Sales Manager - Build and Lead a High-Performance B2B Sales Team

Stimulus Technologies•Henderson, NV

4d•$100,000 - $150,000•Hybrid

About The Position

Stimulus Technologies is ready to scale. We are not looking for someone to “manage what exists.” We are hiring a builder to design and lead the new-logo acquisition engine for our Managed Services division. If you have built a sales team from scratch, created process where there was none, hired and developed strong SDRs and AEs, and managed by numbers—not personality—this role was designed for you. If you are looking to inherit a polished, mature team, this is not that role. The Opportunity We have strong operational delivery, recurring revenue, and executive commitment. What we need now is a disciplined, metric-driven sales organization that produces predictable net-new MRR growth. You will: Design the MSP sales strategy (ICP, targeting, positioning, offer) Build the playbooks (prospecting, discovery, proposal, close, handoff) Hire SDRs first, then AEs Install dashboards and KPI management systems Coach relentlessly and systematically Create a culture of accountability and performance Scale the team once ROI is proven This is a leadership-first role. During the build phase, you are not expected to carry a personal quota. You are expected to build the machine. What We Care About We care about: Pipeline coverage Conversion rates Time to ramp Coaching effectiveness Predictable new-logo MRR growth We do not care about: “I was the top rep five years ago” Sales contest trophies Motivational slogans without structure 3–6 Month Outcomes If you are the right person, within your first 6–9 months we will see: A documented and operational sales system SDR(s) consistently generating qualified meetings First AE hired and ramping Clear funnel metrics and forecasting discipline A team that knows exactly what good looks like

Requirements

5+ years leading B2B sales teams (MSP, IT services, SaaS, telecom, or recurring revenue models strongly preferred)
Built or rebuilt a sales team—not just inherited one
Hire carefully and coach consistently
Manage through metrics, not emotion
Understand SDR→AE development pathways
Design comp plans without creating long-term liabilities
Comfortable holding high standards
Likely were a solid rep earlier in your career—but you chose leadership because you enjoy building people and systems more than chasing your own quota