Building a sales team? A good place to start is learning the different sales job titles and what responsibilities are generally associated with each role. The number of sales positions that you offer at your business will depend on the size of your organization and the number of services or products you sell. Some of these sales jobs are more common than others, but this list is a good starting point for understanding exactly what roles are needed at your company.
[Read more: The Difference Between Sales and Marketing, and Why You Need to Know]
Director of sales
At a small business, the director of sales is usually the most senior-level salesperson. Large enterprises sometimes have a vice president of sales or a chief sales officer who sits above the sales director in the company hierarchy.
A director of sales or national sales director is responsible for working with sales managers to determine sales objectives, forecasts, and quotas. This person isresponsible for the sales team’s performance. Sometimes, their compensation is tied to sales performance.
She or he may also play a role in hiring and budgeting. Because the sales director oversees efforts to meet and exceed sales goals, this person is involved in all aspects of running the sales team. According to data from Glassdoor, the national average base pay for a director of sales ranges from $89,000 to $152,000 annually.
[Read more: Executive Job Titles: What Do They Mean?]
Regional sales manager
Many enterprises structure their sales team by geography and location. This means there are certain members of the sales team dedicated to reaching new clients and serving existing ones in a particular territory. Depending on the size of your business, you could have a national director, four (or more) regional managers, and teams of account managers assigned to each region. Smaller businessesmay have one sales director, one (or more) sales managers, and a few account managers.
The regional sales manager oversees sales managers at multiple locations within the same territory. This position often requires frequent travel between stores or offices to work with sales managers, ensuring that corporate-level strategy is executed at each location.
The average base salary for a regional sales manager, according to Indeed, is $100,486.
Inside and outside sales representatives
An inside sales representative is someone who takes walk-in clients or answers phone calls from prospective clients. Inside sales reps guide prospective new clients through the sales process using video, phone calls, and email, and they typically interface with clients who find your business of their own accord and reach out to get more information.
An outside sales representative is proactive about reaching out to prospective leads. This person actively seeks new clients by visiting them personally, calling them, or networking. The outside sales representative spends a lot of time “in the field,” going to conferences and meeting with prospective clients to pitch your company, though this role is becoming increasingly virtual.
Account manager
An account manager takes over once the sales team has identified a new client. This person is tasked with bringing the new client on board and retaining their business. An account manager uses their in-depth knowledge of the product or service to build a relationship with the client and ensure customer satisfaction.
Sometimes, account managers participate in upselling — introducing new or additional products and services to the existing client. Account managers may manage more than one client, depending on how extensive your sales network is. The average national salary for a sales account manager is $77,000 per year.
Think carefully about how you want to structure your sales team; research shows that the right team structure leads to a better customer experience, improved employee satisfaction, and increased productivity.
Entry-level vs. senior sales roles: What’s the difference?
While salespeople at all levels are concerned with lead development, nurturing, and sales, the day-to-day activities between junior and senior roles look quite different.
Junior salespeople are primarily focused on execution and learning. These team members spend time researching prospects, providing education to prospects and customers, building relationships, and supporting the broader team using established sales techniques and tools like customer relationship management systems. Their work is largely transactional and directed by others.
Senior salespeople operate at a strategic and leadership level. They manage the overall sales process, develop long-term client relationships, and analyze and refine sales strategies. They are also responsible for leading and coaching junior team members. The main difference between the two roles is a shift from doing to directing: Junior sales reps focus on individual deals and tasks, senior reps focus on team performance, strategy, and sustainable business growth.
How to structure a sales team for growth
Think carefully about how you want to structure your sales team; research shows that the right team structure leads to a better customer experience, improved employee satisfaction, and increased productivity.
One way to structure your sales team for growth is to hire people based on your customer journey. For example, a financial services firm navigating complex compliance requirements might benefit from a specialized account team with regulatory expertise, while a small business routinely purchasing software may be better served through a self-service portal or automated onboarding flow.
“Tailor your team structure to fit your customer's buying process,” wrote Korn Ferry, a global organizational consulting firm. “Whether it’s prospecting, nurturing, closing deals, or post-sale support, think about what each stage demands from your team.”
Tips for writing effective sales job descriptions
As with any job description, sales jobs should be written with clear, compelling, jargon-free language. Detail the role’s responsibilities, a few necessary qualifications or experiences, and the benefits and compensation.
For sales jobs, you may also want to include sales targets to help candidates better understand the role’s expectations and how their success will be evaluated. For instance, a line like, “Show an increase in client portfolio size and retention rates, reflecting the ability to maintain and nurture long-term client relationships,” lets potential applicants know that this role isn’t just about pure growth.
Sales compensation schemes can also be unique. Be transparent about what you can offer upfront to avoid getting candidates who aren’t the right fit. “Transparency around salary and commission helps attract serious candidates and reduces turnover. If you know exactly what your budget has to offer, tell applicants what’s on the table and indicate whether you’re open to negotiation,” wrote Monster.
Finally, you’re hiring for sales, so make sure you sell your company. Include a compelling description of your business, your culture, and the opportunities someone stands to gain if they join your team.
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