The Role
The Account Executive will acquire new employer customers, drive Function Health adoption, and ensure successful activation of health benefits for mid-sized companies. Responsibilities include full sales cycle management, consultative presentations, and collaborating with various teams for successful client onboarding.
Summary Generated by Built In
Segments Covered: Employers with 500–4,999 employees
Role Type: Individual Contributor (IC)
About the Role
The Director of Sales, Lower Mid-Market (LMM) segment is responsible for acquiring new employer customers and driving Function Health adoption across companies with 500–4,999 employees. This role is designed to mirror benefits industry norms, signaling experience and credibility with HR and Total Rewards leaders. You will be responsible for full-cycle sales—from prospecting to contract execution to launch partnership—with clear incentives tied to new employer acquisition, strong activation, and high-quality plan design.
Responsibilities
- Own the entire sales cycle for employers in the 500–4,999 employee range.
- Prospect, qualify, and build pipeline through brokers, consultants, and direct channels.
- Deliver compelling consultative presentations to HR, Benefits, and Total Rewards leaders.
- Partner with sales engineering, product, clinical, and leadership resources to shape customer solutions.
Activation & Launch Success
- Work with Customer Success to ensure strong activation and employee engagement at launch.
- Drive first-year success metrics, including adoption and program design quality.
Plan Design & Contract Optimization
- Promote strong employer plan design, including:
- Full subsidy or first-dollar preventive coverage
- Multi-year agreements
- Eligibility expansion beyond initial pilots
- Leverage bonus kickers tied to subsidy decisions and contract structure.
Expansion Ownership (Months 0–9)
- Earn expansion credit for:
- Adding new employee groups
- Converting pilots or executive-only programs to full population
- Moving from voluntary programs to subsidized programs
Quota & Performance Expectations
- Quarterly quotas aligned to the annual target of 10–14 new logos per year.
- Ramp period:
- Q1: 50% quota
- Q2: 75% quota
- Q3+: Full quota
Qualifications
- 5–8+ years of B2B sales experience, ideally in health benefits, digital health, or employee wellbeing.
- Track record of exceeding quota in mid-market sales.
- Experience selling into HR, Total Rewards, and benefits consultants preferred.
- Strong consultative and solution-oriented sales skills.
- Ability to operate autonomously in a fast-scaling environment.
We're aiming to build a diverse team and an inclusive company culture. We are an equal opportunity employer and do not discriminate based on race, ethnicity, nationality, religion, sex, gender, gender identity, gender expression, sexual orientation, age, disability, veteran status, genetic information, marital status, or any legally protected status.
Important Notice: Legitimate communication from the Function Health team will always come from an email address ending in @functionhealth.com. Function Health will never request personal information such as banking details or payment during the hiring process. Please be cautious of communications or job offers that come from other email domains, instant messaging platforms, or unsolicited calls. If you ever have doubts about the legitimacy of a communication, please reach out to us directly at [email protected].
Skills Required
- 5-8+ years of B2B sales experience
- Track record of exceeding quota in mid-market sales
- Strong consultative and solution-oriented sales skills
Function Health Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Function Health and has not been reviewed or approved by Function Health.
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Retirement Support — Pay packages are described alongside a competitive 401(k) match program, which can strengthen overall total-rewards value. This adds a longer-term financial benefit beyond cash compensation.
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Healthcare Strength — Comprehensive health insurance options for employees and families are described as part of the benefits package. That breadth can materially increase perceived compensation value, especially for dependents.
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Leave & Time Off Breadth — An open time-off policy plus a set of company holidays is described as part of the offering. This can improve the overall rewards experience even when cash pay varies by role.
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The Company
What We Do
One mission—empowering you to live 100 healthy years. Starting with 100+ lab tests and insights from medical experts in heart, hormones, cancer, and more
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