managers and Account Executives responsible for the engagement, expansion and retention of our rapidly growing customer base. You’ll consult with our existing customer base and potential customers in driving meaningful relationships that contribute to the customer experience and revenue to our bottom line. We are targeting organizations (from 500 - 5k Employees) where deal complexity, stakeholder multi-threading, and strategic impact necessitate a repeatable sales motion. You will report to the Senior Director, Mid-Market. This is a full time role that can be held from one of our US hubs, either San Francisco or New York. What you’ll do at Figma: Execute and optimize the established sales process, including territory planning, account mapping, and quota attainment frameworks. Recruit, develop, and scale a high-performing team of Managers and Account Executives capable of leading complex, executive-level negotiations. Coach teams on strategic “High, Wide, and Long” account engagement, driving deep multi-threading across Product, Engineering, Design, and IT stakeholders. Build a culture of proactive demand generation by aligning Figma’s value proposition to broader business initiatives and uncovering unbudgeted opportunities. Develop segment-specific playbooks and enforce rigorous qualification methodologies (MEDDICC) to drive consistent, repeatable execution. Partner cross-functionally with Marketing, RevOps, and Solutions Consulting to align go‑to‑market strategies with mid‑market growth objectives. Serve as an executive sponsor for strategic accounts, providing hands‑on leadership through critical deal cycles while preparing top talent for advancement into Enterprise sales and leadership roles. Monitor business performance through pipeline, forecast, and competitive metrics, while communicating market insights and segment needs to senior leadership to strengthen Figma’s competitive position. We’d love to hear from you if you have: 8 years of SaaS sales experience and 4 years of sales leadership (including 2 years of second‑line leadership), with a strong track record in mid‑market deals. Proven success recruiting, developing, and retaining high-performing Account Executives who excel in complex, multi‑threaded executive sales cycles. Deep expertise in enterprise sales methodologies, including MEDDICC, and experience leading teams through the evolution from product‑led growth to consultative selling. Consistent record of exceeding net new revenue targets in high‑growth environments, with the executive presence to engage and influence VP‑ and C‑suite stakeholders. Thrives in ambiguity and has demonstrated success building and operationalizing scalable sales playbooks, processes, and go‑to‑market strategies. While not required, it’s an added plus if you also have: A background at a product‑led growth organization that successfully transitioned into a consultative enterprise motion Deep familiarity with Figma’s ecosystem or broader expertise in design, UX, and developer tooling Proficiency in Command of the Message or rigorous qualification frameworks like MEDDIC At Figma, one of our values is Grow as you go. We believe in hiring smart, curious people who are excited to learn and develop their skills. If you’re excited about this role but your past experience doesn’t align perfectly with the points outlined in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles. Pay Transparency Disclosure Annual Base Salary Range: $160,000 – $200,000 Job level and actual compensation will be decided based on factors including, but not limited to, individual qualifications objectively assessed during the interview process (including skills and prior relevant experience, potential impact, and scope of role), market demands, and specific work location. The listed range is a guideline, and the range for this role may be modified. For roles that are available to be filled remotely, the pay range is localized according to employee work location by a factor of between 80% and 100% of range. Please discuss your specific work location with your recruiter for more information. Figma offers equity to employees, as well as a competitive package of additional benefits, including health, dental & vision, retirement with company contribution, parental leave & reproductive or family planning support, mental health & wellness benefits, generous PTO, company recharge days, a learning & development stipend, a work from home stipend, and cell phone reimbursement. Figma also offers sales incentive pay for most sales roles and an annual bonus plan for eligible non‑sales roles. Figma’s compensation and benefits are subject to change and may be modified in the future. Equal Opportunity At Figma we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our product and our community to flourish. Figma is an equal opportunity workplace – we are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity/expression, veteran status, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. We will work to ensure individuals with disabilities are provided reasonable accommodation to apply for a role, participate in the interview process, perform essential job functions, and receive other benefits and privileges of employment. If you require accommodation, please reach out to [email protected]. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. Holding interviews in an accessible location Enabling closed captioning on video conferencing Ensuring all written communication be compatible with screen readers Changing the mode or format of interviews To ensure the integrity of our hiring process and facilitate a more personal connection, we require all candidates keep their cameras on during video interviews. Additionally, if hired you will be required to attend in person onboarding. By applying for this job, the candidate acknowledges and agrees that any personal data contained in their application or supporting materials will be processed in accordance with Figma's Candidate Privacy Notice. J-18808-Ljbffr

  • Hayes Valley, CA

  • no content

Dean, University of North Carolina School of Law

Dean, University of North Carolina School of Law | Chapel Hill, NC The University of North Carolina at Chapel Hill (the “University” or “UNC”), an academic powerhouse among public research universities in the United States and an intellectual force of global significance, seeks a collaborative and visionary leader to serve as the next dean of the University of North Carolina School of Law (“UNC Law” or the “School”). The next dean of UNC Law will join an aspiring and collegial community of top-ranked faculty, diligent staff, and talented students who support each other and contribute mutually in achieving excellence in legal education. Building upon the School’s strong foundation and enviable reputation, the next dean will lead this high achieving community of scholars in shaping the future of UNC Law and influencing legal education in the United States and beyond. As one of the oldest law schools in the nation, UNC Law is featured prominently in the University’s overall success and reputation for excellence. UNC Law consistently ranks among the nation’s leading law schools—clinching a historic No.18 in the 2025 U.S. News & World Report rankings, with top‑10 standings in bar passage, employment success, and legal writing. Today, UNC Law is home to a sizeable and diverse faculty of scholars and experiential educators, many of whom are preeminent in their fields. They produce groundbreaking scholarship; prepare students for successful careers in litigation and business transactions; and enrich local communities by training the next generation of competent and ethical lawyer-leaders. The dean will direct and lead 65 full-time faculty members and administer an annual operating budget of approximately $32.5 million. UNC Law currently enrolls around 600 students, and its more than 11,000 alumni pursue careers in all fields and all corners of the globe. Leading UNC Law offers an outstanding opportunity for a highly collegial, deeply intellectual, and forward-thinking leader to inspire a diverse community of faculty, staff, students, and alumni. The dean will collaborate with faculty to respond to emerging challenges and changes in the practice of law and thereby define the next era of UNC Law. The next dean will address several key priorities, including: maintaining and strengthening the School’s commitment to excellence in teaching, scholarship, and service as well as its strong culture of collegiality and community; representing and advocating for the Law School locally, nationally, and globally; ensuring the Law School has the resources to fully achieve its aspirations; recruiting, retaining, and supporting world class faculty and staff; and meeting the challenges and changes facing legal education and the profession. Henry Nickerson, Managing Search Coordinator The University of North Carolina at Chapel Hill is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, gender, gender expression, gender identity, genetic information, race, national origin, religion, sex, sexual orientation, or status as a protected veteran. This document has been prepared based on the information provided by University of North Carolina at Chapel Hill. The material presented in this leadership profile should be relied on for informational purposes only. While every effort has been made to ensure the accuracy of this information, the original source documents and information provided by University of North Carolina at Chapel Hill would supersede any conflicting information in this document. J-18808-Ljbffr

  • Carrboro, NC

  • no content

Senior Immunoassay Scientist & Innovation Leader

Werfen in Norcross, Georgia is seeking an experienced individual to take on the role focused on Immunoassay development. This position involves advanced scientific assignments and requires a strong background in transfusion services and blood group methodologies. The ideal candidate will have at least 5 years of related experience, a relevant degree, and preferable ASCP SBB certification. The role includes responsibilities such as applying scientific methods and documenting research findings. J-18808-Ljbffr

  • Parkway, GA

  • no content

Head of Recruiting & Talent Strategy - Scale Hardware Hiring

Endurance Energy in Seattle is seeking a Recruiting Leader to operationalize the recruiting function as the company scales from 20 to 100 people. You'll manage recruiting, onboarding, performance, and compensation across various roles. The ideal candidate has over 4 years of experience in recruiting leadership, particularly in hardware or tech companies, and will also influence company culture and internal communications. Benefits include travel opportunities and competitive compensation. J-18808-Ljbffr

  • Times Square, WA

  • no content

Strategic National Accounts Leader - Unlimited Earnings

A major internet service provider is seeking a National Account Manager in Chicago. The role involves identifying business opportunities, engaging with key decision-makers, and achieving revenue goals. Ideal candidates will possess sales experience, strong communication, and the ability to thrive in a fast-paced environment. This position offers a competitive salary and comprehensive benefits in a collaborative office setting. J-18808-Ljbffr

  • Schiller Park, IL

  • no content

Regional Head of Talent Acquisition

Overview Konica Minolta is seeking a transformative, results-driven leader to elevate and shape the future of its Talent Acquisition function. The Talent Acquisition Manager leads a high-performing team of in-house and RPO Talent professionals and is responsible for driving operational excellence, continuous improvement, and strategic execution across all aspects of the TA function in North America. This leader ensures delivery at the highest quality standards, establishes and maintains stakeholder relationships, optimizes processes and vendor partnerships, improves efficiency and compliance, and aligns TA initiatives with enterprise priorities. This role is based at our Corporate Headquarters in Ramsey, NJ and follows a hybrid schedule, with onsite work Monday–Thursday and remote work on Fridays. Responsibilities Team Leadership & Operational Excellence Lead, mentor, and develop a team of Talent professionals, onsite, remote and RPO. Create a culture of accountability, high performance, collaboration, agility, compliance, and continuous improvement. Establish operational standards, quality controls, KPIs, and SLAs Oversee workload distribution, resource planning, and team structure Strategy & Performance Management Assess current Talent processes using qualitative and quantitative data Identify gaps and develop action plans Track, measure, and report progress against KPIs and strategic objectives Partner with Director, Talent to shape Talent strategies and roadmaps Optimization & Continuous Improvement Drive process redesign and technology enhancements Strengthen compliance with guidelines and regulatory requirements Champion employer brand optimization and utilize market insights Vendor, Financial & Stakeholder Oversight Oversee optimization of all Talent spending on job boards, agencies and search firms Lead contract negotiations and vendor evaluations as needed Influence key stakeholders and communicate insights and recommendations Qualifications Experience and Educational Requirements 10 years of progressive Talent Acquisition experience Proven leadership of in-house and remote teams (10 preferred) Bachelor’s degree required; advanced HR-related credentials preferred Experience with global TA best practices, assessments, branding, technology, sourcing AI, vendor negotiations, metrics dashboards, and compliance Experience in B2B or tech environments preferred Exposure to RPO/RDO, workforce planning, early career programs, and internal mobility programs Able to influence across an organization and lead change initiatives Competencies Strategic and operational planning skills Business, financial, and analytical acumen Problem solving capabilities Influencing and communication skills Data-driven decision-making skills Organizational and project management skills Contract negotiation expertise Agility, growth mindset, sense of urgency, tenacity, innovation, and drive for results Talent thought leadership and network Affiliation with Konica Minolta values and competencies. LI-MD1 Equal Opportunity & Non-Discrimination Konica Minolta is an equal opportunity and affirmative action employer. We consider all qualified applicants for employment without regard to race, color, religion, creed, national origin, sex, pregnancy, age, sexual orientation, transgender status, gender identity, disability, alienage or citizenship status, marital status or partnership status, genetic information, veteran status or any other characteristic protected under applicable law. Konica Minolta Business Solutions (Canada) Ltd. is an equal opportunity employer. Solutions d’affaires Konica Minolta (Canada) Ltée. est un employeur d'opportunité égale. J-18808-Ljbffr

  • Ramsey, NJ

  • no content

AUM-Driven Real Estate Brokerage Director

Auben-Realty is seeking a highly skilled Real Estate professional to lead and manage their team based in Kansas City, Missouri. This role requires a leader who excels in communication, has a strong background in real estate investment, and is eager to make a lasting impact. The ideal candidate will possess a Broker License and at least 5 years of successful leadership experience. The position offers a lucrative income opportunity along with the chance to contribute to the growth and success of the company. J-18808-Ljbffr

  • Kansas City, MO

  • no content

Head of Sales, DACH Growth (Remote)

Director of Sales — Seekda Location: Germany (Remote) | Employment Type: Full-time Business: Seekda — Hospitality Technology Platform | Aspire Software (a Valsoft Company) About Aspire Software Aspire Software, an operating group of Valsoft Corporation, acquires, builds, and grows vertical market software companies around the world. Each business operates with entrepreneurial autonomy while benefiting from shared expertise, leadership, and operational support across the broader portfolio. About Seekda Seekda is a hospitality technology platform helping hotels and hospitality businesses drive direct bookings, improve operational efficiency, and strengthen guest engagement. We work with independent hotels and hospitality groups across Europe, delivering modern software solutions that help customers compete in an increasingly digital market. As we enter our next phase of growth, we are looking for a commercially driven Head of Sales to help scale our go-to-market engine, build a repeatable outbound motion, and accelerate new customer acquisition across the DACH region and beyond. The Opportunity We’re hiring a Director of Sales to lead and build Seekda’s commercial growth engine. This is a hands-on leadership role for someone who enjoys building from the ground up - not just managing from above. You will personally drive new-logo acquisition while implementing the systems, structure, and operating cadence needed to create a scalable and predictable sales organization. This role is ideal for someone who thrives in a builder environment, enjoys operating close to the customer, and wants meaningful ownership over growth strategy and execution. You’ll work closely with company leadership across Product, Marketing, Customer Success, and Operations to shape commercial strategy, improve sales effectiveness, and expand Seekda’s market presence. What You’ll Do Drive New Business Growth Build and execute outbound strategies targeting hotels and hospitality operators across the DACH market. Build and activate partner channels, including PMS, hospitality technology, and local industry partners, to generate qualified pipeline and accelerate growth. Develop target account plans, segmentation strategies, and outreach cadences. Personally lead strategic customer conversations, demos, proposals, and negotiations. Consistently deliver against pipeline generation and revenue targets. Build and Scale the Sales Engine Establish repeatable sales processes, playbooks, and qualification frameworks. Implement structured pipeline management and forecasting rhythms. Maintain high standards of CRM hygiene, reporting accuracy, and sales discipline. Track and improve core funnel metrics including activity levels, conversion rates, sales cycle duration, and win rates. Create scalable outbound motions that can support future team growth. Lead and Coach a Growing Team Build a high-performance sales culture centered on ownership, urgency, and continuous improvement. Coach and develop a small sales team with a strong focus on accountability and execution. Support hiring, onboarding, and ramping of future sales talent as the organization grows. Run regular pipeline reviews, deal coaching sessions, and forecasting meetings. Partner Cross-Functionally Lead pricing, packaging, positioning, and go-to-market strategy discussions Share customer and market feedback with other teams (e.g. Product) Collaborate with Customer Support to ensure smooth handoffs and strong customer outcomes. Help shape Seekda’s broader commercial operating model as the business scales. What Success Looks Like In the First 90 Days Clear ICP, segmentation, and outbound strategy established. Actively selling, joining customer conversations, and moving live opportunities forward. CRM, pipeline reviews, forecasting, and weekly sales discipline are running reliably. Consistent outbound activity generating qualified opportunities. Early partner and marketing-led pipeline tests are underway. Sales, CS, Marketing, and Support handoffs are clearer and faster. In 6–12 Months Predictable new business pipeline and repeatable outbound motion established. Measurable improvement in pipeline coverage, conversion rates, and forecasting accuracy. High standards of CRM discipline and sales execution embedded across the team. Strong commercial alignment established across Sales, Product, and Customer Success. Sales team structure and coaching cadence successfully implemented. What We’re Looking For Required 8–12 years of experience in B2B SaaS or software sales. Strong track record in outbound sales and new-logo acquisition. Experience building and scaling a sales function in a growth-stage environment. Strong understanding of CRM management, forecasting, pipeline reviews, and sales metrics. Hands-on sales leader who enjoys operating close to deals and customers. Experience managing or coaching small sales teams. Fluent German and English communication skills. Based in Germany, comfortable with a remote working model with occassional travel. Preferred Experience selling into hospitality, hotel technology, travel, or vertical SaaS markets. Familiarity with modern sales tooling, including GTM AI-led automation and RevOps best practices. Experience in founder-led or entrepreneurial environments. Why Join Seekda Opportunity to build and shape the commercial engine of a growing hospitality technology business. High ownership role with direct influence on company growth and go-to-market strategy. Entrepreneurial environment backed by the stability and long-term vision of Valsoft. Competitive compensation package including base salary and performance-based commission. Collaborative and ambitious leadership team focused on sustainable growth. AspireSoftware Seekda J-18808-Ljbffr

  • US

  • no content