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Head of Development

Greentown Labs Houston, Texas, United States

Location

This role requires you to be based in Boston, Houston, New York City, or California. Candidates near our Somerville, MA or Houston, TX sites work a hybrid schedule; candidates in New York or California work remotely with regular travel.

About Greentown Labs

Greentown Labs is a 501(c)(3) nonprofit accelerating climatetech innovation for the planet, people, and prosperity. As the world’s largest climatetech and energy startup incubator, Greentown catalyzes ecosystems to provide entrepreneurs mission‑critical access to labs, equipment, customers, capital, talent, community, and resources for business and leadership growth. Greentown is home to more than 250 startups and has supported more than 675 since its founding in 2011; these startups, with a survival rate of 88 percent, have collectively created more than 16,600 jobs and raised more than 12.5B in funding. We are entering a new phase of growth—strengthening our platform, expanding globally, and building more structured, scalable ways to serve our two core customer bases: startups and corporate partners. For more information, visit

Position Overview

This position reports to the CEO and sits alongside Greentown’s Growth function. We are hiring a Head of Development to own and drive philanthropic and partnership revenue across the organization, carrying a multi‑million‑dollar target and building the pipeline and relationships to sustain and grow it. The role focuses on national major gifts and growth capital, with a secondary focus on enabling structured annual giving and sponsorship at the Boston and Houston sites.

What You’ll Do

Pillar 1 — Major Gifts and Growth Capital (primary focus, ~75%)

• Carry a multi‑million‑dollar annual revenue target and personally lead the cultivation, solicitation, and closing of gifts from $50K to $500K and well beyond.
• Cultivate high‑net‑worth individuals, family offices, climate philanthropists, corporate foundations, strategic partners, and government and foundation funders aligned with Greentown’s mission.
• Build joint research relationships and collaborative grant opportunities with academic institutions through MoUs and research agreements.
• Author sophisticated, data‑driven funding proposals and presentations that translate Greentown’s impact into a compelling case for each funder.
• Develop and structure blended and recoverable capital, including recoverable grants, program‑related investments (PRIs), and donor‑advised funds (DAFs), and articulate the value proposition for a blended‑finance approach to scaling climate innovation.
• Once funding is secured, ensure a seamless handoff for ongoing donor stewardship, compliance, and grant reporting, and partner with the Finance team to build grant budgets and structure recoverable capital.
• Lead funder reporting and the stewardship of government and foundation relationships.
• Represent Greentown externally across climate, energy, philanthropy, and industry, including trade associations, especially in Houston.
• Own and manage a personal portfolio of $2M to $10M and beyond, tracking pipeline movement, conversion, and renewals with discipline and maintaining CRM hygiene and reporting as a discipline.

Pillar 2 — Site Support for Annual Giving and Sponsorship (secondary focus, ~25%)

• Work with Boston and Houston site leadership to shape and execute structured annual giving strategies.
• Build local sponsorship pipelines and support ecosystem funding opportunities at both sites.
• Develop frameworks, playbooks, and tools that let sites mobilize community and corporate support more consistently.
• Connect national fundraising narratives with site‑level stories and relationships, and help sites identify and steward the right local major‑gift prospects.

Who You Are

You move easily between energy and climate, between philanthropic and partnership capital, between mission and business. You are deeply motivated by Greentown’s mission and energized by building relationships and making the ask.

Qualifications

• Proven major‑gifts closer, with experience securing gifts from $100K to $5M and beyond, ideally in climate, energy, science, or innovation‑adjacent organizations.
• Demonstrated climate background and deep commitment to the energy transition, able to articulate that conviction credibly to donors, partners, and skeptics across the political and sectoral spectrum.
• Deep, existing network in climate, energy, philanthropy, corporate innovation, or adjacent sectors, with relationships you are proud to bring to this work and a desire to grow them.
• Strong writer and storyteller who can turn a complex, technical climate story into a funding case that moves a donor, whether in a proposal, a deck, or a conversation.
• Fluency with the nonprofit capital stack and blended finance, including recoverable grants, PRIs, and DAFs.
• Equally credible with a climate philanthropist and an energy or industrial executive, with no purity test.
• Highly relationship‑driven and externally oriented, comfortable making the direct ask and confident driving to close.
• Politically and socially fluent across diverse stakeholders, from founders to philanthropists to industrial executives to civic leaders.
• Entrepreneurial and fast‑moving, comfortable operating as a team of one in close partnership with the CEO while building toward a larger function.

What Success Looks Like

• A strong, activated national pipeline across priority donor segments: major climate philanthropists, family offices, foundations, and corporate partners.
• Early major gifts closed, with clear momentum toward the year‑one revenue target.
• Structured, repeatable annual giving and sponsorship approaches underway with the Boston and Houston sites.
• Greentown established as a compelling platform for climate and energy‑focused philanthropy and partnership capital.
• The groundwork laid for a longer‑term major‑gift pipeline and a future development function.
• Key university and research partnership opportunities identified and beginning to open new collaborative funding pathways.

General Physical Demands

• Reasonable accommodations will be provided upon request to enable candidates to perform the essential functions of the position.
• Regular communication with others in person, via phone, and virtually/electronically.
• Prolonged periods working on a computer.
• Regular movement around the office to interact with colleagues, access files, and attend meetings.
• Lifting and carrying up to 25 lbs.

Additional Considerations

• Travel: Occasional travel may be required to attend off‑site events or conferences.
• Late Hours: Evening work will be necessary for some events.

Work Location and Schedule

We are open on location for this role. Greentown’s two sites are in Somerville, MA and Houston, TX; candidates based near a site work a hybrid schedule, generally on‑site at least three days per week with the option to work remotely two days per week. Candidates based in California or New York, where there is significant fundraising and donor presence, are also considered. Regular travel and occasional evening work will be expected. Our standard business hours are 9:00 a.m. – 5:30 p.m.

Compensation and Benefits

• Competitive salary and benefits package.
• Incentive compensation at year‑end tied to organizational performance and individual performance.
• Opportunity for professional development in a dynamic and growing organization.

Equal Opportunity Statement

Greentown Labs is an Equal Opportunity Employer and we do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, pregnancy, status as a veteran, genetic information, and basis of disability or any other federal, state, or local protected class. Greentown Labs seeks to fully represent our community and constituencies—particularly low‑income communities and communities of color—to amplify those voices and provide opportunities to participate in the direction and leadership of the organization.

Accommodations

In compliance with the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA), Greentown Labs will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. To request an accommodation during the application process, please contact

At‑will Employment

This job description is for informational purposes only and does not constitute a contract of employment for any specific duration. Employment with Greentown Labs is at‑will, meaning that the employment relationship can be terminated by the employee or the Company at any time, for any reason, with or without notice.

Pay Range

180,000 – 205,000 USD per year (Remote).

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Head of Development

Greentown Labs Boston, Massachusetts, United States

About Greentown Labs

Greentown Labs is a 501(c)(3) nonprofit accelerating climatetech innovation for the planet, people, and prosperity. As the world’s largest climatetech and energy startup incubator, Greentown catalyzes ecosystems to provide entrepreneurs mission‑critical access to labs, equipment, customers, capital, talent, community, and resources for business and leadership growth. Greentown is home to more than 250 startups and has supported more than 675 since its founding in 2011; these startups, with a survival rate of 88 percent, have collectively created more than 16,600 jobs and raised more than $12.5 B in funding.

Location This role requires you to be based in Boston, Houston, New York City, or California. Candidates near our Somerville, MA or Houston, TX sites work a hybrid schedule; candidates in New York or California work remotely with regular travel.

Position Overview

This position reports to the CEO and sits alongside Greentown’s Growth function. Greentown Labs is hiring a Head of Development to own and drive philanthropic and partnership revenue across the organization, carrying a multi‑million‑dollar target and building the pipeline and relationships to sustain and grow it. The role focuses on national major gifts and growth capital (approximately 75 %) with a secondary focus on structured annual giving and sponsorship at the Boston and Houston sites (approximately 25 %). To start, this is a team of one in direct partnership with the CEO, with the potential to grow into a larger development function over time.

What you’ll do

Pillar 1 — Major Gifts and Growth Capital (primary focus, ~75%)

• Carry a multi‑million‑dollar annual revenue target and personally lead the cultivation, solicitation, and closing of gifts from $50K to $500K and well beyond.
• Build a high‑net‑worth individual, family office, climate philanthropist, corporate foundation, strategic partner, and government/foundation funder portfolio aligned with Greentown’s mission.
• Form joint research relationships and collaborative grant opportunities with academic institutions through MoUs and research agreements.
• Author sophisticated, data‑driven funding proposals and presentations that translate Greentown’s impact into a compelling case for each funder, in writing and in the room.
• Develop and structure blended and recoverable capital, including recoverable grants, program‑related investments (PRIs), and donor‑advised funds (DAFs), and articulate the value proposition for a blended‑finance approach to scaling climate innovation.
• Ensure a seamless handoff for ongoing donor stewardship, compliance, and grant reporting; partner with Finance to build grant budgets and structure recoverable capital.
• Lead funder reporting and stewardship of government and foundation relationships.
• Represent Greentown externally across climate, energy, philanthropy, and industry, including trade associations, especially in Houston.
• Own and manage a personal portfolio of $2M to $10M and beyond, tracking pipeline movement, conversion, and renewals with discipline, and maintaining CRM hygiene and reporting as a discipline.

Pillar 2 — Site Support for Annual Giving and Sponsorship (secondary focus, ~25%)

• Work with Boston and Houston site leadership to shape and execute structured annual giving strategies.
• Build local sponsorship pipelines and support ecosystem funding opportunities at both sites.
• Develop frameworks, playbooks, and tools that let sites mobilize community and corporate support more consistently.
• Connect national fundraising narratives with site‑level stories and relationships, and help sites identify and steward the right local major‑gift prospects.

Who you are

You move easily between energy and climate, between philanthropic and partnership capital, between mission and business, and you believe the best outcomes come from connecting them. You are deeply motivated by Greentown’s mission and energized by building relationships and making the ask.

Qualifications

• Proven major‑gifts closer with experience securing gifts from $100K to $5M and beyond, ideally in climate, energy, science, or innovation‑adjacent organizations.
• Demonstrated climate background and deep commitment to the energy transition; able to articulate that conviction credibly to donors, partners, and skeptics across the political and sectoral spectrum.
• Existing network in climate, energy, philanthropy, corporate innovation, or adjacent sectors, with relationships you are proud to bring to this work and a desire to grow them.
• Strong writer and storyteller, able to transform a complex, technical climate story into a funding case that moves a donor in proposals, decks, or conversations.
• Fluency with the nonprofit capital stack and blended finance, including recoverable grants, PRIs, and DAFs.
• Credible with both climate philanthropists and energy or industrial executives—no purity test.
• Highly relationship‑driven, externally oriented, comfortable with direct asks and confident driving to close.
• Politically and socially fluent across diverse stakeholders, from founders to philanthropists to industrial executives to civic leaders.
• Entrepreneurial and fast‑moving, comfortable operating as a team of one in close partnership with the CEO while building toward a larger function.

What success looks like

A strong, activated national pipeline across priority donor segments: major climate philanthropists, family offices, foundations, and corporate partners; early major gifts closed, with clear momentum toward the year‑one revenue target; structured, repeatable annual giving and sponsorship approaches underway with the Boston and Houston sites; Greentown established as a compelling platform for climate and energy‑focused philanthropy and partnership capital; groundwork laid for a longer‑term major‑gift pipeline and future development function; key university and research partnership opportunities identified and beginning to open new collaborative funding pathways.

General physical demands

Reasonable accommodations will be provided upon request to enable candidates to perform the essential functions of the position. Regular communication with others in person, by phone, and virtually; prolonged periods working on a computer; regular mobility around the office; lifting and carrying up to 25 lbs.

Additional considerations

Travel: occasional travel may be required to attend off‑site events or conferences; late hours: evening work will be necessary for some events.

Work location and schedule

We are open on location for this role. Greentown’s two sites are in Somerville, MA and Houston, TX; candidates based near a site work a hybrid schedule, generally on‑site at least three days per week with the option to work remotely two days per week. Candidates based in California or New York, where there is significant fundraising and donor presence, will also be considered. Regular travel and occasional evening work will be expected to cultivate and steward donors, partners, and prospects. Our standard business hours are 9:00 a.m. – 5:30 p.m.

Compensation and benefits

Competitive salary and benefits package; dynamic and growing organization committed to making a positive impact on the world; collaborative and supportive environment with opportunities for professional development; employees may be eligible for incentive compensation at year‑end; incentive compensation is tied to organizational and individual performance.

Equal opportunity statement

Greentown Labs is an Equal Opportunity Employer and we do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, pregnancy, status as a veteran, genetic information, or basis of disability or any other federal, state, or local protected class. Greentown Labs seeks to fully represent our community and constituencies—particularly low‑income communities and communities of color—to amplify those voices and provide opportunities to participate in the direction and leadership of the organization. We actively encourage candidates from broad, diverse backgrounds to apply.

Accommodations

In compliance with the Americans with Disabilities Act (ADA) and the Pregnant Workers Fairness Act (PWFA), Greentown Labs will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. To request an accommodation during the application process, please contact

At‑will employment

This job description is for informational purposes only and does not constitute a contract of employment for any specific duration. Employment with Greentown Labs is at‑will, meaning that the employment relationship can be terminated by the employee or the Company at any time, for any reason, with or without notice.

Pay range

The pay range for this role is: 180,000 - 205,000 USD per year (Remote)

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Greentown Labs in Houston/Somerville (remote options available) seeks a Head of Development to own major gifts and growth capital. You will cultivate donors from $50K to $500K and beyond, build lasting relationships with philanthropists, corporate funders, and foundations, and translate climate impact into compelling funding proposals.

This role balances national fundraising with site‑level giving strategies.

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Claims - Litigation IHC - Senior Trial Attorney (Hybrid)

Brentwood, TN, USA •

Mt. Juliet, TN, USA •

Murfreesboro, TN, USA •

Franklin, TN, USA •

Job Description

The Hanover Insurance Group is seeking a Senior Trial Attorney to join our Tennessee-based litigation team. In this role, you will independently manage a complex caseload from inception through resolution, partnering with claims professionals and insured clients to deliver strategic, cost‑effective outcomes and exceptional legal representation.

This is a hybrid position requiring three days per week in a Tennessee office. Candidates must be admitted to practice law in Tennessee, with Georgia bar admission strongly desired but not required. Insurance defense litigation experience is required. Trial experience is preferred; attorneys with strong litigation backgrounds—including motion practice, depositions, hearings, mediations, and other advocacy experience—are encouraged to apply. The ideal candidate will bring exceptional negotiation, communication, and collaboration skills, along with the ability to manage complex matters and drive favorable results.

At The Hanover, our Care Values guide everything we do. We foster a collaborative and inclusive culture where attorneys are empowered to make an impact, build strong partnerships, and grow their careers while delivering outstanding service to our customers.

Position Overview

Independently investigate and manage cases of moderate to high exposure and complexity in civil litigation from the inception of the lawsuit until conclusion through dismissal, settlement, or trial. Work with adjusters and clients to resolve claims as expeditiously and effectively as possible.

In This Role, You Will

• Meet with clients and claims professionals to resolve cases in the most cost effective manner
• Conduct pre-trials, mediations, arbitrations, or other legal activities required
• May independently conduct trials
• Advise claim professionals on the evaluations of legal files
• Provide legal advice to clients and claim professionals as needed
• Negotiate settlements as directed
• Attend round table discussions regarding case status and trial preparedness

What You Need To Apply

• Preferred to have insurance defense trial experience
• Minimum 5+ years litigation experience; trial experience preferred
• Must have a valid driver’s license, an acceptable MVR, and the ability to maintain confidentiality
• Must be admitted to the Tennessee Bar and licensed to practice law in assigned jurisdictions, maintaining active status and good standing
• Able to work in a team environment with other attorneys, adjusters, claims professionals, and support staff
• Computer literacy, including MS Word, Lexis/Westlaw, and daily management of e-mail and calendar
• Strong advocacy skills: solid knowledge and ability to assist, defend or plead for another on moderate and complex cases
• Strong negotiation skills: consistently influence claim outcomes through effective negotiation techniques
• Strong communication skills: ability to translate legal language and ideas into layman's terms
• Strong decision making skills: arrive at determinations in moderate to complex situations after careful consideration of facts and law
• Strong organization skills: categorize and prioritize work to maximize productivity
• Strong investigative skills: proficiency in following up inquiry and examining evidence accurately
• Strong legal research skills: locate cases, codified laws and statutes for discovery and interpretation of law
• Strong courtroom skills: appropriate behavior and decorum; knowledge of rules and regulations governing proceedings
• Willingness to stretch into other areas of law such as employment and professional liability matters
• Commitment to career development: proactive responsibility for career growth and maintaining skill levels
• Strong trial skills: present evidence and arguments to judge or jury for determination of facts
• Knowledge of industry: understanding of policies, practices, trends affecting The Hanover Insurance Group’s business and basic principles of property and casualty insurance
• Agile and adaptive: resilient, shift and remain on course when facing unexpected challenges
• Mentor and teach: willingness to mentor and teach others

Career Development

It’s not just a job, it’s a career, and we are here to support you every step of the way. We want you to be successful and fulfilled. Through on-the-job experiences, personalized coaching and our robust learning and development programs, we encourage you – at every level – to grow and develop.

Benefits

We offer comprehensive benefits to help you be healthy, build financial security, and balance work and home life. At The Hanover, you’ll enjoy what you do and have the support you need to succeed.

• Medical, dental, vision, life, and disability insurance
• 401K with a company match
• PTO
• Cultural Awareness Day in support of IDE
• On-site medical/wellness center (Worcester only)

Equal Opportunity Employer

The Hanover values diversity in the workplace and among our customers. The company provides equal opportunity for employment and promotion to all qualified employees and applicants on the basis of experience, training, education, and ability to do the available work without regard to race, religion, color, age, sex/gender, sexual orientation, national origin, gender identity, disability, marital status, veteran status, genetic information, ancestry or any other status protected by law.

Furthermore, The Hanover Insurance Group is committed to providing an equal opportunity workplace that is free of discrimination and harassment based on national origin, race, color, religion, gender, ancestry, age, sexual orientation, gender identity, disability, marital status, veteran status, genetic information or any other status protected by law.

As an equal opportunity employer, Hanover does not discriminate against qualified individuals with disabilities. Individuals with disabilities who wish to request a reasonable accommodation to participate in the job application or interview process, or to perform essential job functions, should contact us at and include the link of the job posting in which you are interested.

Compensation

The target hiring range for this role may vary based on geographic location and other factors, including merit or performance, demonstrated proficiency, skills for the role, education, travel requirements, and experience. Additional compensation may include an annual bonus (which could take the form of a general bonus, sales incentive, or short-term incentive), long‑term incentive or spot recognition awards. The posted range reflects our ability to hire at different position titles and levels depending on background and experience.

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The Hanover Insurance Group in Tennessee seeks a Senior Trial Attorney to independently manage a complex civil litigation caseload from inception through resolution, partnering with claims professionals and insured clients to deliver strategic, cost‑effective outcomes and exceptional legal representation. This hybrid role requires three days per week in a Tennessee office.

Candidates must be admitted to practice law in Tennessee, with Georgia bar admission strongly desired but not required.

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About SOLFL

SOLFL is a new movement in conscious education dedicated to cultivating intellectual, emotional, and spiritual intelligence. Our first school, SOLFL עץ חיים, a K-12 Miami Torah Earth School, offers a rigorous, mutli-disiplinary curriculum that integrates hands‑on, experiential learning with entrepreneurship, ecology, creative expressions and spiritual practice. Our goal is to get children away from traditional classrooms, desks and screens, into the real world. This is an irl (in real world) school aimed at cultivating the impact entrepreneurs of the future.

About the Role

We are seeking a Head of Humanities to lead, design, and teach a rigorous, multi‑disciplinary program across Grades 6–12 .

The goal of the program is the true integration and application of knowledge – not rote memorization. Humanities will be integrated with environmental solutionism in the Middle School and impact entrepreneurship in the High School.

Core Responsibilities

Program Leadership (ELA & History)

• Design and lead a cohesive ELA and History program (Grades 6–12)

• Establish clear standards for writing, reading, discussion, and historical thinking

• Build a progression from foundational literacy (MS) to advanced reasoning and articulation (HS)

• Ensure alignment with accredited academic standards while maintaining SOLFL’s philosophy

Instruction Across Grades 6–12

• Teach ELA and History to both middle and high school students

• Lead seminars, writing workshops, and discussions that develop depth of thought

• Adapt instruction to different developmental stages without lowering rigor

ELA: Language as a Tool for Thought & Leadership

• Develop students’ ability to read deeply, write clearly, and speak effectively

• Teach writing as a tool for persuasion, clarity, and original thinking

• Guide students in constructing arguments, narratives, and structured ideas

• Emphasize precision, coherence, and intellectual honesty in all expression

History: The Evolution of Ideas & Civilization

• Teach history as the development of human thought, culture, and systems

• Move beyond memorization toward understanding cause, consequence, and worldview

• Use primary sources, speeches, and foundational texts to anchor learning

• Help students connect historical ideas to present‑day systems and future possibilities

Integration with Impact Entrepreneurship

• Support students in articulating their ventures, ideas, and visions with clarity

• Reinforce that no meaningful innovation exists without clear thinking and communication

• Connect historical and cultural understanding to real‑world problem solving

Culture & Intellectual Environment

• Build a classroom culture of rigor, curiosity, and thoughtful discourse

• Facilitate discussions that challenge assumptions and deepen perspective

• Hold a consistently high bar for clarity, depth, and precision

Assessment & Feedback

• Design assessments including essays, presentations, debates, and portfolios

• Provide actionable feedback focused on quality of thinking and expression

• Communicate clearly with families about student growth

Qualifications

• Have deep expertise in ELA and/or History (both strongly preferred)

• Are comfortable teaching across Grades 6–12

• Understand history as the study of ideas, not just events

• Care deeply about clarity, structure, and intellectual rigor

• Can design curriculum, not just deliver it

• Thrive in a non‑traditional, interdisciplinary environment

Who This Role Is Ideal For Someone Who

• Have led a Humanities, ELA, or History program

• Have a strong background in philosophy, political theory, or cultural studies

• Have experience teaching writing as a craft (argument, rhetoric, narrative)

• Are familiar with classical texts and foundational works of thought

• Have worked in project‑based or progressive school environments

Compensation & Benefits

• Competitive salary based on experience

• Small class sizes and meaningful student relationships

• Significant autonomy in shaping ELA & History programs

• Time and support for deep curriculum design

• Opportunity to help build a next‑generation model of education

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A vibrant Middle Eastern restaurant in New York is seeking an experienced General Manager to inspire and lead the team. The role involves managing operations, developing staff, and driving profitability while ensuring guest satisfaction. Ideal candidates will have over 5 years of restaurant management experience, strong leadership qualities, and the ability to thrive in a fast-paced environment. NAYA offers competitive pay, growth opportunities, and a supportive community committed to success.
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Where it began…

In 1951 SF Fire Credit Union first opened its doors from a modest 10′ × 15′ office space in 17 Engine. It was from those humble beginnings—where everyone pitched in to help one another in their community—that the organization forged its way of business forever. Today, the San Francisco-based credit union has grown to $1.7B in assets and a membership that extends from the regional firefighters we trace our roots back to throughout our many neighbors in San Francisco, San Mateo and Marin Counties. Our members benefit from the ideas and principles that have shaped us: Shared trust, continuous innovation of products and services, competitive rates, and excellent member service. These qualities foster a true sense of member-ownership and strengthen the credit union’s bond with the people for whom this credit union was created.

What we stand for…

There are a few things we look for those we hire at SF Fire Credit Union, regardless of role or team.

• First, do they align with our values?
• Be Personal – Walk the Member/Employee Path
• Be a Leader – Empower, Collaborate, Own
• Be Outside the Box – Innovate, Educate, Engage
• Be Real – Integrity and Transparency Matter
• Be the Connection – Serve our Community

Second, will they thrive in a culture like ours, where we default to trust, embrace feedback, and desire to innovate? Finally, do they share our vision to help empower members to accomplish their dreams and build lasting financial security in whatever way is most relevant to their role?

What it feels like…

Most days it feels more like going to work with a big family. Whether it’s a pot luck lunch, baking birthday cakes for colleagues in the kitchen, or after-hours get together, we’re here to do a great job and have a good time while doing it! We value a good sense of humor, are motivated by a higher purpose, and always bring an “in-this-together” attitude. While we’re driven to do great work, we also value real work/life balance.

Is This the Career for You?

SF Fire Credit Union is entering a pivotal period in its evolution. We have established an ambitious vision focused on growth, member experience excellence, digital enablement, operational efficiency, and long‑term organizational sustainability.

To achieve that vision, we are creating a dedicated Strategy & Transformation function responsible for translating strategy into action, aligning investments with enterprise priorities, and ensuring successful delivery of strategic initiatives across the organization.

This role will serve as the organizational bridge between strategic planning and execution.

Vice President, Strategy & Transformation

The Vice President, Strategy & Transformation is responsible for helping define, operationalize, govern, and execute the Credit Union's strategic agenda.

Reporting to the Chief of Staff, this executive will ensure that enterprise initiatives, investments, and resources remain aligned with organizational priorities while driving disciplined execution across the organization.

Responsibilities

The role will oversee:

• Enterprise Strategy
• Strategic Planning
• Corporate Planning
• Business Transformation
• Continuous Improvement
• Enterprise Project Governance
• Project Portfolio Management
• Project Review Board (PRB)
• Project Management Office (PMO)
• IT Project Management Team
• Strategic Initiative Delivery

The successful candidate will lead a small team of strategy and transformation professionals who operate as an internal consulting capability, helping leaders define business cases, prioritize initiatives, solve cross‑functional problems, and drive execution of high‑priority strategic initiatives. The role will also oversee the PMO team and project managers responsible for enterprise project delivery. The future‑state organizational design identified Enterprise Strategy, Corporate Planning, Business Transformation, Continuous Improvement, Technology Strategy, and Performance Management & Analytics as core components of the Strategy & Transformation organization.

This is not a traditional PMO leadership role.

We are seeking a strategy execution leader capable of helping the organization answer three fundamental questions:

1. Where are we going?
2. What initiatives matter most?
3. Are we executing effectively against our priorities?

What You Get To Do

Create a disciplined enterprise‑wide strategy execution framework that ensures:

• Strategic priorities are clearly articulated.
• Investments align to strategy.
• Resources are allocated appropriately.
• Projects deliver measurable business value.
• Governance supports informed executive decision‑making.
• Enterprise change initiatives are executed successfully.

Enterprise Strategy & Corporate Planning

• Partner with the Chief of Staff, CEO, and Executive Management Team to refine and operationalize the Credit Union's strategic plan.
• Translate strategic objectives into measurable initiatives, milestones, and outcomes.
• Develop and maintain enterprise strategic roadmaps.
• Create a clear linkage between strategic goals, project investments, resource allocations, and performance metrics.
• Support annual and multi‑year strategic planning processes.
• Facilitate executive strategy discussions, offsites, and planning sessions.
• Ensure organizational priorities remain aligned with long‑term business objectives.

Strategy Execution & Business Transformation

• Lead enterprise transformation initiatives sponsored by executive leadership.
• Establish a structured methodology for strategic initiative delivery.
• Identify and remove barriers to execution.
• Ensure accountability for strategic outcomes across business functions.
• Help leaders develop implementation plans that drive measurable business value.
• Track realization of anticipated benefits and business outcomes.

Enterprise Project Portfolio Management

• Own the enterprise project and initiative portfolio.
• Establish a single source of truth for enterprise project visibility.
• Create transparency into organizational capacity, resource utilization, dependencies, and delivery risks.
• Develop prioritization frameworks that balance strategic value, member impact, regulatory requirements, operational efficiency, financial return, and organizational capacity.
• Ensure projects are sequenced appropriately based upon strategic importance and resource constraints.

Project Review Board (PRB) Leadership

• Redesign and modernize the Project Review Board (PRB).
• Establish a rigorous enterprise project intake process.
• Implement consistent business‑case requirements.
• Standardize project prioritization criteria.
• Ensure executive leadership has visibility into project impacts, dependencies, risks, and resource demands.
• Facilitate executive discussions regarding project prioritization and investment decisions.
• Ensure all significant initiatives are evaluated consistently against strategic objectives.

PMO Leadership

• Assume leadership of the Project Management Office.
• Lead and develop the PMO team and IT Project Managers.
• Expand PMO capabilities beyond traditional technology implementations.
• Establish enterprise standards for project delivery, governance, reporting, and risk management.
• Improve project management maturity across the organization.
• Introduce consistent project management methodologies and tools.
• Develop executive‑level reporting on project status, risks, dependencies, and outcomes.

Internal Consulting & Strategic Advisory Team

• Lead a small Strategy & Transformation team that operates as an internal consulting function.
• Support executives and business leaders with:
  • Business‑case development
  • Cost‑benefit analysis
  • Process improvement initiatives
  • Organizational design
  • Transformation planning
  • Program management
  • Operational assessments
  • Strategic recommendation development
• Deploy team resources to the organization's highest‑priority initiatives.

Performance Management & Strategic Analytics

• Partner with leaders across the organization to define strategic success measures.
• Develop scorecards and dashboards that track strategic execution.
• Monitor initiative performance and benefit realization.
• Identify emerging risks to strategic objectives.
• Use data and analytics to support executive decision‑making.

Governance & Executive Communications

• Build governance structures that promote accountability and timely decision‑making.
• Create executive reporting frameworks for strategic initiatives.
• Prepare executive and board‑level presentations.
• Facilitate steering committees, governance forums, and executive working sessions.
• Ensure leadership teams maintain focus on the highest‑value priorities.

What We Look For In You

• Bachelor's degree in Business, Finance, Economics, Strategy, Operations, or related field.
• MBA or equivalent advanced degree strongly preferred.
• 10+ years of experience in:
  • Strategy
  • Management Consulting
  • Transformation
  • Corporate Development
  • Enterprise PMO Leadership
  • Strategic Program Management
• Proven experience leading enterprise transformation initiatives.
• Experience designing and implementing governance frameworks.
• Experience building and managing project portfolios.
• Strong executive facilitation and communication skills.
• Experience working directly with executive leadership teams and boards.
• Exceptional analytical and problem‑solving ability.

Preferred Backgrounds

Ideal candidates may come from:

• Management Consulting
• Banking Strategy
• Credit Union Strategy
• Enterprise Transformation Offices
• Corporate Strategy Teams
• PMO Leadership Functions
• Digital Transformation Programs

Experience in financial services is strongly preferred.

Leadership Profile

• A strategist who can execute.
• A transformation leader who can influence without authority.
• A consultant who can drive outcomes.
• A governance leader who can create accountability.
• A portfolio manager who understands business value.
• A problem solver who thrives in ambiguity and change.

What Success Looks Like

• Within the first 12–24 months, the VP, Strategy & Transformation will:
• Establish a clear enterprise strategic planning framework.
• Create a direct linkage between strategy, investments, and execution.
• Modernize and relaunch the Project Review Board.
• Implement disciplined project intake and prioritization processes.
• Consolidate visibility into the full organizational project portfolio.
• Increase executive confidence in project governance and resource allocation.
• Build a high‑performing internal consulting and transformation capability.
• Improve organizational execution against strategic priorities.
• Ensure enterprise initiatives deliver measurable business outcomes.
• Create a culture in which strategy is translated into disciplined execution and sustainable results.

Salary

This compensation range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At SFFCU, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range for the San Francisco Market is an annual salary of $156,600 to $235,000.

Our Benefits

• 401(k) and Employer Match
• Health, Vision, Dental and Life Insurance
• Annual Incentive/Bonus Program
• Tuition Reimbursement Program
• 11 Paid Holidays + Competitive PTO package
• Home & Consumer Loan Program (Discounted Rates)
• Professional development and training programs
• On‑demand personal coaching resource
• Wellness Program (Discounted Gym Membership)

Equal Opportunity Employment

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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Overview

Gould & Ratner LLP is seeking an experienced Estate Planning & Wealth Transfer Partner to join its Tax and Wealth Transfer Practice Group. This attorney will have significant experience advising closely held businesses and high-net worth individuals and families in complex and sophisticated estate planning, wealth transfer, business succession planning, philanthropy and all related income tax matters.

Please note that this role allows a flexible work schedule with a hybrid remote/in-office presence.

Responsibilities

• Portable book of business required.
• Advise high net-worth individuals, families and entrepreneurial businesses on tax efficient ownership structures.
• Plan for succession of management of family-owned businesses and familiarity with multi-generational wealth transfer techniques.
• Form family entities to help with the management and control of family investments.
• Assist an executor through the administration of an estate, including preparation of estate tax returns, post-mortem planning for the surviving family members, and probate administration.
• Serve as a business advisor to clients, guiding them through a full range of financial, business and tax-related matters throughout their life cycle.
• Lead the Wealth Transfer Group and the Firm; capable of stepping into a leadership role and developing into a key member.

Qualifications

• Strong interpersonal and communication skills; capable of interacting with current clients and developing new client relationships.
• Exceptional leadership skills; potential to develop into a key member of the Wealth Transfer Group and the Firm.
• A degree or background in accounting, business or finance is a plus; CPA, CFP and/or LL.M. in taxation is strongly preferred.
• Candidates must be currently licensed in Illinois or licensed in another state with a UBE score that qualifies in Illinois for comity, be eligible to waive in, or be willing to sit for an upcoming IL bar exam.

Benefits

• Comprehensive benefit package and competitive salary.
• Opportunity to step into meaningful client relationships and be a key component of the Firm’s succession plan.
• This is a leadership role with emphasis on professional and business development.
• Low turnover, collegial and collaborative environment.
• Healthcare (medical, vision, dental), life and long-term disability insurance.
• Paid primary and secondary caregiver leave.
• Pre-tax commuter benefits and wellness programs (e.g., in-office gym and massages; 24/7 tele-medicine).
• Hybrid in-office/remote role.

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A progressive educational organization is seeking a Head of Humanities to design and lead a rigorous program for Grades 6–12. This position blends the teaching of ELA and History with entrepreneurship, fostering students' clarity in communication and intellectual rigor. Ideal candidates have a background in philosophy or cultural studies, experience in teaching writing, and thrive in a non-traditional environment. Competitive salary and significant autonomy in curriculum development are offered.
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At NAYA, we’re on an exciting journey - growing fast, sharing authentic, fresh and nutritious Middle Eastern flavors, and building a team that grows right along with us.

We are looking for experienced, passionate General Managers to grow with us!

At NAYA, your development is our priority — we train, mentor, and promote from within because we believe our people are the heart of our success. If you’re a natural leader who loves great food, thrives in a team environment, and is excited to build your future with a brand on the rise, we want to meet you!

If you’re ready to lead with heart, inspire others, and be part of something bigger, NAYA is the place to make it happen.

Reports to

Area Manager

You will love working at NAYA

NAYA offers a comprehensive and people-focused benefits package designed to support you at work and beyond, including:

• Competitive pay and Quarterly bonuses to recognize your impact

• Medical, dental, and vision insurance to keep you healthy and thriving

• Commuter benefits to make life easier

• Employee discounts and free NAYA meals — because we believe in enjoying what we serve

• Growth opportunities at every level — we invest in developing leaders from within

• More on the way!

At NAYA, you’ll find more than a job — you’ll find a community that values you, supports your goals, and celebrates your success.

How You’ll Impact

The General Manager is responsible for inspiring, managing, developing, hiring and training the restaurant staff and management team. The GM is also accountable for meeting stated objectives in sales, costs, employee retention, guest service and satisfaction, food quality, cleanliness and sanitation.

What You’ll Do

• Ensures, and is accountable for, the profitability of the store by growing sales and controlling labor, cost of goods and operating expenses.

• Hires, trains, manages, coaches, counsels, and evaluates all team members in partnership with the Human Resources Business Partner.

• Responsible for creating a culture of development in the restaurant.

• Must be able to develop Shift Leaders into their role as well as develop them to be the future General Managers at NAYA.

• Achieves NAYA’s objectives in sales, service, quality, cleanliness, and restaurant appearance through staff training and creating a positive and productive environment.

• Ensures that all food and beverage items are prepared and served in a timely manner and according to NAYA’s recipes, portioning, cooking, and serving standards.

• Creates and approves the weekly schedule and ensures proper staffing levels per business needs while meeting labor targets and FWW compliance.

• Actively builds and maintains the reputation of NAYA in the community, including monitoring online reviews, taking necessary recovery and recognition activity with the guests and team members.

• Controls inventories of food, equipment, smallware, and report issues as necessary.

• Conducts ordering and monthly inventory.

• Reviews daily time punches for accuracy; addresses time clock abuse (clocking in early or late) via coaching and/or documentation.

• Submits weekly payroll for approval.

• Controls cash and other receipts by adhering to cash handling and reconciliation procedures in accordance with restaurant policies and procedures.

• Utilizes daily, weekly, quarterly, and annual financial reporting tools.

• Ensures all administrative tasks are complete in a timely manner, like weekly payroll, accident and injury reporting etc.

• Supports any marketing initiatives and promotions.

Who You Are

• 5+ years of restaurant management/leadership operations experience

• Strong leadership, analytical and problem-solving skills

• Superior interpersonal skills and ability to earn trust and respect from colleagues and staff

• Exceptional financial acumen

• Thrives in a constantly evolving, fast-paced environment

• Strong written and verbal communication skills

• Ability to utilize traditional software programs such as Gmail, Microsoft Office and any additional systems as needed; Ability to access and accurately input information using a moderately complex computer system

• Able to work nights, weekends and holidays, and variable schedule, per the needs of the business

• Able to lift at least 50 pounds on a regular basis and bend, stoop, stand and perform extensive walking for 8-10 hours a day

We use eVerify to confirm U.S. Employment eligibility.

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Fractional Chief Marketing Officer

Hometown Builders Unlimited
Slinger, Wisconsin

Current Reality

You know how to market a home-service business. You understand lead generation, paid traffic, content, websites, follow-up, and the numbers behind all of it. But you’re tired of being held responsible for results while being kept at arm’s length.

No access to leadership. No clear direction. No authority to make decisions. Not enough support to execute the plan.

You don’t need another client who wants “more leads” but won’t give you the access or influence required to produce them.

You need a company that’s ready to treat marketing like a real business function.

A Better Future

At Hometown Builders Unlimited, you’ll work directly with leadership.

You’ll have a seat at the table, clear business goals, and real influence over the marketing direction of the company.

We’re looking for someone who can bring strategy, leadership, accountability, and fresh ideas into one clear marketing plan.

You won’t be hired to simply post on social media or manage random tasks.

You’ll help build a marketing system that produces qualified opportunities, tracks performance, and supports the long‑term direction of the business.

The Opportunity

We’re hiring a Fractional Chief Marketing Officer to lead our marketing strategy and help us build a steady, measurable flow of qualified leads.

This position requires one day per week in our Slinger, Wisconsin office. The remaining work may be completed remotely.

Marketing Strategy and Leadership

• Build quarterly and annual marketing plans
• Connect marketing priorities to company goals
• Manage the marketing budget
• Review performance and recommend changes
• Report monthly on lead generation and key marketing numbers

Paid Advertising

• Manage Google Ads
• Oversee Meta advertising
• Build audience‑targeting strategies
• Improve campaign conversion rates
• Coordinate retargeting campaigns and lead funnels

Website, SEO, and Conversion

• Oversee website updates
• Improve search rankings
• Keep website content accurate and current
• Improve landing‑page conversion
• Strengthen user experience and site performance

Social Media, Content, and Creative Direction

• Build the company’s social media strategy
• Create content calendars
• Direct photo and video content
• Plan reels, testimonials, project showcases, and educational videos
• Develop seasonal campaigns and promotional ideas
• Keep the brand consistent across every platform

Analytics and Performance

• Track website traffic, conversions, and lead sources
• Measure advertising performanceMonitor engagement and audience growth
• Turn the numbers into clear decisions and next steps

This role is for someone who can think strategically, lead confidently, and stay close enough to execution to make sure the plan gets done.

How Success Is Measured

Your two primary scorecard numbers will be:

1. Qualified leads generated per month
2. Cost per qualified lead

We care about real business results. Traffic, impressions, likes, and engagement may support the strategy, but they aren’t the finish line.

You’d Be a Great Fit If...

• You’ve produced measurable marketing results for home‑service companies
• You know how to connect marketing activity to qualified leads
• You take responsibility for results and don’t hide behind reports
• You communicate clearly and follow through
• You protect the brand and care about the quality of the work
• You can lead vendors, agencies, and internal team members
• You bring ideas, but you also know how to test, measure, and improve them
• You work well with direct access to ownership and leadership
• You can work from our Slinger office one day per week
• You’re always looking for ways to raise the standard

This Role Is Not For You If...

• Your experience is mostly outside the home‑service world
• You focus on vanity metrics instead of qualified opportunities
• You need someone else to organize every priority for you
• You make excuses when campaigns miss the mark
• You struggle to explain marketing performance in plain language
• You prefer random tactics over a documented strategy
• You aren’t available to work from our office one day per week
• You want the title but not the responsibility
• You say yes to everything instead of giving leadership a clear recommendation

Next Steps

Send us a 3–5 minute video introducing yourself.

Use the video to sell us on three things:

1. Your experience marketing home‑service businesses
2. The results you’ve created for other companies
3. How you believe you could help Hometown Builders Unlimited generate more qualified leads at a better cost

Be specific.

Tell us what you worked on, what changed, and what numbers improved.

Send your video to

We’re not looking for a polished sales pitch.

We’re looking for someone who understands the home‑service market, can think like a marketing leader, and knows how to produce measurable results.

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An innovative AI lab in Santa Clara is seeking a senior researcher to drive original research in generative interactive video. The ideal candidate will have deep expertise in machine learning and a proven record in generative modeling. Responsibilities include formulating research agendas and exploring novel architectures. This role offers an exciting opportunity to collaborate closely with engineering teams and contribute to pioneering new interactive media capabilities.
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This leader will be responsible for building and executing a cohesive revenue strategy that spans our high-velocity outbound motions, mid-market and emerging upmarket plays, and our growing account management and expansion engine. Today, approximately 80% of new business is generated via high-volume outbound outreach to SMB and Mid-Market customers, primarily in a phone-based, inside sales environment. As such, the ideal candidate has a proven track record leading large, outbound-centric sales organizations where success is driven by activity, quality of conversations, and disciplined execution.

You will directly manage a team of 6 managers and 55 individual contributors, spanning both full-time employees and offshore BPO team members. Experience partnering with and scaling offshore BPO teams is a strong plus.

A core mandate for this role is to successfully move AtoB up-market while continuing to scale our existing high-velocity engine. This includes hiring and ramping 20+ new Account Executives over the next 6 months, evolving our go-to-market coverage model, and ensuring we have the systems, processes, and culture in place to support sustained growth.

Beyond new business, you will refine and scale our expansion and cross-sell motions and build out a more robust Account Management function focused on multi-product adoption, customer outcomes, and long-term retention.

This is a highly strategic, hands‑on role for a strong systems thinker who understands how people, process, and technology intersect to create predictable, efficient revenue. Experience in or close partnership with Revenue Operations is a significant plus.

1. Own the Revenue Engine: Acquisition, Activation, Expansion, Retention

• Develop and own the integrated revenue strategy across new logo acquisition, activation of new customers, expansion / cross-sell, and retention.

• Set clear goals, metrics, and leading indicators for each pillar of the revenue funnel (e.g., outreach activity, conversion rates, activation milestones, expansion revenue, NRR/GRR).

• Build and maintain a disciplined forecasting and pipeline management process that drives predictability and accountability.

2. Lead High‑Velocity Outbound Sales to SMB

• Scale and optimize our phone‑based, outbound sales engine that currently drives the majority of new business.

• Ensure teams are executing with excellence on call quality, talk time, sequences, objection handling, and deal progression.

• Implement and refine playbooks, scripts, talk tracks, and cadences designed for high‑velocity environments.

• Continuously improve funnel performance through testing and data‑driven decision‑making.

3. Drive Up‑Market Expansion & AE Headcount Growth

• Build and execute a strategy to move up‑market, including targeting larger fleets and more complex accounts.

• Recruit, hire, and ramp 20+ Account Executives in the next 6 months, ensuring the right mix of SMB, Mid‑Market, and upmarket capabilities.

• Partner with Marketing, Product, and RevOps to align ICP, messaging, packaging, and pricing with our upmarket strategy.

• Develop differentiated sales motions for larger, more complex customers while maintaining our strong SMB foundation.

4. Build and Scale Expansion, Cross‑Sell, and Account Management

• Design and refine a structured expansion and cross‑sell motion focused on driving multi‑product adoption and increasing share of wallet.

• Build out a robust Account Management function responsible for ongoing relationship management, strategic account planning, and retention.

• Define success metrics and operating rhythms for account managers (e.g., renewal health, expansion pipeline, NRR).

• Ensure tight coordination between New Business, Account Management, Customer Success, and Support.

5. Team Leadership: Recruiting, Culture, Training, Coaching, Accountability

• Lead, mentor, and develop a team of 6 sales leaders and 55+ ICs, across both FTE and BPO teams.

• Own recruiting and selection for your org, ensuring we hire talent that matches our low ego, high performance, high standards culture.

• Create and reinforce a culture of brilliance in the basics: consistent activity, crisp follow‑through, clean pipeline hygiene, and high‑quality customer interactions.

• Implement robust onboarding, training, and ongoing coaching programs to continuously elevate performance.

• Hold teams and leaders accountable to clear standards, with transparent performance management and rapid course correction where needed.

6. Systems Thinking & Revenue Operations Partnership

• Operate as a systems thinker, designing processes and structures that scale efficiently rather than relying on heroics.

• Partner closely with Revenue Operations to ensure our CRM, reporting, territory design, compensation plans, and sales tooling support our strategy.

• Instrument the revenue engine with clean data, reliable dashboards, and actionable insights that inform daily execution and strategic decisions.

• Lead or support initiatives to improve conversion, reduce friction in the sales process, and shorten time‑to‑value for new customers.

7. Cross‑Functional Leadership & Executive Collaboration

• Collaborate with Marketing on demand generation, campaign strategy, and lead quality.

• Partner with Product and Operations to bring market insights back into the roadmap and ensure we are solving the most important problems for our customers.

• Work closely with the executive team on strategic planning, goal setting, and company‑level priorities related to growth and profitability.

• Represent Sales and Revenue as a key voice in discussions on company strategy, resourcing, and investment.

About you:

• 10+ years of experience in B2B sales, with at least 5+ years leading large, outbound‑centric sales organizations.

• Demonstrated success leading high‑velocity, phone‑based outbound teams selling to SMB and Mid‑Market customers.

• Proven track record of owning the full revenue funnel (Acquisition, Activation, Expansion, Retention) and hitting or exceeding aggressive growth targets.

• Experience managing managers and leading organizations of comparable scale (e.g., 5–10 frontline managers and 40+ ICs).

• Hands‑on experience building and scaling sales teams quickly, including hiring and ramping significant AE headcount in compressed timeframes.

• Strong systems thinking capability: you design processes, structures, and operating rhythms that scale predictably.

• Deep comfort with data and metrics: pipeline analysis, conversion funnels, capacity planning, headcount modeling, and forecasting.

• Demonstrated ability to recruit, develop, and retain high‑performing talent and to build a culture of high standards, accountability, and continuous improvement.

• Excellent communication and executive presence, able to operate at both the boardroom and front‑line levels.

Nice‑to‑Have Experience

• Experience with offshore BPO teams or global sales teams, especially in high‑velocity outbound environments.

• Background in or close partnership with Revenue Operations, including CRM optimization, territory design, compensation planning, and sales tooling.

• Familiarity with fintech, payments, logistics, or transportation industries.

• Experience moving a business up‑market (e.g., from SMB into Mid‑Market/Enterprise) while preserving and scaling the existing core.

• Prior leadership experience in high‑growth startup or scale‑up environments, where ambiguity is high and speed matters.

If you are energized by building and scaling high‑performance sales organizations, love combining systems thinking with hands‑on leadership, and are excited by the opportunity to modernize payments in the transportation industry, we’d love to speak with you.

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A leading fintech company in New York seeks a strategic leader to build and execute a cohesive revenue strategy. The role involves managing a team focused on high-velocity outbound sales, targeting SMB and Mid-Market customers. Candidates should have extensive B2B sales experience and a proven track record in leadership and revenue operations. This hands-on position requires strong systems thinking, a data-driven approach, and exceptional communication skills. Opportunities for growth and innovation in a dynamic sector are significant.
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This leader will be responsible for building and executing a cohesive revenue strategy that spans our high-velocity outbound motions, mid-market and emerging upmarket plays, and our growing account management and expansion engine. Today, approximately 80% of new business is generated via high-volume outbound outreach to SMB and Mid-Market customers, primarily in a phone-based, inside sales environment. As such, the ideal candidate has a proven track record leading large, outbound-centric sales organizations where success is driven by activity, quality of conversations, and disciplined execution.

You will directly manage a team of 6 managers and 55 individual contributors, spanning both full-time employees and offshore BPO team members. Experience partnering with and scaling offshore BPO teams is a strong plus.

A core mandate for this role is to successfully move AtoB up-market while continuing to scale our existing high-velocity engine. This includes hiring and ramping 20+ new Account Executives over the next 6 months, evolving our go-to-market coverage model, and ensuring we have the systems, processes, and culture in place to support sustained growth.

Beyond new business, you will refine and scale our expansion and cross-sell motions and build out a more robust Account Management function focused on multi-product adoption, customer outcomes, and long-term retention.

This is a highly strategic, hands‑on role for a strong systems thinker who understands how people, process, and technology intersect to create predictable, efficient revenue. Experience in or close partnership with Revenue Operations is a significant plus.

1. Own the Revenue Engine: Acquisition, Activation, Expansion, Retention

• Develop and own the integrated revenue strategy across new logo acquisition, activation of new customers, expansion / cross-sell, and retention.

• Set clear goals, metrics, and leading indicators for each pillar of the revenue funnel (e.g., outreach activity, conversion rates, activation milestones, expansion revenue, NRR/GRR).

• Build and maintain a disciplined forecasting and pipeline management process that drives predictability and accountability.

2. Lead High‑Velocity Outbound Sales to SMB

• Scale and optimize our phone‑based, outbound sales engine that currently drives the majority of new business.

• Ensure teams are executing with excellence on call quality, talk time, sequences, objection handling, and deal progression.

• Implement and refine playbooks, scripts, talk tracks, and cadences designed for high‑velocity environments.

• Continuously improve funnel performance through testing and data‑driven decision‑making.

3. Drive Up‑Market Expansion & AE Headcount Growth

• Build and execute a strategy to move up‑market, including targeting larger fleets and more complex accounts.

• Recruit, hire, and ramp 20+ Account Executives in the next 6 months, ensuring the right mix of SMB, Mid‑Market, and upmarket capabilities.

• Partner with Marketing, Product, and RevOps to align ICP, messaging, packaging, and pricing with our upmarket strategy.

• Develop differentiated sales motions for larger, more complex customers while maintaining our strong SMB foundation.

4. Build and Scale Expansion, Cross‑Sell, and Account Management

• Design and refine a structured expansion and cross‑sell motion focused on driving multi‑product adoption and increasing share of wallet.

• Build out a robust Account Management function responsible for ongoing relationship management, strategic account planning, and retention.

• Define success metrics and operating rhythms for account managers (e.g., renewal health, expansion pipeline, NRR).

• Ensure tight coordination between New Business, Account Management, Customer Success, and Support.

5. Team Leadership: Recruiting, Culture, Training, Coaching, Accountability

• Lead, mentor, and develop a team of 6 sales leaders and 55+ ICs, across both FTE and BPO teams.

• Own recruiting and selection for your org, ensuring we hire talent that matches our low ego, high performance, high standards culture.

• Create and reinforce a culture of brilliance in the basics: consistent activity, crisp follow‑through, clean pipeline hygiene, and high‑quality customer interactions.

• Implement robust onboarding, training, and ongoing coaching programs to continuously elevate performance.

• Hold teams and leaders accountable to clear standards, with transparent performance management and rapid course correction where needed.

6. Systems Thinking & Revenue Operations Partnership

• Operate as a systems thinker, designing processes and structures that scale efficiently rather than relying on heroics.

• Partner closely with Revenue Operations to ensure our CRM, reporting, territory design, compensation plans, and sales tooling support our strategy.

• Instrument the revenue engine with clean data, reliable dashboards, and actionable insights that inform daily execution and strategic decisions.

• Lead or support initiatives to improve conversion, reduce friction in the sales process, and shorten time‑to‑value for new customers.

7. Cross‑Functional Leadership & Executive Collaboration

• Collaborate with Marketing on demand generation, campaign strategy, and lead quality.

• Partner with Product and Operations to bring market insights back into the roadmap and ensure we are solving the most important problems for our customers.

• Work closely with the executive team on strategic planning, goal setting, and company‑level priorities related to growth and profitability.

• Represent Sales and Revenue as a key voice in discussions on company strategy, resourcing, and investment.

About you:

• 10+ years of experience in B2B sales, with at least 5+ years leading large, outbound‑centric sales organizations.

• Demonstrated success leading high‑velocity, phone‑based outbound teams selling to SMB and Mid‑Market customers.

• Proven track record of owning the full revenue funnel (Acquisition, Activation, Expansion, Retention) and hitting or exceeding aggressive growth targets.

• Experience managing managers and leading organizations of comparable scale (e.g., 5–10 frontline managers and 40+ ICs).

• Hands‑on experience building and scaling sales teams quickly, including hiring and ramping significant AE headcount in compressed timeframes.

• Strong systems thinking capability: you design processes, structures, and operating rhythms that scale predictably.

• Deep comfort with data and metrics: pipeline analysis, conversion funnels, capacity planning, headcount modeling, and forecasting.

• Demonstrated ability to recruit, develop, and retain high‑performing talent and to build a culture of high standards, accountability, and continuous improvement.

• Excellent communication and executive presence, able to operate at both the boardroom and front‑line levels.

Nice‑to‑Have Experience

• Experience with offshore BPO teams or global sales teams, especially in high‑velocity outbound environments.

• Background in or close partnership with Revenue Operations, including CRM optimization, territory design, compensation planning, and sales tooling.

• Familiarity with fintech, payments, logistics, or transportation industries.

• Experience moving a business up‑market (e.g., from SMB into Mid‑Market/Enterprise) while preserving and scaling the existing core.

• Prior leadership experience in high‑growth startup or scale‑up environments, where ambiguity is high and speed matters.

If you are energized by building and scaling high‑performance sales organizations, love combining systems thinking with hands‑on leadership, and are excited by the opportunity to modernize payments in the transportation industry, we’d love to speak with you.

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A leading technology startup in San Francisco is seeking an experienced Enterprise AE to penetrate high-value accounts and manage complex deals. The ideal candidate will have a strong grasp of the MEDDPICC framework and a successful track record in enterprise SaaS sales. Responsibilities include leading qualification processes, selling innovative Voice AI technology, and working with cross-functional teams. Excellent compensation and equity options are provided, with an anticipated OTE of $300,000-$350,000.
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A leading fintech company in New York seeks a strategic leader to build and execute a cohesive revenue strategy. The role involves managing a team focused on high-velocity outbound sales, targeting SMB and Mid-Market customers. Candidates should have extensive B2B sales experience and a proven track record in leadership and revenue operations. This hands-on position requires strong systems thinking, a data-driven approach, and exceptional communication skills. Opportunities for growth and innovation in a dynamic sector are significant.
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Chief Nursing Officer Opportunity

The Chief Nursing Officer will be a key member of The Meadows' Leadership Team, integrating and coordinating a patient‑centric nursing strategy with a keen focus on patient care. The CNO will ensure delivery of high‑quality, cost‑effective health care consistent with the mission, vision, and values of Universal Health Services and in accordance with government regulation, licensing and accreditation requirements.

The CNO will participate in the hospital’s strategic planning and contribute to the achievement of institutional goals and objectives. Key focus areas include:

• People
• Service
• Quality
• Growth
• Finance

Qualifications

• Current license or permit to practice professional nursing in the state of Pennsylvania.
• Bachelor of Science in Nursing from a CCNE‑accredited program; Master of Science in Nursing strongly preferred within the first year in role.
• Demonstrated working knowledge of behavioral health nursing clinical practices and management; experience in a free‑standing inpatient setting strongly preferred.
• Extensive knowledge of principles and practices relevant to nursing and patient care activities.
• Demonstrated knowledge of effective management and supervisory practices; highly developed written and verbal communication skills.
• Three or more years of progressive nursing management experience, preferably from a behavioral health setting.
• Ability to plan, direct, and monitor others’ activities with demonstrated leadership abilities that contribute to a positive work environment.

Benefits

• Annual incentive plan
• Relocation support
• Tuition savings to continue nursing education with Chamberlain University
• In‑house psychiatric nurse residency transition‑to‑practice orientation (20 CEUs)
• Career development opportunities across UHS and its 300+ locations
• Diverse programming to expand experience
• HealthStream online learning catalog with free CEU courses
• Competitive compensation & generous paid time off
• Excellent medical, dental, vision and prescription drug plans
• 401(K) with company match and discounted stock plan
• Pet insurance
• SoFi student loan refinancing program

Equal Employment Opportunity Statement

All UHS subsidiaries are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates. UHS subsidiaries are equal opportunity employers and openly support and fully commit to recruitment, selection, placement, promotion, and compensation of individuals without regard to race, color, religion, age, sex (including pregnancy, gender identity, and sexual orientation), genetic information, national origin, disability status, protected veteran status or any other characteristic protected by federal, state or local laws. We believe that diversity and inclusion among our teammates is critical to our success.

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A leading engineering firm is seeking a Lead Electrical Engineer specialized in Substation Design. The role involves preparing complex engineering deliverables, ensuring compliance with industry standards, and providing guidance to project teams. Candidates should have a Bachelor's Degree in Engineering with at least 5 years of related experience and knowledge of substation design principles. This position offers opportunities for professional growth and impact in innovative projects in California.
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Riverside Medical Clinic is looking for a BC/BE Hematologist to join our expanding, long-standing, physician-owned , and professionally managed multi-specialty group practice in Riverside, CA . The primary responsibility for this role would be to practice Malignant and Benign Hematology .

Riverside Medical Clinic (RMC) has been a part of the community for 85 years and is the largest independently owned and operated multi-specialty group, with over 180 providers, in the Inland Empire, the fastest growing community close to beaches, mountains and the desert. Our physicians are held in high regard by the community and our patients. The team of physicians at RMC sincerely works together on behalf of our patients. Collaboration between our close knit physicians is common. Whether you are a primary care physician or a specialist, it is good to know that the referral process at RMC is quite simple. For PCP’s, it provides confidence that your patient will be treated well and kept in your patient base. For specialists, it is good to know that there is a continuing flow of referrals. We currently have excellent opportunities available.

Recruitment Package

• Employed Physician for with Shareholdership tract at 18 months.
• Signing Bonus Offered
• Annual CME Allowance
• Full Medical/Dental Benefits
• Retirement Savings Plan Option (401k)
• Access to clinical trials and research

Salary Range: 300k - 400k

To encourage pay transparency, promote pay equity, and proactively address regulations, UHS and all our subsidiaries will comply with all applicable state or local laws or regulations which require employers to provide wage or salary range information to job applicants and employees. A posted salary range applies to the current job posting. Salary offers may be based on key factors such as education and related experience.

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