Head of Sales

About the role

You're a hybrid sales leader — as comfortable running your own strategic deal as you are building the team and process behind a whole book of business. You've led mid-market sales organizations before, and you know the difference between managing a forecast and actually owning it: you can tell the difference between a deal that's genuinely on track and one that's optimistic, and you'd rather deliver the unvarnished number than the comfortable one.

You're drawn to selling technical products into industrial, logistics, or adjacent markets, where the buying process runs through multiple stakeholders and the product story has to be grounded in real capability, not just positioning. You're energized by the build — standing up territory design, qualification methodology, and a forecast cadence where none existed before — and you don't need a fully-formed playbook handed to you to get moving.

You coach through deal reviews and call feedback, not just a dashboard, and you take real satisfaction in watching an individual contributor grow into quota-carrying consistency or into their first management role. You work well across functions — with Marketing on what's sellable today, with Engineering on the differentiation story, and with HR on the incentive design that makes the whole system pull in the same direction.

What you'll do

• Own sales strategy and execution for the mid-market sector, plus the enterprise book at hire.
• Lead the mid-market sales team (3–4 AEs near term, plus BDR support), including hiring, coaching, and performance management.
• Set territory design, qualification methodology, pipeline stages, and forecast cadence, building on the existing Revenue Operations foundation.
• Run a weekly, deal-specific forecast process: gap to target and the plan to close it.
• Work alongside AEs on key mid-market and enterprise deals, including executive-level escalation on strategic customer calls, and join routine site visits with the account team.
• Represent the customer-facing organization to the CEO and executive team, with accurate, unvarnished reporting on pipeline and risk.
• Partner with Marketing to align messaging and content to what is sellable today, and set the priorities Marketing executes against.
• Partner with Engineering to build a defensible product differentiation story grounded in current capabilities.
• Support the CFO with compensation and incentive design for the sales organization, in partnership with HR.

Priorities: 3-6-12 Month Goals

First 90 Days

• Complete a full pipeline and CRM audit across the mid-market and enterprise book, and assess forecast accuracy against actuals from prior quarters.
• Meet individually with every AE and BDR to assess skill level, deal load, and coaching needs.
• Establish a weekly forecast and pipeline review cadence, and identify the top gaps in territory design or qualification methodology.

By 6 Months

• Implement a defined territory design and qualification methodology (e.g., MEDDICC or similar), adopted consistently across the team.
• Bring forecast accuracy (committed vs. closed) to a reliable, quarter-over-quarter standard.
• Establish a regular operating cadence with Marketing on messaging/content priorities and with Engineering on the differentiation story.
• Make progress on any near-term hiring needs for the mid-market team, with a clear onboarding and ramp plan for new reps.

By 12 Months

• Demonstrate measurable improvement in pipeline coverage, win rate, and quota attainment distribution across the team.
• Show reduced time-to-productivity for new reps and low regretted attrition in the sales org.
• Have partnered with HR on a finalized compensation and incentive plan that supports the mid-market motion.
• Be recognized by the CEO and executive team as a source of accurate, trusted pipeline and forecast reporting.

Qualifications

• 8+ years in B2B sales, including 4+ years managing AE teams at a Senior Manager level or above.
• Experience in industrial automation, robotics, logistics, or adjacent markets.
• Demonstrated experience leading a mid-market sector within a sales organization.
• Proven forecast and pipeline discipline in a CRM.
• Track record of coaching reps to consistent quota attainment.
• Experience selling technical products with multi-stakeholder buying groups.
• Fluency in a structured sales methodology (e.g., MEDDICC, Challenger, or similar) and outbound prospecting frameworks.

Bonus Qualifications

• Experience within a distribution or logistics industry.
• Experience with hardware.
• CapEx sales cycles within the last ~10 years.
• Experience developing individual contributors into first-line managers.
• Experience partnering with HR on commission plan design.
• Experience within a fast-paced, small team or startup environment.

Benefits & Perks

• Health benefits (Medical, Dental, Vision) through Aetna, Kaiser Permanente, and Guardian, with multiple plan tiers to choose from
• Ancillary benefits including accident, critical illness, and hospital indemnity plans (Voya)
• Company-paid basic life insurance, plus voluntary (supplemental) life for you and your dependents
• Short-term and long-term disability insurance, fully paid by Cyngn
• HSA and FSA (Health & Dependent Daycare)
• Employee Assistance Program
• 1:1 Health Concierge
• Company 401(k)
• Commuter Benefits
• Flexible PTO policy
• Paid Parental Leave
• Daily lunches for in-office employees and fully-stocked kitchen with snacks and beverages

What You Can Expect (Cyngn’s interview process)

• A real person will review your application
• We’ll kick off the process with a one-sided video interview where you’ll share a little more about yourself and we’ll get some basic questions out of the way
• A Recruiter touch point will go over the process in more detail and answer your questions
• A 45-minute interview with the hiring manager
• A full-loop interview process consisting of 3-4 additional conversations to gauge technical and soft skills and culture fit.
• A final onsite interview with the team.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Equal Opportunity Employer

Cyngn is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, ancestry, age, physical or mental disability, genetic information, marital status, familial status, military or veteran status, citizenship status, or any other characteristic protected by applicable federal, state, or local law. This policy applies to all aspects of employment, including recruitment, hiring, compensation, benefits, training, promotion, discipline, and termination.

If you require accommodation during the application or interview process due to a disability, please let us know and we will work with you to provide reasonable accommodation

A Note on Recruitment Scams

We've seen an increase in fraudulent job offers and phishing attempts impersonating real companies, including Cyngn.

To protect yourself:

• All official communication from Cyngn recruiters and hiring managers will come from an email address ending in @cyngn.com. We will never contact you from a personal email (Gmail, Yahoo, etc.) or via unsolicited text message or messaging app.
• Cyngn will never ask you to pay for equipment, training, background checks, or any other fees as part of the application or hiring process.
• We will never ask for sensitive personal or financial information (e.g., bank account or Social Security number) before you've been extended and have accepted a formal offer through official channels.
• If you receive a suspicious message claiming to be from Cyngn, please do not respond with personal information, and feel free to verify by reaching out to us directly through our official careers page.