Director of Sales (Design Gallery)

The ideal candidate is a proven sales leader with strong business acumen, a passion for coaching and developing high-performing teams, and a successful track record of managing and scaling sales organizations. This role will directly oversee: A sales team of four (4)The Interior Design vertical (currently one team member, with an additional hire in progress)A design team of three (3)As the organization continues to grow, this individual will be responsible for expanding and evolving the Sales organization, fostering collaboration across departments, and cultivating a positive, performance-driven culture. Expectations/Responsibilities:

100% emphasis on training, coaching, and leading the Sales Team, and will work cross-functionally with other employees/departments to deliver profitable revenue growth: Grow the sales department revenue and profits. Lead recruiting, hiring, onboarding, training, and overall skill development of sales personnel. Improve and implement a sales training program, with best practices and sales coaching. A significant part of the role involves cross-functional collaboration and managing team dynamics, including output, culture, and personalities across departmentsSales Team Leadership and a heavy focus on new sales: Lead and develop your team as a core contributor to growth.

While the company receives a steady flow of inbound leads, there will be a strong emphasis on generating net new business through proactive outbound efforts. They will prospect and hunt for new opportunities using a variety of strategies including leveraging referrals and industry relationships, LinkedIn, warm/cold emails & phone calls, in-person visits and attending industry events, consistent networking and relationship building, etc. )Monthly Accountability Meetings (15 min each): Review monthly and annual sales goals vs. actuals with leadership. Assess future pipeline: new and pending design retainers. Track and analyze key metrics:

in-showroom appointments, conversion to in-home appointments, and retainer close rates across the team. Weekly Ride-Alongs: Conduct one in-showroom and one in-home design retainer appointment per salesperson weekly. Facilitate coaching discussions on market trends, client pain points, buying personalities (Artist, Driver, Manager, Engineer), meeting flow, discovery questions, and success stories. Guide salespeople in aligning project scope and investment recommendations with client needs and practicality. Strategy & Pricing Review: Participate in debrief meetings where salespeople transfer design/info to the Design Team. Ensure pre-meeting uploads (before photos, consultation summary, signed retainer) are completed on time.

Review completed designs and initial pricing for accuracy and profitability (45%+ margin). Weekly Salesperson Roundtables (Tuesdays, 9 AM, 20 min max): Lead mandatory team sessions to share one “Win” (e. g. , successful selling technique or closed deal) and one “Loss” (e. g. , budgeting or permitting lesson) per salesperson. Foster peer-to-peer learning to reduce repetitive coaching and improve design team collaboration. Team Leadership & Development: Coach underperformers to hit individual goals and ensure 100% compliance with mandatory activities (ROAR meetings, gift baskets, plan reviews, daily HubSpot updates). Maintain a fun, engaged team culture while driving accountability. Ideal Candidate RequirementsSales Team Leadership:

Proven track record of effectively leading and motivating a sales team to achieve targets. Strategic planning: Creating comprehensive sales plans with clear goals, strategies, and tactics to maximize \revenue generation. Communication Skills: Excellent verbal and written communication with the sales team, customers, and senior management. Market Knowledge: Thorough understanding of market trends, competitor landscape, and customer needs. Relationship Building: Ability to build strong relationships with clients, partners, and internal stakeholders. Data Analysis: Utilizing sales data to make informed decisions and track performance. Coaching and Development: Coaching and mentoring sales team members to improve their performance. Candidate Attributes: Servant Leadership:

Leads by example, prioritizing the growth and well-being of the team while fostering a collaborative and empowering environment. Growth Mindset: Open to learning, adapting, and evolving in a dynamic business environment. Encourages innovation and continuous improvement. Technology Acumen: Comfortable with systems and tools; able to make minor contract edits and navigate platforms with ease. Coaching-Oriented: Enjoys developing people and helping them achieve their potential through constructive feedback and mentorship. Strategic Thinker: Maintains a big-picture perspective while implementing efficient, scalable processes for long-term success. Professional & Accountable:

Treats others with respect, handles pressure gracefully, follows through on commitments, and takes ownership of actions. Highly Relational: Naturally builds and sustains long-term relationships, particularly with key decision-makers in strategic accounts. Non-Negotiable RequirementsThe candidate must hold a bachelor’s degree or possess equivalent professional experience with demonstrated skills. The candidate must have a minimum of 4 years of proven experience as a Sales Leader, with a track record of building and leading successful sales teams.

The candidate must have demonstrated business development or sales experience as an individual contributor, closing deals at the high end of the market within industries such as design, construction, remodeling, or similar. The candidate must be willing and able to work on-site, Monday through Friday. The candidate must pass a pre-employment background check, with employment contingent upon satisfactory results. The candidate must: Confirm they are legally authorized to work in the United States. Confirm whether they will require sponsorship now or in the future for employment visa status. Training and onboarding:

The candidate will spend the first 30-60-90 days learning company policies and working closely with the Fractional Sales Partner and Principal during their onboarding based on the individual’s experience. Month 1: Learn company overview and will have a full orientation of processes, ideal clients, etc. Meet and learn how each team member/department supports servicesLearn sales processes, products, CRM, and internal toolsJoin and actively engage in relevant networking groups and industry associations to uncover new opportunities, begin building sales strategies, make calls, and document activities in the CRM. Months 2–3:

Close collaboration with internal teams will continue, allowing the candidate to deepen their understanding of each department’s function to identify trends, challenges, and opportunities for improvementOngoing review of communication flow with direct reports and team departmentsThey will observe and learn about the day-to-day functions of the businessFully managing and coaching the teamCompensation & BenefitsBase = $125kVariable Compensation: 50/50 base and variable split, with quarterly commissions based on individual sales performanceSliding Scale Commission StructureTeam Performance MultiplierProjected First Year Earnings = $250k (based on achieving target performance)Benefits: Medical/Dental/Vision/Prescription Drug:

eligibility begins 90 days after your date of hireAflac Insurance401(k) with employer match at 100% up to 3%,Employee contributes: 4%, KBF matches 3. 5%Employee contributes: 5%, KBF 4%Vacation: 3 weeks/yearAfter 5 years of employment, 4 weeks/year2 sick days or personal days/year