Engine - Director, Partner Acquisition
Requirements
• 10+ years in channel sales or partnerships, including 5+ years leading and scaling quota-carrying teams — ideally in high-growth SaaS, fintech, marketplace, or travel technology. • A closer and a coach: a proven record of personally converting complex, multi-stakeholder deals, and of building teams that consistently hit signing and activation targets. • A builder: has walked into a small team, figured out the build, created the playbook, and scaled it — not just inherited a machine that already ran. • Deep operational rigor — fluency in pipeline management, forecasting, stage discipline, and the metrics that make a partnership funnel predictable: conversion by tier, time-in-stage, activation cohorts, and production vs. projection. Salesforce proficiency expected. • Multi-motion range: comfort selling and structuring across referral, co-sell, and co-marketing — and across partner types from GPOs and trade associations to marketplaces, franchise networks, and ERP/technology partners. • Strong commercial negotiation skills with a bias toward partnerships that activate — not vanity logos. • activate • A direct, data-backed communicator who gives and receives hard feedback without flinching. • Thrives on speed, high standards, and ambiguity; uses AI and automation to scale both personal and team output. • Bonus: experience with two-sided marketplaces, embedded / API distribution, or corporate cards and spend management. • Applications for this role will be accepted through December 31, 2026 or until the role is filled. We encourage you to apply early, as we may begin reviewing applications before the deadline. • CompensationOur compensation packages are based on several factors, including your experience, expertise, and location. In addition to a competitive base salary, all roles receive equity. Depending on the role, total compensation may also include an annual bonus. Your recruiter will share your complete compensation package as you move through the process.
Responsibilities
• Lead the team and own the number. Build a team of channel professionals and scale it to 6–8 — at least one per vertical — against clear pipeline, signing, activation, and handoff targets. Set the standard, run the cadence, and hold the line on accountability. • Lead the team and own the number. • Build the vertical playbook. This is a ground-up build with direct influence over vertical strategy and the GTM motion: define the ICP, sourcing mix, and deal structures for each vertical, and codify what works into a repeatable playbook the team runs. • Build the vertical playbook. • Convert and executive-sponsor deals. Operate as a player-coach: step into live opportunities, unblock stalled deals, and personally push complex, multi-stakeholder partnerships across the finish line. • Convert and executive-sponsor deals. • Run an operationally rigorous funnel. Install and enforce pipeline discipline — stage gates, time-in-stage, win rates by tier, sourcing channel mix, forecast accuracy, categorized loss reasons, and clean Salesforce hygiene. Make partner-sourced growth predictable, not anecdotal. • Run an operationally rigorous funnel. • Structure deals that hold up. Negotiate commercially sound, operationally executable partnerships — economics, mutual commitments, and activation plans that survive contact with reality. Own days-in-contracting as a number, not an excuse. • Structure deals that hold up. • Drive activation and a clean handoff, not just signatures. Own time-to-activation, cohort activation rates, and the handoff trigger to Partner Growth — and hold your team accountable to production vs. projection at signing. A partner that signs but never produces is a miss, and the forecast your rep made is the forecast they answer for. • Drive activation and a clean handoff, not just signatures. • Execute cross-functionally. Align Sales, Marketing, Finance, and Legal to move deals from term sheet to live — fast. • Execute cross-functionally. • Raise the bar on talent. Hire, ramp, and level up channel talent; build a team that compounds in output as it gains context. • Raise the bar on talent.
Benefits
• $160,000—$185,000 USD • The Engine Edge: Perks & CompensationWe believe in rewarding great work with great benefits: • Compensation: Competitive base pay tied to role and experience, with equity for all employees. Some roles are also eligible for bonuses or commissions. • Benefits: Check out our full list at engine.com/culture • Environments for Success: Different roles have different needs in terms of the environments that drive success which is why we have a hybrid-hub model. Whether you are in one of our amazing offices or fully remote, we'll make sure you have what you need to succeed. • Environments for Success: • Perks and benefits may vary based on employment type, location, and more
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