Regional Sales Manager

Who you are

• Coach First; diagnose before prescribing; reps leave 1:1s with clarity on what to do differently and the confidence they can do it
• AI-Native; you use AI tools in your own management workflow every week. You can't credibly require your reps to use what you don't use yourself
• Data-Driven; you read AI and CRM outputs as coaching inputs, not reporting outputs
• Accountable; you own the team's number without excuses and fix bad process instead of citing it
• Tempo-Setting; you know where you are vs. quota every day of the quarter. Never surprised by a bad month
• Hungry; you want your team to win more than you want to avoid conflict. Hard conversations happen early, not late
• Not ticking every box? No problem! We value diverse backgrounds and unique skill sets, and we encourage individuals from all walks of life to apply. If your experience looks a little different from what we've described, but you're passionate about what we do and are a quick learner, we'd love to hear from you!

What the job involves

• You'll lead 10 Account Executives focused on our core products, owning their development, discipline, pipeline health, and quota attainment
• This is a coaching-first role powered by AI
• You arrive at every 1:1 with a diagnosis, not a blank agenda, and hold the team to the same standard of AI adoption in every workflow
• You are managing a team whose foundation is human reps doing the work, although transforming that work to be powered by AI and superhuman intelligence
• You are expected to be a genuine power user of both and be leading by example as an AI thought leader in sales discipline
• Coach First, Manager Second
• Run 1:1s as coaching conversations using call intelligence and MEDDPICC completeness data. No blank agendas
• Use the Coaching Agent to identify behavioral patterns in discovery, qualification, and objection handling that are driving losses. Coach to the pattern, not the deal. Enforce what is supporting the wins
• Prescribe targeted practice: AI simulations for skill gaps, game tape review for positioning, MEDDPICC role-plays for qualification gaps. Every session ends with a specific action
• Track rep development across Developing / Proficient / Expert tiers. Invest disproportionately in middle performers. Develop at least one rep/year into a promotion-ready candidate
• Set the Tempo; Every Week, Every Quarter
• Own the weekly MOM planning cadence. Every Monday begins with clarity on the number, the gap, and the plan
• Run pipeline reviews that inspect MEDDPICC completeness, velocity, and honest close probability, not rep-stated probability. Do not let your reps be the ones hallucinating in the Forecast call
• Hold the outbound standard. Every rep on this team is a hunter, not an order-taker
• Forecast With Conviction
• Deliver a weekly commit from genuine deal-by-deal analysis not a rollup of CRM updates
• Call risk early with a mitigation plan. Your VP hears about slipping deals from you, not from end-of-month data
• Use AI forecasting signals to cross-check your judgment, eventually this should become the habit without questions. When data diverges from the gut, investigate before dismissing
• Direct the Human-AI Team
• Ensure every rep uses the Enablement Agent before major calls as a competitive advantage, not a checkbox
• Use the Pre-Sales Agent's MEDDPICC gap analysis as the agenda for deal reviews. Engage Coaching Agent outputs weekly in every 1:1
• Flag low-quality agent outputs to the AI Ops Lead with specifics. You are a quality signal for the system, not just a user of it
• Make MEDDPICC Non-Negotiable
• Run deal reviews by interrogating MEDDPICC elements. No Economic Buyer accessed = deal doesn't move
• Know completeness rate by rep and by stage at all times. Own it as a leading coaching KPI. Assign Hyper-bound simulations as the first response to qualification gaps
• Build the Attainment Distribution
• Accountable for distribution improvement YoY not just aggregate quota. Two over-performers and six under-performers is a development crisis
• Know the skill gap vs. will gap for every rep. Run quarterly development reviews focused on capability growth, not quota
• Lighthouse's revenue organization spans 150+ sales professionals across 24 countries
• RSMs are the cultural architects of that team — translating strategy into daily behavior, making ambitious targets feel achievable, and building the next generation of Lighthouse leaders
• You'll work closely with VP-level sales leadership, Enablement, RevOps, and the AI Operations team
• Your voice shapes how the agent infrastructure evolves, how MEDDPICC enforcement improves, and how capability compounds year over year

Benefits

• Vision & dental Insurance
• Work from home opportunities
• Health insurance