Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.
Based in San Francisco, CA, Rippling has raised $1.4B+ from the world’s top investors—including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock—and was named one of America's best startup employers by Forbes.
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About the role
We are looking for a pragmatic, growth-minded Account Management leader to run our Mid-Market PEO and HRS team. You will be a second-line leader. You will coach and develop Managers of Account Management and own the results of their teams. Retention and expansion are the core motions, and you own both.
What you will do
Build account management teams that consistently meet and exceed their retention and expansion goals.
Lead, coach, and develop front-line managers. That includes hiring, training, and setting the pace.
Develop a strong perspective on the Mid-Market PEO and HR Services segments and build a roadmap to drive continued and increased success across net retention activities.
Own the roll-up number for the segment and set clear, specific goals to accelerate revenue.
Run the operating rhythm: forecast, pipeline and renewal reviews and 1:1s.
Forecast renewals six+ months out, so your teams catch churn risk early and treat each renewal as a selling event.
Manage key customer lifecycle moments and track the outcomes.
Step in on high-risk renewals and executive-level escalations.
Set the key performance metrics, track them, and find ways to raise performance.
Partner with Support, Implementation, TAMs, Sales, Product, and Deal Desk to get things done.
What you will need
1+ year managing managers, as a Senior Manager, Director, or equivalent with 4+ years management experience.
7+ years in Account Management, Customer Success, or Sales, including 4+ years owning a revenue number.
A track record of hitting a retention and expansion target through other leaders.
Proven ability to coach and develop managers, including performance management, hiring, and promotions.
Strong analytical skills. You use the numbers (Salesforce, Gong, dashboards) to make decisions and coach.
Executive presence, and the judgment to know when to pull in Support, TAMs, Product, or leadership.
The courage to challenge the status quo. See something broken? Fix it.
Nice to have: PEO or HCM experience, multi-product selling.
Additional Information
Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accommodations@rippling.com
Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.
This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.
A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, and location. Final offer amounts may vary from the amounts listed below.
Tier 1 (San Francisco) = 260k OTE
Tier 2 (Seattle & Chicago) = 245k OTE
*60/40 split
*Commission is not guaranteed\t\t\t
This posting is to fill a vacancy on our team, unless otherwise noted.
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