Head of Sales

ABOUT THE COMPANY

Our client is a nationally recognized independent wealth management firm with a strong track record of growth and a deeply relationship-driven approach to serving clients. The organization has built a significant presence across multiple markets and is supported by an established network of financial advisors and a robust corporate team.

At the core of the firm is an advisor-first philosophy centered on developing exceptional advisors through mentorship, coaching, and long-term professional growth. The organization believes that investing in its people ultimately creates stronger outcomes for clients and has built a collaborative, values-driven culture around that principle.

The firm is entering an important stage of intentional growth, with an ambitious long-term vision to significantly expand its national presence while preserving its independence, culture, and commitment to advisors and clients. Rather than pursuing growth for a near-term exit, leadership is focused on building an enduring organization and creating a lasting legacy for the next generation of advisors.

To support this next chapter, the firm is making a highly strategic senior leadership hire: a Head of Sales who will partner closely with executive leadership to build and lead the organization’s growth engine, elevate advisor performance, and help shape the firm’s long-term growth strategy.

JOB DESCRIPTION

Our client is seeking a Head of Sales to serve as the firm’s dedicated growth leader and a key member of the executive leadership team. This executive will own the organization’s sales strategy, advisor development, and organic growth engine, playing a critical role in advancing the firm’s ambitious long-term growth objectives.

This is a highly strategic role that combines sales leadership with hands-on sales management. The majority of the position will focus on serving as a trusted strategic partner to the firm’s top-producing advisor teams, using data, best practices, and tailored growth strategies to help established advisors significantly increase production and unlock new opportunities.

The role will also provide direct sales management and coaching to developing advisor teams, establishing the cadence, performance tracking, accountability, and coaching frameworks needed to accelerate their growth. Across both areas, this leader will strengthen a data-driven and recognition-focused sales culture, enhance the firm’s mentorship and advisor-development programs, and build the systems, reporting, and cross-functional infrastructure required to support continued scale.

The organization has a warm, collaborative, and deeply values-driven culture, making the leadership approach especially important. The ideal candidate will bring the discipline and accountability of a strong sales leader while remaining highly relational, approachable, and genuinely invested in developing others.

This individual must be equally comfortable operating strategically and tactically—able to influence experienced, high-performing advisors while also rolling up their sleeves to build processes, coach developing talent, and drive execution. Success will require humility, curiosity, strong executive presence, and the credibility to earn the trust of seasoned professionals.

This is an opportunity for an entrepreneurial, highly committed leader who wants to take meaningful ownership of an organization’s growth trajectory and help build a scalable sales organization for its next stage of expansion.

ESSENTIAL JOB FUNCTIONS

Growth Strategy & Revenue Ownership

• Own and execute the firm’s sales and organic growth strategy, with responsibility for driving significant long-term growth in assets and revenue.
• Serve as a key member of the executive leadership team, translating the firm’s growth vision into a structured, repeatable, and measurable growth engine.
• Maintain a dedicated focus on asset growth, advisor performance, and revenue generation while partnering with other functional leaders responsible for operations, compliance, HR, and finance.
• Build the reporting, management, and accountability structures required to support growth at scale.

Advisor Team Leadership

• Act as a strategic and consultative partner to top-producing advisor teams, helping them identify opportunities to significantly increase production and accelerate growth.
• Gather data, insights, and best practices from high-performing teams and leverage them across the organization to improve overall advisor performance.
• Help advisors navigate complex client and business-development challenges, including high-net-worth client opportunities, team structure, capacity, and resourcing, by connecting them with the appropriate resources and proven strategies.

Sales Management & Accountability

• Build and strengthen foundational sales-management processes, including performance tracking, pipeline reviews, goal setting, and consistent accountability cadences.
• Provide hands-on coaching and field support to developing advisors, helping them strengthen their sales capabilities and accelerate production.
• Establish clear performance expectations and hold advisors accountable to measurable results while maintaining a highly relational and development-focused leadership approach.

Sales Culture & Recognition

• Build an engaging, data-driven sales culture that uses recognition, incentives, performance visibility, and healthy competition to reinforce growth.
• Regularly communicate sales performance, key metrics, trends, and results to executive leadership and advisor teams.
• Create greater visibility around individual and team success to reinforce high-performance behaviors across the organization.

Mentorship & Talent Development

• Own and strengthen the firm’s advisor mentorship and development programs to build a sustainable pipeline of high-performing advisors.
• Increase engagement and participation in mentorship initiatives by clearly demonstrating their value to established advisors and developing talent.
• Identify high-potential advisors and create development strategies that accelerate their performance and long-term success.
• Partner with leadership to proactively address performance gaps and ensure alignment with the firm’s expectations and growth model.

Recruiting & Growth Infrastructure

• Develop scalable systems, processes, and pipelines to support advisor recruiting and strategic talent acquisition, building the organizational capability rather than personally serving as the primary recruiter.
• Partner cross-functionally to strengthen the firm’s marketing capabilities and ensure they effectively support advisor growth and broader business-development objectives.
• Build the infrastructure required to support continued expansion as the organization scales.

Leadership & Collaboration

• Partner closely with executive leadership and advisor-development stakeholders to align growth initiatives and ensure a successful transition into the organization.
• Lead high-visibility events, advisor meetings, leadership sessions, and company-wide gatherings with confidence, credibility, and executive presence.
• Build strong, trusted relationships across the organization through regular interaction with advisor teams and in-person engagement.
• Travel periodically to firm locations and key meetings to strengthen relationships, coach teams, and support growth initiatives.

REQUIREMENTS 

• Relationship-driven sales DNA: a track record in long-cycle, consultative sales of services (professional services, 

coaching or consulting, or financial services). This is not a transactional, product-based, or retail sales role. 

• Proven executive sales leadership and sales management, with genuine ownership of a team's results (as 

opposed to a pure consulting or advisory-to-many model). 

• Full-spectrum capability: able to deliver sales strategy, leadership, management, and coaching for both top 

performers and developing teams. 

• Leadership charisma and executive presence: can lead meetings, retreats, and all-advisor gatherings, not run the 

role from behind a spreadsheet. 

• Strategic but tactical: thinks at the executive level and is willing to roll up their sleeves and execute. 

• Humble confidence and high EQ: builds consensus through data and relationships, learn proven 

system before proposing change and holds accountability with warmth. 

• Cultural alignment with core values. EOS / Traction familiarity is strongly preferred, as the firm 

operates on EOS. 

• All-in ownership mentality: high engagement, strong in-person presence, and willingness to travel. 

• Location: based in or willing to relocate to Nashville, TN.

Two Search Profiles 

Because this is a specialized search, the company is open to two candidate profiles. Both must come from a long-cycle, 

relationship-based sales background: 

• Profile A, Industry insider: a current or former financial advisor (RIA, IBD, or wealth management) who has grown 

a practice and moved into sales leadership, bringing immediate credibility with advisors. 

• Profile B, Transferable services leader: a relational sales leader from outside wealth management (for example, 

professional services or sales coaching and consulting) who has built and grown teams and speaks the universal 

language of building great organizations. Product-only, transactional, or retail backgrounds are not a fit. 

Nice-to-Have 

• Prior experience as a financial advisor, for added advisor-facing credibility. 

• Wealth management or financial services background (RIA, IBD, or aggregator). 

• Experience building marketing and/or recruiting functions from the ground up.

COMPENSATION

This is an executive-level, high-impact leadership position, with a compensation package designed to reflect the scope and strategic importance of the role.

• Base Salary: $350,000
• Performance Bonus: Up to 30% based on achievement of established KPIs
• Long-Term Incentive: Opportunity to participate in a long-term, equity-based incentive program, subject to eligibility and vesting requirements
• Relocation Assistance: Available for candidates who are required to relocate for the position

WORKING CONDITIONS

• Location: This is a highly in-person, visible leadership role. Candidates must be willing to maintain a consistent on-site presence and work closely alongside advisor teams and executive leadership.
• On-Site Presence: Primarily office-based, with regular in-person engagement across the organization.
• Travel: Approximately 20–30% travel to company locations and key meetings to build relationships, support advisor teams, and drive engagement.
• Commitment: A high-ownership executive role requiring significant involvement, visibility, and commitment to the firm’s long-term growth.