Manager (Sales)

JOB TITLE: Manager (Sales) REPORTS TO: Specialty General Manager
DEPARTMENT: Specialty Specific FLSA STATUS: Full-Time; Exempt
SUMMARY
The Manager will lead a team of recruiting professionals within their assigned profit center to achieve bookings, revenue, and margin objectives. This role involves executing sales and recruitment strategies, driving team performance, and fostering a culture of accountability and high achievement. The manager will provide ongoing coaching and development to ensure the team meets KPIs related to production growth, candidate placements, and client satisfaction. In partnership with key internal stakeholders, the Manager will maintain strong relationships internally as well as with clients and candidates/providers to support business development efforts. Success in this role requires a results-driven, adaptable leader with expertise in both sales and recruitment, who thrives in a fast-paced, target-oriented environment. Strong communication, problem-solving, and team-building skills are essential, along with proficiency in using CRM and recruitment platforms to manage the team’s operations.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Coach and mentor team members by observing and providing feedback to foster development and success of individuals and region
Partner with team members to discuss career interests and development needs.
Strategize with GM to evaluate projections in terms of days filled, specialty and average daily margin rate to implement action plans that address fluctuating performance to ensure individuals are hitting KPIs and Ramp expectations and team is meeting or exceeding budget goals
Work with GM by liaising with marketing team to optimize lead generation and other marketing activities for Recruiting team
Along with GM, work with Sales and Recruiting team to align sales strategy and delivery to ensure timely submittals to new jobs
Conduct weekly/monthly/quarterly individual meetings with team members to assess production results and consultative sales approach to project performance and discuss team member obstacles
Interview internal and external candidates for hiring using a blend of competency and performance talent assessment approach to make successful hiring decisions
Evaluate daily and weekly team member production according to recruiting best practices to coach and implement action plans using the performance improvement plan process
Manage escalated customer and provider situations on behalf of team members (e.g., contract clarification and disputes) to preserve loyalty and market share.