Account Executive

We’re seeking an Account Executive who excels at consultative selling and confident, efficient deal execution. In this full-cycle role, you’ll own every stage of the sales process—from discovery to demo to close—for Spark Hire’s assessment solution (Spark Hire Meet) and our Applicant Tracking System (Spark Hire Recruit).

You’ll balance both volume and depth: managing a steady cadence of demos while guiding Talent Acquisition and HR leaders through a crowded and competitive HR tech market. Using a structured methodology like SPICED (Situation, Pain, Impact, Critical Event, Decision), you’ll uncover real business challenges, connect them to measurable value, and act as a trusted advisor throughout the buying process.

This is a quota-carrying role with a strong focus on generating new ARR, and success will come from combining strategic qualification, crisp execution, and a customer-centric mindset.

This is a remote role, with a strong preference for the Eastern time zone.

$70k-$75k base salary with significant variable compensation.

Responsibilities:

Sales Execution

• Own the entire sales cycle from discovery through close, maintaining clear control and alignment with the buyer’s decision process.
• Run high-impact, insight-driven demos that translate Spark Hire’s capabilities into tangible business value for Talent Acquisition and HR leaders.
• Apply structured qualification and deal management disciplines to ensure pipeline accuracy, forecast predictability, and consistent momentum toward close.
• Maintain disciplined follow-up and multi-threading within accounts to keep opportunities advancing and mitigate deal risk.
• Balance urgency with empathy — progressing deals efficiently while keeping every interaction consultative and customer-centered.

Pipeline Generation

• Proactively generate ~30% of your own pipeline through targeted, strategic outreach, focusing on ICP accounts most likely to benefit from Spark Hire’s solutions.
• Leverage marketing-driven demand (~70%) effectively by executing prompt, tailored follow-up that connects each lead’s context to clear value.
• Use social and peer-driven channels (especially LinkedIn) to build personal credibility and expand awareness within our ICP.
• Treat pipeline generation as an ongoing discipline — balancing short-term activity with long-term relationship building to ensure consistent coverage and opportunity flow.

Advisory-Based Selling

• Lead each sales cycle using a structured, customer-centric framework inspired by the SPICED methodology — focusing on Situation, Pain, Impact, Critical Event, and Decision.
• Guide prospects through clear discovery to uncover the real business problem, then help them quantify the cost of inaction.
• Differentiate Spark Hire by connecting product capabilities to measurable business outcomes, not features.
• Serve as a trusted advisor to Talent Acquisition and HR leaders, simplifying complexity and helping them make confident, forward-moving decisions in a crowded market.

Product Mastery & Continuous Learning

• Commit to deep product fluency across both Spark Hire Meet and Spark Hire Recruit, understanding not just how features work, but why they matter to customers’ hiring outcomes.
• Participate in ongoing product training sessions to stay current on new releases, integrations, and use cases — ensuring your demos and recommendations reflect the latest platform capabilities.
• Collaborate with Product, Marketing, and Customer Experience teams to translate technical updates into clear, outcome-oriented messaging for prospects.
• Regularly review customer feedback and success stories to reinforce how Spark Hire solutions solve real-world hiring challenges.
• Treat product knowledge as a competitive advantage — using your expertise to confidently handle objections, tailor demos, and build trust as a true hiring technology advisor.

Performance & Growth

• Consistently achieve or exceed ARR quota (new logo) by balancing disciplined process execution with creative deal strategy.
• Track and optimize key metrics such as demo-to-close conversion rate, average deal size, and sales cycle length to drive continuous improvement.
• Embrace a mindset of measurable growth — using data from CRM, RevOps, and peer benchmarks to identify areas for refinement and scale.
• Collaborate with Customer Experience and Marketing teams to ensure smooth handoffs, strong onboarding experiences, and future expansion opportunities.
• Invest in personal development by seeking coaching, participating in enablement sessions, and sharing insights that raise the performance bar for the broader sales team.
• Celebrate wins, analyze losses, and continually evolve your approach to stay sharp in a fast-moving, competitive HR Tech market.

Requirements:

• 2-4 years of SaaS closing experience, ideally with upper SMB / lower mid-market accounts.
• Proven track record of consistently achieving or exceeding targets.
• Experience running full-cycle deals without the support of a solutions engineer.
• Familiarity with structured sales methodologies (SPICED, MEDDIC, or similar).
• Demonstrated ability to generate ~30% of pipeline through outbound or self-sourced activity.
• Experience and comfort with software tools managing workflows and communications (examples; CRM, outreach management, etc.)