A New Job Description for Enterprise Account Executives
We introduced a new way to structure outdated job descriptions starting with our updated Account Executive (AE) template, but while the same structure applies, there are different things to consider when building out a job description (JD) for Enterprise Account Executives (EAE). At Betts, we’ve crafted an enhanced JD template specifically tailored for EAEs. We break it down section by section to effectively streamline and alleviate the responsibilities of your recruiting team.
When it comes down to it, the two main things that differentiate an AE from an EAE are the types of deals they’re selling and who they’re selling to. Account Executives’ main objectives are to create and close deals. Enterprise sellers focus on larger enterprise accounts and they speak directly with decision makers, typically at the C-suite level. Let’s get into the specifics.
Job Description Template:
About this Role
Before you get into the role and responsibilities of an EAE, you want to introduce your company, the nature of the position you’re looking to hire for and why you’re trying to hire this person. This section should include a company sizzle, job title and the challenge that you’re hoping they can solve. The main thing to keep in mind are the expectations of this role that differentiate it from a standard AE, which is the types of deals and customers they’re expected to bring in.
1. Company Sizzle
The company sizzle should be short and sweet, and essentially “hook” your unicorn seller on why they should want to work for you instead of any other company.
2. Job Title
It is essential to ensure absolute clarity regarding the position applicants are seeking. In this section, simplicity is key; it should present the job title without unnecessary complexity.
3. Challenge
What is the main reason you’re hiring this person and what challenge are they solving? That’s what you’ll put in this section but keep it very brief. Since we’re talking about Enterprise AE’s, this should specify that you’re looking for someone to bring in enterprise accounts.
It could look something like this:
| Company Sizzle | [Company name] is a newly funded [Series B FinTech] that’s positively growing and projected to reach [$] in ARR by [year] |
| Job Title | Enterprise Account Executive |
| Challenge | Generate $5 Million in ARR with Enterprise Accounts |
Who We’re Looking For
In our new and improved JD template, we separate the job requirements in three sections: Industry Experience, Relevant Sales Motion and Sales Skills. This is because everyone is looking for their “unicorn seller” and prerequisites have become more specific than ever before. This is especially important when hiring for an Enterprise Account Executive because their background is crucial to success in the job itself. This new structure expires the “one size fits all” job description and focuses on only attracting qualified top talent.
1. Industry Experience
Finding someone with the right industry experience is even more important when you’re hiring an Account Executive at the Enterprise level. This section should lay out the types of products they’ve previously sold, customers they’ve sold into and company sizes that they’ve worked at. Since EAEs are seasoned sellers, the number of years of experience is expected to be a minimum of 5 and job titles they’ve sold into should be more senior, typically C-level. Any experience preferences of what company stages that they’ve worked at, whether that’s their Series stage or companies’ average ARR should also be included. Depending on relevancy to the role, you can specify whether this type of experience is required or preferred.
Here’s an example:
| Required | – 5+ years of relevant closing experience at a SaaS company in the [Industry Type] Industry – 3+ years experience selling into [Department type] – 2+ years selling to Enterprise accounts – Experience in a Mid Stage Startup (Series [A/B/C/D] or [$$$] in ARR) – 2+ years of experience selling into C-suite |
| Preferred | – Relevant experience in [Preferred industry] or [Preferred industry] industry – Experience at VC Backed Startup – 1+ years experience selling into [Department type] |
2. Relevant Sales Motion
For each company – in addition to deal sizes, sales cycles and quotas vastly differing, their definition of what they consider “Enterprise” may also be different. This section should highlight what your typical sales motion looks like and what an enterprise deal should look like. Main components of a sales motion are the steps in the process and the strategies used to complete it. The steps are searching for prospects, meeting and qualifying, researching, proposing an agreement, handling push back, and closing out the deal. The length of these cycles vary and considering enterprise deals tend to be longer and larger, this section should list your typical quota, average deal size, average sales cycle, targets and current sales methodologies.
See examples:
| Required | – Demonstrable experience in trial led, land and expand sales and product-led growth – Minimum avg. deal size of 250k – Proven track record and quarterly quota attainment – Experience with 6-12 Month Sale Cycle – $5M Quota |
| Preferred | – Experience with 250k+ Average Deal Size – Experience with strategic-partner based selling |
Some examples of different sales methodologies & sales motions include: channel sales, trial led strategies, land and expand methods, account-based selling, partner selling, product-led growth, SPIN selling, N.E.A.T selling, conceptual selling, SNAP selling, challenger sale, The Sandler Selling System, MEDDIC, solution selling, inbound selling, command of the sale and gap selling.
3. Sales Skills
When it comes to what it means to be successful at your company, there’s a certain skill set that may be required depending on your sales techniques. In this section, it should highlight 3-5 core skills that represent your culture and drive success in your company. It’s important to note that while some skills are coachable, others simply can’t be taught. So if competencies such as emotional intelligence and ability to relate to prospects are crucial to how you’re selling, you should include that in your requirements. Keeping in mind that EAEs are communicating with leadership, the required sales skills may be even more tailored. It can look something like this:
| Required | – Ability to communicate their playbook for the defined sales motion – Demonstrated track record of connecting and relating to prospects in order to build a strong relationship – Ability to understand prospects challenges and determine solution based on conversations and industry knowledge |
Some other sales skills & traits include: Creativity, Active Listening, Coach-ability, Relationship Building, Resilience, Analytical Thinking, Sales EQ/IQ, Industry Knowledge, Sales Playbook Knowledge, Problem Solving, Integrity, Sales planning & forecasting, Motivational Speaking, Trend Analysis, Playbook to Scale
About The Company
1. Benefits
This section should lay out all of the benefits available through your company and establish any incentives that will be included with this role along with any details about health insurance, remote/hybrid culture, flexible working hours. Here’s a tip: we’ve historically seen at Betts that top sales talent in tech value benefits, and they have increasingly become a key driver to attract quality candidates. So if there’s anything that makes your benefits more appealing than what else is on the market, make sure to include it. Here’s an example of what it could look like:
| – Medical insurance for all employees (and largely subsidized coverage for families) – Dental – Vision – 401K with a [%] company contribution – [Flexible Working Hours] – [insert amenities, i.e.: an onsite fitness center, childcare center,etc.]. – [Remote/Hybrid/In-office] (if hybrid or in-office: position located in [City]). |
2. About the Hiring Team
This section will be the last thing a candidate should read and should include why they should come work for your company, the company mission statement and putting a face to the name of the hiring team. Headshots, names and titles of the hiring team can also be added. This can help humanize the whole process and make candidates feel like they’re directly working with people instead of just a screen or sent into a database. Here’s an example:
| This role will be reporting directly to the [Hiring Manager] and working closely with the [Job title, if applicable]. You should apply to this role if you would like to be a part of a [company culture/value, i.e.: collaborative work environment that encourages innovation and entrepreneurial thinking]. OR [Company mission statement] |
To enhance the caliber of your sales team and hire a top Enterprise Account Executive, a revamp of your job description is crucial. To simplify this process for you, we’ve created a downloadable template that includes both a designed and plain text version for your convenience.
Download the Job Description 2.0 Template for Enterprise Account Executives here.
Upscaling Your Sales Recruiting Search with Betts
If you need help hiring EAEs, Betts offers unlimited hires for an annual fee with Recruitment as a Service (RaaS). RaaS combines everything you love about a traditional agency and transforms it into a scalable software-as-a-service package. You get access to both our recruiting support as well as our one-of-a-kind technology platform at a fraction of the cost of an outsourced recruiter team. Learn more about RaaS here, and start hiring your unicorn seller.