About the Role

We are seeking an experienced PEO sales professional to drive new business through a combination of channel partner development and direct hunting. This is a true new-logo sales role. Approximately 50% of the role is focused on developing referral and channel partner relationships, while the other 50% is focused on directly prospecting, developing, and closing new business. The ideal candidate has a proven record of success selling PEO, HCM, payroll, HR, benefits, or workforce solutions to business owners and C-suite decision makers. We are particularly interested in experienced PEO sales professionals who have built strong professional networks, developed referral relationships, consistently achieved sales goals, and can demonstrate a history of winning new business. Important: This is NOT an Account Management Role There is no existing book of business and no primary account-management responsibility.

You will be expected to: • Build new relationships • Develop referral partners • Generate opportunities • Hunt for new logos • Conduct executive-level discovery • Present solutions • Negotiate • Close new business • Build and maintain a productive channel network

What Youll Do Channel Partner Development – Approximately 50% • Develop and maintain relationships with brokers, referral sources, centers of influence, professional networks, and other strategic partners. • Identify high-value referral partners capable of generating qualified PEO/HCM opportunities. • Build mutually beneficial relationships that create a consistent flow of new business opportunities. • Educate channel partners on the companys PEO, HCM, payroll, benefits, HR, and compliance solutions. • Develop partner-specific strategies to generate referrals and new-logo opportunities. • Conduct regular partner outreach, meetings, networking, follow-up, and relationship development. • Leverage professional networks and industry relationships to create qualified introductions. • Strengthen relationships with business owners, executives, brokers, advisors, and other centers of influence.

Direct New Business Development – Approximately 50% • Prospect directly for new business within assigned markets and territories. • Identify, qualify, and develop new-logo opportunities. • Conduct discovery meetings with business owners, Presidents, CEOs, CFOs, HR leaders, and other C-suite stakeholders. • Understand business challenges related to payroll, HR, employee benefits, compliance, workforce management, and related services. • Present consultative PEO/HCM solutions based on the prospects business needs. • Develop proposals and business cases that clearly communicate value. • Negotiate pricing, scope, and service terms. • Own the sales process from prospecting through close. • Consistently achieve assigned sales quotas and new-business objectives. • Maintain accurate pipeline activity and forecasts in CRM.

What We are Looking For Required / Must-Have Qualifications PEO Sales Experience • Demonstrated professional experience selling PEO solutions. • Strong understanding of the PEO sales process and competitive landscape. • Experience selling to small and mid-sized businesses is highly relevant.

New Business / Hunting • Proven experience acquiring new logos. • Comfortable with proactive prospecting and creating opportunities rather than relying on inbound leads. • Demonstrated ability to manage a sales cycle from initial prospecting through close. • This position does not provide an existing book of business. Channel / Referral Development • Demonstrated experience developing referral sources, channel partners, brokers, centers of influence, or strategic business relationships. • Ability to build a network that consistently produces qualified opportunities.

Proven Sales Performance Candidates should be able to demonstrate a history of sales success, such as: • Consistent quota attainment • 100%+ quota achievement • Presidents Club • Chairmans Club • Top-performer recognition • Sales awards • New-business production • Other measurable sales accomplishments

Professional Network • Established professional network within the candidates market or industry. • Strong relationship-building capabilities. • A substantial professional network is highly valued; a strong LinkedIn network is a positive indicator but is not the sole measure of networking ability.

Executive Presence • Comfortable engaging with CEOs, Presidents, CFOs, HR executives, and other senior decision makers. • Strong sales EQ and interpersonal awareness. • Ability to influence C-suite stakeholders. • Strong consultative selling and discovery skills. • Professional, credible, and confident presentation style. Career Stability • Demonstrated stable employment history. • Consistent progression and performance are strongly preferred. • Frequent job changes without clear progression or business rationale are not preferred.

 

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