Description review
Enterprise Sales Executive (Hunter Multimodal)
Top Talent LLC · United States · back to the listing
HR standards
72/100
solid
Title ↔ description
82/100
solid
Reads as
Sales Representative
100% confident
What this role officially is
commercial sales representative — ESCO, the EU occupation classification
Commercial sales representatives represent a company in selling and providing information on goods and services to businesses and organisations.
Also known as: field sales representative, technical and commercial sales executive, field sales executive, sales and marketing consultant, business development representative, technical and commercial sales representative
How others title the same work
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What the listing never says
- 35 bullet points. Long requirement lists deter qualified candidates, who read them as hard gates. Scope clarity
The listing, marked up
Nothing in the wording of this listing tripped a check. The scores above still judge how complete and coherent it is.
Job Title: Enterprise Sales Executive (Hunter Multimodal)
Company: TA Services
Department: Commercial / Enterprise Sales
Reports To: Nicholas Shroeger Head of Commercial Strategy
Locations: Open nationwide (role requires regular travel; location agnostic)
Compensation
Base Salary:
• Target range $125,000 $150,000, depending on experience and size of prior portfolio.
Variable Compensation:
• Commission paid from dollar one; no draw required.
• Commission is margin-based.
• Higher commission percentage for new business (first 2 years).
• After 2 years, accounts convert to existing and earn a different commission tied to gross margin growth.
• Designed to reward constant new customer acquisition and sustained account expansion.
About the Company
TA is a fast-growing, entrepreneurial transportation and logistics provider undergoing strategic expansion under new commercial leadership. Backed by a strong foundation, differentiated service capabilities, and a culture rooted in agility not bureaucracy. TA is building a mature, enterprise-level sales organization focused on long-term growth, vertical specialization, and multimodal solutions. The Executive leadership team prioritizes hiring exceptional talent, building scalable processes, and delivering customer-centric solutions across modes.
Position Overview
TA is seeking experienced, relationship-driven Enterprise Sales Executives who can bring direct shipper relationships, an active or recent book of business, and the ability to generate new multimodal freight customers. This role is not account management. TA is intentionally seeking hunters capable of opening mid-market to enterprise accounts and scaling them over time.
The ideal candidate has a deep background in transportation sales, sells multimodal solutions, and has proven success landing mid to large-cap shippers. The company is specifically targeting sales professionals with direct customer portfolios, not those whose business is primarily with competing 3PLs.
Key Responsibilities
• Build and execute a strategic plan to acquire and grow mid-market and enterprise shippers.
• Leverage existing relationships and past portfolio experience to rapidly onboard new customers.
• Drive new business development prospecting, cold outreach, networking, and customer-facing meetings.
• Maintain CRM discipline, pipeline reporting, and high-level customer relationship management.
• Travel regularly for customer visits, quarterly business reviews, and in-person strategy sessions.
• Expand existing accounts after they are landed, ensuring relationship retention and incremental growth.
• Operate across multimodal offerings (truckload, intermodal, LTL in the future, etc.).
• Support vertical expansion efforts (e.g., automotive, CPG, industrial).
Target Candidate Profile
• Proven track record selling to mid-market and enterprise shippers.
• Existing customer relationships that could realistically transition to TA.
• Experience selling across multiple modes (truckload is core; LTL background is not required).
• Strong hunter mentality not afraid to prospect, challenge, and win new logos.
• Prior book of business that is customer-direct, not primarily through competing 3PLs.
• Ability to travel frequently; comfortable being in front of customers regularly.
• Polished, strategic, and skilled in relationship cultivation.
Not a fit: Pure LTL sellers or talent whose book is heavily dependent on competitors (e.g., Echo, RXO, Robinson) rather than direct shippers.
Performance Expectations
Year 1 Minimum Goal:
• $5 million in new business revenue (considered a minimum, not a stretch).
Longer-Term Expectation:
• Build a portfolio that ultimately drives ~7x margin relative to salary (mature stage, typically year 3 and beyond).
What Success Looks Like
• A large portion of the new business originates from your existing relationships or recent customer interactions.
• You consistently funnel high-value new accounts into TAs network.
• You help TA build vertical strength automotive first, followed by expansion into CPG and additional sectors.
• You embrace the entrepreneurial culture and thrive outside large-corporate bureaucracy.
Additional Notes from Hiring Leader
• Location does not matter talent can live anywhere since travel is expected.
• TA is intentionally building a more sophisticated enterprise sales structure and is prioritizing relationship-based sellers who understand strategic, multimodal selling.
• Timing matters: certain modes (e.g., LTL) are not yet mature enough to fully support LTL-heavy sellers, but this will change over time.
• TA plans to hire 34 sellers in 2025, staggered through Q1Q3.
Why This Role Is Compelling
• High autonomy, low red tape, and a leadership team that values entrepreneurial thinking.
• Strong runway for growth the company is actively building toward the $1B revenue milestone.
• Direct access to commercial leadership; decisions are fast, strategy is evolving, and top talent is genuinely valued.
• Major upside for sellers who can bring business or land new enterprise accounts.
Originally posted on Himalayas
Company: TA Services
Department: Commercial / Enterprise Sales
Reports To: Nicholas Shroeger Head of Commercial Strategy
Locations: Open nationwide (role requires regular travel; location agnostic)
Compensation
Base Salary:
• Target range $125,000 $150,000, depending on experience and size of prior portfolio.
Variable Compensation:
• Commission paid from dollar one; no draw required.
• Commission is margin-based.
• Higher commission percentage for new business (first 2 years).
• After 2 years, accounts convert to existing and earn a different commission tied to gross margin growth.
• Designed to reward constant new customer acquisition and sustained account expansion.
About the Company
TA is a fast-growing, entrepreneurial transportation and logistics provider undergoing strategic expansion under new commercial leadership. Backed by a strong foundation, differentiated service capabilities, and a culture rooted in agility not bureaucracy. TA is building a mature, enterprise-level sales organization focused on long-term growth, vertical specialization, and multimodal solutions. The Executive leadership team prioritizes hiring exceptional talent, building scalable processes, and delivering customer-centric solutions across modes.
Position Overview
TA is seeking experienced, relationship-driven Enterprise Sales Executives who can bring direct shipper relationships, an active or recent book of business, and the ability to generate new multimodal freight customers. This role is not account management. TA is intentionally seeking hunters capable of opening mid-market to enterprise accounts and scaling them over time.
The ideal candidate has a deep background in transportation sales, sells multimodal solutions, and has proven success landing mid to large-cap shippers. The company is specifically targeting sales professionals with direct customer portfolios, not those whose business is primarily with competing 3PLs.
Key Responsibilities
• Build and execute a strategic plan to acquire and grow mid-market and enterprise shippers.
• Leverage existing relationships and past portfolio experience to rapidly onboard new customers.
• Drive new business development prospecting, cold outreach, networking, and customer-facing meetings.
• Maintain CRM discipline, pipeline reporting, and high-level customer relationship management.
• Travel regularly for customer visits, quarterly business reviews, and in-person strategy sessions.
• Expand existing accounts after they are landed, ensuring relationship retention and incremental growth.
• Operate across multimodal offerings (truckload, intermodal, LTL in the future, etc.).
• Support vertical expansion efforts (e.g., automotive, CPG, industrial).
Target Candidate Profile
• Proven track record selling to mid-market and enterprise shippers.
• Existing customer relationships that could realistically transition to TA.
• Experience selling across multiple modes (truckload is core; LTL background is not required).
• Strong hunter mentality not afraid to prospect, challenge, and win new logos.
• Prior book of business that is customer-direct, not primarily through competing 3PLs.
• Ability to travel frequently; comfortable being in front of customers regularly.
• Polished, strategic, and skilled in relationship cultivation.
Not a fit: Pure LTL sellers or talent whose book is heavily dependent on competitors (e.g., Echo, RXO, Robinson) rather than direct shippers.
Performance Expectations
Year 1 Minimum Goal:
• $5 million in new business revenue (considered a minimum, not a stretch).
Longer-Term Expectation:
• Build a portfolio that ultimately drives ~7x margin relative to salary (mature stage, typically year 3 and beyond).
What Success Looks Like
• A large portion of the new business originates from your existing relationships or recent customer interactions.
• You consistently funnel high-value new accounts into TAs network.
• You help TA build vertical strength automotive first, followed by expansion into CPG and additional sectors.
• You embrace the entrepreneurial culture and thrive outside large-corporate bureaucracy.
Additional Notes from Hiring Leader
• Location does not matter talent can live anywhere since travel is expected.
• TA is intentionally building a more sophisticated enterprise sales structure and is prioritizing relationship-based sellers who understand strategic, multimodal selling.
• Timing matters: certain modes (e.g., LTL) are not yet mature enough to fully support LTL-heavy sellers, but this will change over time.
• TA plans to hire 34 sellers in 2025, staggered through Q1Q3.
Why This Role Is Compelling
• High autonomy, low red tape, and a leadership team that values entrepreneurial thinking.
• Strong runway for growth the company is actively building toward the $1B revenue milestone.
• Direct access to commercial leadership; decisions are fast, strategy is evolving, and top talent is genuinely valued.
• Major upside for sellers who can bring business or land new enterprise accounts.
Originally posted on Himalayas