Founding West Coast Sales Manager, Orbital

• Proven experience managing a team of Enterprise B2B SaaS AEs (3+ years in a management role)
• Track record of building or significantly scaling a sales team, ideally from a founding or greenfield position
• Consistent record of meeting or exceeding team quota
• Strong coaching skills: able to diagnose skill gaps and deliver practical, actionable feedback
• Experience with structured hiring processes and a demonstrable track record of making strong hires
• Proficiency with CRM tools (HubSpot preferred) and pipeline management
• Comfort operating in a high-growth, scaling environment where process is still being built
• Based in or willing to relocate to Los Angeles for a 3-day-a-week in-office culture
• Demonstrated ability to learn and credibly articulate complex or technical subject matter. Our AEs sell into the legal and real estate market, and managers need to understand the domain well enough to coach effectively on deal strategy, objection handling, and positioning
• 💡 At Orbital, we’re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you

Desirable

• We are looking for a Los Angeles-based Founding West Coast Sales Manager to build and lead our Account Executive team. This is a role for someone who thrives on building from scratch: hiring the right people, establishing a strong sales culture, and raising the bar on execution from the ground up
• This is not a role where you inherit a playbook. You'll help write it
• This role reports directly to our Sales Director, working closely with RevOps, Sales Enablement, and Marketing, as well as our NYC Sales Manager as we scale our US presence
• This is a critical founding hire. This person will be central to establishing Orbital's West Coast presence and shaping how we sell as we scale post-Series B
• Hiring and Team Building (Primary focus, especially in the first 6 months)
• Lead the hiring of Orbital's West Coast Account Executives, from sourcing through offer
• Own the AE interview process: structured assessments, scorecards, and unbiased debriefs
• Partner with Talent to build a rigorous, repeatable hiring process that sets a high bar and leads to strong outcomes
• Contribute to onboarding design for new LA AEs in partnership with Sales Enablement
• Build a culture of accountability, high performance, and continuous improvement from day one
• Team Leadership and Coaching
• Directly manage and develop your growing team of Account Executives
• Run structured 1:1s, pipeline reviews, deal reviews, and forecasting cadences
• Diagnose performance gaps and deliver targeted coaching on discovery, demos, objection handling, BAMFAM, and deal progression (including MEDDPICC)
• Improve AE ramp time and first-year quota attainment through hands-on coaching and structured development plans
• Sales Execution and Process
• Own pipeline hygiene and forecasting accuracy for your team (using MEDDPICC)
• Drive consistent execution of our sales process from qualification through close
• Ensure CRM (HubSpot) discipline: deal stages, qualification criteria, and activity standards
• Partner with RevOps on pipeline coverage, deal health metrics, and forecast inputs
• Identify and address choke points in the sales cycle (currently averaging ~42 days)
• Cross-Functional Collaboration
• Work with Sales Enablement on training priorities, skill gaps, and enablement content
• Collaborate with Marketing on ABM campaigns, messaging, and pipeline generation
• Partner with the Legal Solutions team on deal support, pre-sales motions, and complex deal strategy
• Provide field feedback to Product on customer needs, objections, and competitive dynamics
• Coordinate with the NYC Sales Manager to share learnings and maintain consistency in how we sell nationally
• What Success Looks Like
• 30 days: Understand Orbital's product, market, customers, and sales process. Build relationships with the NYC AE team and cross-functional partners. Shadow deal reviews and pipeline calls. Begin partnering with Talent on AE sourcing strategy and hiring criteria
• 60 days: Active involvement in AE hiring: interviewing candidates, refining scorecards, making first hires. Define the onboarding plan for incoming AEs. Establish coaching and pipeline review cadences with early team members
• 90 days: Your first AEs hired and ramping. Full coaching rhythms in place. Pipeline hygiene standards established. Forecast inputs being delivered consistently. Clear plan for the team you're building and the culture you're establishing