VP, SMB New Business Sales

What You'll Do Most sales leaders spend their careers fixing a broken funnel. This one starts somewhere better. You're stepping into a solid new business organization with a partner ecosystem, that feeds it a steady stream of warm, qualified opportunity. Win rates are solid. Deal size is healthy. What's missing isn't demand. It's discipline. Territories only went in a year ago. The muscle for outbound has never been built. That's not a red flag — it's the opportunity. You won't inherit someone else's playbook. You'll write it. What Your Responsibilities Will Be Lead a ~200-person U.S. Mid-Market and SMB new business organization and install the operating discipline of a true outbound engine: structured discovery, forecast rigor, territory management, a leadership team that builds pipeline instead of waiting for it. This is hands-on and front-line. You'll shape both the strategy and the people who execute it, with direct visibility to the CSO and CEO along the way. What You'll Own New business bookings for the U.S. Mid-Market and SMB segment — pipeline generation, sales velocity, forecast accuracy, all of it. The operating foundation — documented discovery, structured 1:1s, forecast calls, territory management across 5 directors and 23 managers. The leadership bench — coaching and developing your directors and managers, and raising the bar for what a hunter-led team looks like. The teaching — modeling prospecting behavior personally, leading from the front. The go-to-market reset — partnering directly with the CSO on strategy and org design as the business evolves. Executive visibility — representing the business in monthly and quarterly reviews. What You'll Need to be Successful 15+ years of progressive sales leadership, including large (150–250+ person), geographically distributed teams. Personal experience building an outbound motion from the ground up — not inheriting one already in place. Demonstrated accountability for a meaningful new business revenue target, with deep experience leading high-velocity sales motions, transactional deal sizes, and land-and-expand strategies that drive durable growth. A track record of making tough, fast people calls to upgrade a leadership team. A hands-on operating style — comfortable coaching live deals and modeling prospecting personally, not just reviewing dashboards. B2B SaaS or FinTech background. Strong Differentiators HCM or other partner-dependent SaaS background — companies with a strong channel/partner motion. Experience scaling an organization through a specific growth inflection (20 to 200, or 50 to 100) start to finish. Familiarity with Salesforce.com and modern sales engagement tooling. Avalara is an AI-first Company AI is embedded in our workflows, decision-making, and products. Success here requires embracing AI as an essential capability. You’ll bring experience using AI and AI-related technologies, ready to thrive here. You’ll apply AI every day to business challenges - improving efficiency, contributing solutions, and driving results for your team, our company, and our customers. You’ll grow with AI by staying curious about new trends and best practices, and by sharing what you learn so others can benefit too. How We'll Take Care of You Total Rewards In addition to a great compensation package, paid time off, and paid parental leave, many Avalara employees are eligible for bonuses. Health & Wellness Benefits vary by location but generally include private medical, life, and disability insurance. Inclusive culture and diversity Avalara strongly supports diversity, equity, and inclusion, and is committed to integrating them into our business practices and our organizational culture. We also have a total of 8 employee-run resource groups, each with senior leadership and exec sponsorship. What You Need To Know About Avalara We’re defining the relationship between tax and tech. We’ve already built an industry-leading cloud compliance platform, processing over 54 billion customer API calls and over 6.6 million tax returns a year. Our growth is real - we're a billion dollar business - and we’re not slowing down until we’ve achieved our mission - to be part of every transaction in the world. We’re bright, innovative, and disruptive, like the orange we love to wear. It captures our quirky spirit and optimistic mindset. It shows off the culture we’ve designed, that empowers our people to win. We’ve been different from day one. Join us, and your career will be too. We’re An Equal Opportunity Employer Supporting diversity and inclusion is a cornerstone of our company — we don’t want people to fit into our culture, but to enrich it. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US Veteran status, or any other factor protected by law. If you require any reasonable adjustments during the recruitment process, please let us know.

Lead a ~200-person U.S. Mid-Market and SMB new business organization and install the operating discipline of a true outbound engine: structured discovery, forecast rigor, territory management, a leadership team that builds pipeline instead of waiting for it. This is hands-on and front-line. You'll shape both the strategy and the people who execute it, with direct visibility to the CSO and CEO along the way. What You'll Own New business bookings for the U.S. Mid-Market and SMB segment — pipeline generation, sales velocity, forecast accuracy, all of it. The operating foundation — documented discovery, structured 1:1s, forecast calls, territory management across 5 directors and 23 managers. The leadership bench — coaching and developing your directors and managers, and raising the bar for what a hunter-led team looks like. The teaching — modeling prospecting behavior personally, leading from the front. The go-to-market reset — partnering directly with the CSO on strategy and org design as the business evolves. Executive visibility — representing the business in monthly and quarterly reviews.

15+ years of progressive sales leadership, including large (150–250+ person), geographically distributed teams. Personal experience building an outbound motion from the ground up — not inheriting one already in place. Demonstrated accountability for a meaningful new business revenue target, with deep experience leading high-velocity sales motions, transactional deal sizes, and land-and-expand strategies that drive durable growth. A track record of making tough, fast people calls to upgrade a leadership team. A hands-on operating style — comfortable coaching live deals and modeling prospecting personally, not just reviewing dashboards. B2B SaaS or FinTech background. Strong Differentiators HCM or other partner-dependent SaaS background — companies with a strong channel/partner motion. Experience scaling an organization through a specific growth inflection (20 to 200, or 50 to 100) start to finish. Familiarity with Salesforce.com and modern sales engagement tooling.