Job Description:

These are the questions I ask the Hiring Manager to get a better understanding of the Opportunity, the Culture, and the Solution.

The actual job description follows the Vision of the Opportunity.

1) What is the sizzle around The Company? What does your Solution do for the client?

  • The Company is unlocking the promise of AI for P&C Carriers. By leveraging technology, The Company has proven results showing that we enable our customers to:
    • Win more business through faster broker responsiveness and cycle-time reduction
    • Improve risk selection, consistency, and downstream decisioning
    • Get in front of the retiring workforce problem by automating manual tasks and stabilizing operations without hiring
  • Our solution automates the manual, burdensome process of submission intake/prep with tools that help triage and prioritize using data from brokers/agents and third-party sources. Our core value propositions (we have production proof points on these) are:
    • Faster, More Data-Driven Underwriting Decisions
    • Unlocking Productivity Gains
    • Improved Broker Responsiveness - which is a key factor in upping win rates
    • Change Management and Increased Employee Buy-In - (very rare in insurance technology)

2) Why would a Top Tier salesperson want to work at The Company? What was the deciding factor(s) in why you chose to work at The Company?

  • Loves to work on challenging, enterprise sales with confidence that their company and solution can deliver
  • Opportunity to work in a company that uses AI from a firm with a grounding in data science solutions. We understand we are selling business outcomes; we combine AI, proprietary data models, and human-in-the-loop to deliver high-quality outcomes to our customers. We don’t sell flash - we sell results.

3) What skills are Required, Preferred, and Helpful?

  • Required
    • Can sell a complex software deal (our complexity is not the product; it is that there are a lot of people involved in the buying process, and not often with the same buying criteria or problem they are solving). We’ve looked at people with more of a data background in insurance, and they don’t pass our sales questions. They really need to have sold software.
    • Worked for a small company or startup - candidates need to know how to operate without a large GTM support team and how to sell into a market where they may or may not be known, where the clients may or may not be in a process to buy
    • They follow a sales methodology. We are using MEDDPICC as a methodology, but we can train on the method, provided they are disciplined in using a methodology.
    • Someone who looks at selling as a professional discipline and continuously “sharpens the saw”.

4) What kinds of customers/verticals should the Candidate be selling to to get an interview?

  • LOBs: workers' compensation, commercial auto, GL, and property represent the larger footprint of our solutions. Also covers professional liability
  • Admitted and E&S Carriers, along with Large Wholesale MGAs

5) Why would a Top Tier salesperson want to work for you? Why would they see you as a Mentor?

  • Be part of defining and building the business rather than just a salesperson; will be part of decision-making
  • Has an actual production solution with real, big names as clients to sell into a nascent area of commercial insurance technology
  • The business opportunity to bring AI to insurance in a way that users adopt it, and the business sees valuable outcomes
  • The Company treats its people right. If someone delivers, they will be happily rewarded.

6) How would you describe The Company's culture?

  • We believe in partnership with our clients. We don't overpromise, and we deliver. We watch our client's health closely. We show up. We understand what they need to accomplish so we can be part of that journey.
  • We are building a company together. Everyone will be behind him as he sells.
  • High belief across the business. We know we don't have everything figured out, but we know that we can. The team’s confidence is based on the track record of solving complex problems in cross-functional teams. Low voluntary turnover, which is pretty unheard of in a small tech business.
  • Collaborative - all voices matter.

7) What does your Marketing Department look like?

  • We have a head of Marketing who manages an outside agency and consultants to build our brand awareness and generate MQLs. This setup is relatively new - the agency was hired this spring, and the head of Marketing this summer.
  • We are launching a new automated system for BDR activities (Hubsell) this week!

8) Do you use BDRs/SDRs to help with brand awareness/scheduling appointments?

  • We are leveraging technology as an automated way of targeting our ICP and personas through email and LinkedIn campaigns to create awareness and set meetings for sales.

SVP of Sales

Company provides the trusted data foundation carriers need to modernize underwriting - enabling confident decisions, faster workflows, and scalable growth without disrupting what already works. With more than 50 successful client implementations, we deliver measurable impact across underwriting operations.

The Role

  • This is a roll-up-your-sleeves, builder role focused on improving new logo acquisition (“new lands”), with the opportunity to expand into broader GTM leadership as success is demonstrated.
  • In the first 6-12 months, success will come from installing sales discipline, improving deal progression, and directly impacting pipeline and revenue. This is not a “manage from the sidelines” role - the right leader will be actively involved in deals, coaching, and execution.
  • As the new business motion becomes repeatable, this role will expand to align and lead across Marketing and Account Management, ultimately evolving into broader revenue leadership.

The Opportunity

  • This is an opportunity to shape the revenue engine of a high-potential company at a critical inflection point - bringing structure, discipline, and execution to new business, and growing into broader GTM leadership as the company scales.