Account Executive, SMB Sales Hawaii REQ372886

The Account Executive, SMB Sales role at T-Mobile is designed for ambitious, results-driven sales professionals who are passionate about building stellar customer relationships and bringing T-Mobile's unmatched products and services to underserved markets.

This is a true hunter role where you can exceed sales quotas, acquire new accounts, and turn the wireless industry on its head with small to medium sized businesses (10-299 employees). In this role, you'll achieve and surpass monthly sales targets by prospecting, cold-calling, networking, and generating leads to gain new business within an assigned geographic territory. You'll analyze customer needs and use solution-based selling to showcase T-Mobile's value, tailoring recommendations and closing deals.

Job Responsibilities:

• Lead Generation: Generate and work leads through prospecting, cold calling, and networking under sales manager supervision.
• Customer Needs: Identify customer needs and use solution-based selling to demonstrate T-Mobile s value. Recommend wireless solutions, including price plans, data services, handsets, and accessories.
• Deal Negotiation: Negotiate and close deals.
• Skill Development: Develop skills in prospecting, call execution, and relationship management with leadership. Participate in product training and sales meetings.
• Sales Approaches: Create effective sales approaches, solutions, and proposals.
• Sales Automation: Utilize sales force automation, manage sales funnel, and report on sales activities and forecasts
• Customer Base: Maintain and grow the customer base within a territory model.

Education and Work Experience:

• High School Diploma/GED (Required)
• Bachelor's Degree (Preferred)
• 1+ years verifiable new customer acquisition sales experience, preferably within a commissioned environment (Preferred)
• Outside B2B sales experience. (Preferred)

Knowledge, Skills and Abilities:

• Task Management Ability to work well in a dynamic, fast changing environment that requires a high degree of multi-tasking (Required)
• Customer Service Demonstrated experience delivering superior customer service and attention to detail (Required)
• Communication Excellent interpersonal, written, and oral communication skills (Required)
• Negotiation Effective negotiating and closing skills, including communication, emotional intelligence, and problem-solving. (Required)
• At least 18 years of age
• Legally authorized to work in the United States

Travel:
Travel Required (Yes/No): Yes

DOT Regulated:
DOT Regulated Position (Yes/No): No
Safety Sensitive Position (Yes/No): No

Sales motion: Strong hunter, not farmer. They should own the full prospecting cycle self-sourced pipeline, outbound-heavy, comfortable with high activity volumes (cold calling, multi-channel outreach). SMB AE is new-logo-acquisition-driven, so a candidate whose recent revenue came mostly from account growth/retention rather than net-new business is a motion mismatch worth flagging.

Prospecting capability: Can articulate their own prospecting strategy (not just "my SDR fed me leads"). Comfortable with cold calling volume, uses tools like Outreach, ZoomInfo, or LinkedIn Sales Navigator, and has a track record of building pipeline from scratch ideally in greenfield or undefined territory.

Sales story (Q5): Self-sourced, outbound-originated, B2B, end-to-end from prospecting through close. Inbound or consumer-facing sales stories are a flag for HM follow-up, not a disqualifier, but they should be surfaced.

Technical stack: Active Salesforce use logging their own activity, working pipeline/forecasting themselves rather than relying on ops support.

Field/outside sales readiness: Prior outside sales experience, comfort with travel, and experience managing a geographic territory (foot blitzing, in-person prospecting) since SMB AE typically has a field component.

Tenure/stability: 2+ years in recent roles, upward or laterally-explained moves. Job-hopping (3+ moves in 4 years) or leaving before ramp completion is a red flag.

Comp alignment: Their comp expectations should track the posted TTC (base + commission, not base alone), and their current OTE structure should be reasonably comparable no major upside-only or heavily-weighted-base comp they're trying to replicate in a role that doesn't support it.

Communication: Clear, structured storytelling in the screen, self-awareness on the constructive-criticism question, and confidence without arrogance this matters more for SMB AE than for some other roles since it's client-facing and largely self-directed.

Motivation: Strongest signal is wanting more hunting (e.g., coming out of an account management seat and wanting back into net-new), or leaving after hitting consistent quota and wanting bigger scope. Weakest is comp-only motivation with no performance context