How to hire an account executive-field

How to hire an account executive-field, step by step

Here's a step-by-step account executive-field hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an account executive-field job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new account executive-field
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your account executive-field job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an account executive-field for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect account executive-field also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of account executive-field salaries for various roles:

   Type of Account Executive-Field	Description	Hourly rate
   Account Executive-Field		$23-50
   Regional Sales Representative	A regional sales representative is responsible for selling goods and services to their designated areas by interacting with potential customers, demonstrating the product's features and functions, and responding to their inquiries and requests. Regional sales representatives should be highly communicative to negotiate with the customers to increase product sales and boost the company's profitability... Show more	$19-38
   Business Developer	A business developer specializes in conducting in-depth business analysis and crafting various strategies that would not just help a business grow, but also strengthen client base and brand awareness. One of their primary responsibilities revolves around identifying areas in need of improvement... Show more	$31-75

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CRM
   • Product Knowledge
   • Technology Solutions
   • Account Management
   • Cloud
   • Business Relationships
   • Account Executives
   • Geographic Territory
   • K-12
   • Pipeline Management
   • Customer Relationships
   • Business Development
   • EMC
   • Value Proposition

   Check all skills

   Responsibilities:

   • Manage all aspects of tactical implementations, including creative and technical development, measurement, reporting and ROI analysis.
   • Track deals and keep detailed notes in CRM database.
   • Maintain an accurate customer relationship management system (CRM) by entering daily activities and account updates.
   • Utilize SalesForce automation to effectively generate accurate sales forecasting, develop territory planning strategy, and produce detail client reporting.
   • Develop individual account base through telemarketing, cold-calling & prospecting.

3. Make a budget

   Including a salary range in your account executive-field job description is one of the best ways to attract top talent. An account executive-field can vary based on:

   • Location. For example, account executive-fields' average salary in mississippi is 38% less than in connecticut.
   • Seniority. Entry-level account executive-fields 53% less than senior-level account executive-fields.
   • Certifications. An account executive-field with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an account executive-field's salary.

   Average account executive-field salary

   $72,343yearly

   $34.78 hourly rate

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   Entry-level account executive-field salary

   $49,000 yearly salary

   Updated December 18, 2025

4. Writing an account executive-field job description

   An account executive-field job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an account executive-field job description:

   Account executive-field job description example

   We're looking for problem solvers, innovators, and dreamers who are searching for anything but business as usual. Like us, you're a high performer who's an expert at your craft, constantly challenging the status quo. You value inclusivity and want to join a culture that empowers you to show up as your authentic self. You know that success hinges on commitment, that our differences make us stronger, and that the finish line is always sweeter when the whole team crosses together.
   
   Close net new business responsible for all opportunities and accounts assigned in the territory, with the goal of turning as many opportunities into closed-won deals as possible. Collaborate with pre-sales and post-sales support resources throughout sales campaigns. Serves customers in a trusted advisor role by always keeping the customer's best interests at the forefront. Being available to customers in a consultative capacity even during those times the customer is not in the market.
   Responsibilities:
   Prospecting Accounts - Prospect for new business across multiple functional areas within the company, including leveraging leads provided by marketing, and maintain the appropriate pipeline coverage Building Relationships - Gain a deep understanding of the customer's processes and problems. Ensure the right questions are being asked and answered. Bring unique value to every interaction. Develop relationships with multiple buying personas within the prospect account Articulating Value - Connect prospect's business objectives (both functional and corporate) with Alteryx solutions. Deploy a customer-centric approach in understanding how Alteryx can do so Driving Sales Execution - Lead enterprise agreements to close being proactive in all aspects of opportunity development. Prepare accurate forecast, building a funnel to cover bookings target, documenting activities in Salesforce and performing other tasks necessary to drive revenue and communicate activities to sales management Closing Opportunities - Develop and actively manage interactions within the customer buying cycle using standard processes. Handle different kinds of sales scenarios and negotiate in a manner that drives towards close. Gain buy-in from multiple stakeholders Driving Revenue - Create pipeline to hit your monthly, quarterly and annual revenue targets Effective Account Coordination - Use a disciplined approach to effectively and efficiently involve pre-sales and post-sales support. Leverage industry expertise as needed Demonstrating Alteryx Proficiency - Be proficient with a working knowledge and understanding across all Alteryx products and solutions
   
   Qualifications:
   Minimum of 5 years of B2B quota-carrying sales experience at a software/technology company Minimum 3 years field sales Proven success closing net new accounts while cross and upselling existing customers Previously worked in software sales selling to multiple lines of business Track record of qualifying and closing consultative led sales cycles, particularly multi-year and subscription-based Experience identifying and closing small wins ($25K - $100K) while managing longer, complex sales cycles in the $300-$500K+ range Experience selling to and influencing C-level executives while building consensus among the buying teams at Global 2000 companies Excellent communication, selling and presentation skills Exceptional time and people management skills to marshal resources and advance opportunities Well-versed in the data-analytics industry and strong knowledge of competitor products and capabilities Bachelor's degree or equivalent work experience Ability to travel 20-30% of the time
   #LI-LG1
   Find yourself checking a lot of these boxes but doubting whether you should apply? At Alteryx, we support a growth mindset for our associates through all stages of their careers. If you meet some of the requirements and you share our values, we encourage you to apply. As part of our ongoing commitment to a diverse, equitable, and inclusive workplace, we're invested in building teams with a wide variety of backgrounds, identities, and experiences.
   
   Benefits & Perks:
   Alteryx has amazing benefits for all Associates which can be viewed here.

   Copy this example

   

5. Post your job

   There are a few common ways to find account executive-fields for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your account executive-field job on Zippia to find and attract quality account executive-field candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit account executive-fields, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new account executive-field

   Once you've found the account executive-field candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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