About the role
We are hiring a Sales Manager (Brand Partnerships) to lead and develop a pod of Brand Partners (sales reps) as the sales team scales significantly in 2026 and 2027. This is first and foremost a coaching role.
The right person for this job gets energy from coaching and developing reps. You should be someone who finds deep satisfaction in watching a rep nail a discovery call they would have fumbled two months ago, or in helping a newer seller build the confidence to lead a six-figure renewal conversation. You will carry a team quota, and you will need to step in as a seller when the moment calls for it, but the primary measure of your success is the performance and development of your team.
You will be joining at a pivotal moment as Workweek is investing heavily in sales infrastructure as the team scales. Your job is to make sure these investments translate into real behavior change on your team. You are the connective tissue between the systems we are building and the reps who need to use them.
What this role is not:
This is not a senior IC role with a management title. If you are primarily motivated by closing your own deals and view management as a side responsibility, this is not the right fit. We need someone whose first instinct is to coach, not to take over the call.
Note: This is a full-time position. You'll always be able to work remotely wherever you want, but we have an office in Austin, TX for anyone who wants to work IRL. All work will be done in English.
What you'll do
Team development and quota attainment
- Manage and develop a pod of Brand Partners, with direct accountability for their skill progression and quota performance.
- Run regular 1:1s, deal reviews, and call coaching sessions. Diagnose rep-level gaps (discovery quality, objection handling, multi-threading, proposal strategy) and build targeted development plans.
- Own your pod's pipeline accuracy and forecasting in partnership with sales leadership.
- Step in as a seller on strategic or complex deals when your involvement materially improves the outcome. This includes joint calls, executive-level conversations, and high-value renewals.
- Model consultative selling for your team: connecting client goals to Workweek's audience, data, and multi-brand capabilities.
New hire ramp and onboarding
- Be the primary coach for new Brand Partners joining your pod, ensuring they move through onboarding milestones on schedule.
- Reinforce the structured onboarding program with real-deal coaching and ride-alongs so new hires build confidence alongside competence.
- Track ramp-to-quota-contribution time for your new hires and flag early if someone is off track.
Tool and process adoption
- Drive adoption of new sales tools and workflows on your team.
- Model the right behaviors: use the tools yourself, show your team how they create leverage, and hold people accountable to using them consistently.
- Provide feedback to sales leadership and RevOps on what is working, what is not, and where processes need refinement.
Qualifications
- 5+ years of media ad sales experience.
- Management experience, with the demonstrated ability to lead a team.
- History of managing B2B stakeholders at various levels of seniority, both within the business & externally with clients.
- Experience self-sourcing pipeline through disciplined outbound prospecting
- Experience coaching reps through the full sales cycle: outbound prospecting, discovery, proposal development, negotiation, and close.
- Understanding of the full sales cycle and digital media operations. This includes researching, prospecting, outreach, pitching, negotiating, and closing deals.
- Strong forecasting discipline. You can maintain pipeline accuracy and hold your team accountable to realistic commitments.
- Comfort operating in a fast-moving, scaling environment where processes are being built and refined in real time.
- Excellent communication skills, both with clients and internally across sales leadership, account management, and production teams.
- Solutions-oriented, you present problems with solutions in mind.
- Ability to operate and represent yourself in a way that aligns with Workweek's core values.
- Experience with Salesforce, Gong, and Outreach a plus
Benefits
- Competitive pay (we don't pay based on location, we assign value to the role)
- Equity in Workweek
- Remote operations with the ability to work in the time zone of your choice (or work IRL in our Austin, TX office)
- Unlimited PTO with a minimum of 3 days/quarter used
- 100% health insurance coverage, 75% coverage for dependents, and $150/month towards an HSA (or $150/month health stipend if insurance not used)
- 120 days of parental leave to use within one year of childbirth (available 12 months after your start date and only available every 365 days)
- 401(k) plan with 3.5% company match
- $500 one-time stipend for any home office needs used after the first 90 days
- 5-week sabbatical after 4 years on staff
- 2 volunteering days per year
- 1x/year in-person team retreat
- $100/month book stipend
Note: At Workweek, we’re passionate about building a diverse team. We care deeply about diversity, equality, and inclusion and strive to build a culture where everyone, from any background, feels included, supported, and free to be themselves.
If your experience is this close to what we’re looking for, please consider applying. Experience comes in many forms – skills are transferable, and passion goes a long way. We know that diversity makes for the best problem-solving and creative thinking, which is why we’re dedicated to adding new perspectives to the team and encourage everyone to apply