Humanly Mid-Market Account Executive at Humanly to win new logos among employers with 1,000 to 5,000 employees hiring hourly and frontline workers. Responsible for full-cycle sales including pipeline building and consultative selling.
Responsibilities
We're hiring a Mid-Market Account Executive to win new logos among employers with 1,000 to 5,000 employees who hire hourly and frontline workers at volume. This is a full-cycle, quota-carrying role: you build most of your own pipeline, run the sale from first call to signature, and carry more deals at once than an enterprise rep would.
Your buyers feel the pain directly. They're lean TA teams — often one to five recruiters — supporting hundreds of locations, buried in screening and scheduling, and losing candidates to slow response times. You'll help them see what fixing that is worth, and get to a decision in weeks, not quarters.
Who You'll Sell To
Company size: 1,000–4,999 employees, most of them hourly or frontline.
Industries: Retail, healthcare, hospitality, manufacturing, and transportation and warehousing.
Hiring profile: Several hundred to 1,000+ frontline hires a year across dispersed sites — stores, hospitals, restaurants, properties, terminals — with high turnover and seasonal or opening surges.
Buyers: Directors and VPs of Talent Acquisition, HR leaders, and operations executives who own hiring outcomes. Buying groups are smaller than in enterprise, and the economic buyer is usually close to the problem.
Build your own pipeline. Prospect a defined mid-market territory through targeted outbound, LinkedIn, events, and partner referrals, and work inbound leads fast. Self-sourced pipeline is the core of this role.
Run a consultative sale. Lead discovery, demo, technical scoping, and proposal, with each stage following how the buyer actually decides — not a feature tour.
Pick the right entry point. Read each prospect's HR tech stack and lead with what fits: Humanly's AI recruiting layer for teams on Workday, SuccessFactors, or other suites they'll keep; Humanly ATS for teams on payroll-first systems like Dayforce, Paycor, or Paycom.
Sell the business case. Tie Humanly to the numbers your buyer is measured on — time-to-hire, recruiter capacity, applicant drop-off, and cost of unfilled shifts.
Close efficiently. Manage a high-velocity book of active deals, handle security and procurement without stalling, and negotiate to signature.
