How to hire a vice president, us sales

How to hire a vice president, us sales, step by step

Here's a step-by-step vice president, us sales hiring guide:

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

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1. Identify your hiring needs

   The vice president, us sales hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   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 vice president, us sales 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.

   This list shows salaries for various types of vice presidents, us sales.

   Type of Vice President, US Sales	Description	Hourly rate
   Vice President, US Sales	Sales managers direct organizations' sales teams. They set sales goals, analyze data, and develop training programs for organizations’ sales representatives.	$50-96
   Sales Manager	Sales managers are responsible for leading the organization's sales team. They oversee the progress and performance of the whole team, set area assignments to team members, and set weekly or monthly quotas... Show more	$20-62
   Technical Sales Manager	A technical sales manager is responsible for monitoring the sales techniques and performance of the sales team in selling technical services and systems to the customers. Technical sales managers coordinate with clients to discuss and negotiate offers of new products and services... Show more	$43-89

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Strategy
   • Sales Growth
   • Business Development
   • CRM
   • Sales Plan
   • Product Portfolio
   • Sales Process
   • Product Development
   • Sales Organization
   • Revenue Growth
   • R
   • Product Line
   • Trade Shows
   • RFP

   Check all skills

   Responsibilities:

   • Limit resources and personnel are managed for highest shareholder ROI.
   • Manage cross-selling opportunities between all business segments.
   • Organize tradeshow planning for the best ROI.
   • Roll out national CRM and electronic order process.
   • Refine the RFP process and improve internal communication.
   • Launch the company's first software application; WIATracker (TM) (eGov SaaS portal).

   More vice president, us sales duties

3. Make a budget

   Including a salary range in the vice president, us sales job description is a good way to get more applicants. A vice president, us sales salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a vice president, us sales in Tennessee may be lower than in Oregon, and an entry-level engineer typically earns less than a senior-level vice president, us sales. Additionally, a vice president, us sales with lots of experience in the field may command a higher salary as a result.

   Average vice president, us sales salary

   $144,800yearly

   $69.62 hourly rate

   ---

   Entry-level vice president, us sales salary

   $104,000 yearly salary

   Updated December 22, 2025

   Average vice president, us sales salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$173,441	$83
   2	New York	$146,565	$70
   3	Michigan	$140,645	$68
   4	Texas	$140,402	$68
   5	Georgia	$133,873	$64
   6	North Dakota	$128,531	$62
   7	Minnesota	$125,334	$60

   Average vice president, us sales salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Sysco	$145,757	$70.08	70
   2	Vivo Inspire	$141,978	$68.26	15
   3	JPMorgan Chase & Co.	$141,159	$67.86	1,060
   4	EBSCO Industries	$140,040	$67.33
   5	Light	$139,658	$67.14
   6	Mersen USA BN Corp.	$138,529	$66.60
   7	Upstream USA	$137,760	$66.23
   8	Barclays	$137,293	$66.01	10
   9	BlueSnap	$131,881	$63.40
   10	Morgan Stanley	$130,038	$62.52	112
   11	ABB	$122,048	$58.68	45
   12	Fortanix	$116,508	$56.01

4. Writing a vice president, us sales job description

   A vice president, us sales 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. To help get you started, here's an example of a vice president, us sales job description:

   Vice president, us sales job description example

   Fortanix Inc., the data-first multi-cloud cyber security company, was founded to solve cloud security and privacy and pioneered a new type of security technology, Confidential Computing, to deliver its vision. Data is spread across clouds, SaaS, applications, and storage systems. Security teams struggle to track, much less secure it. Fortanix empowers customers to secure all this data with a centralized solution. Confidential computing protects applications and the sensitive data they process from unauthorized access and tampering at runtime, extending the security already in place for data at-rest and in-motion across the network.
   
   Fortanix was the first company to deliver enterprise applications of confidential computing and today is the leader in enabling real-world uses of this technology. The company had another outstanding year for its fiscal year ending January 31, 2021. New sales for 2020 were 275% of the record results from 2019, despite the global economic challenges presented by the pandemic. The company grew its workforce around the world to address increased global demand for its innovative data security solutions, particularly solutions for multi-cloud environments.
   
   According to the Global Information Inc. 2021 report, the global Confidential Computing market was valued at USD 2.69 billion in 2020, growing with 35.2% CAGR during the forecast period, 2021-2027...The confidential computing market is anticipated to witness tremendous growth in the next few years, owing to the increasing security risks and growing need for sensitive data protection from external data attacks.
   
   At Fortanix we are building an industry-leading sales organization capable of fueling aggressive, sustainable growth into large enterprise accounts. Enterprise Sales at Fortanix is a collection of proven Global 1000 hunters who embrace the challenge of leading highly-visible customer engagements with the worlds largest brands and delivering powerful business value through our Confidential Computing platform. Our team of Enterprise Account Executives (AEs) is scaling rapidly across North America and EMEA, and we see a unique opportunity to expand our footprint in the US West Region specifically.
   
   To that end, Fortanix is in search of a proven enterprise sales leader to drive the expansion of our team and business across the Western US. Reporting to the Chief Revenue Officer, were looking for a player/coach to scale a high-performing team of Enterprise AEs skilled at driving revenue across enterprise accounts in a highly competitive, rapidly maturing security category.
   
   The ideal candidate will bring a track-record of consistent overachievement as an enterprise seller, and experience leading a team that is skilled in selling into the Global 1000. Were looking for a hands-on leader who wants to be directly involved in key deals, in addition to coaching and team-building. As a member of Fortanixs leadership, youll serve as a strategic partner across the broader GTM organization, providing guidance on account strategy, deal prioritization, and value-selling best practices.
   Responsibilities: Develop and execute territory account plans to achieve software quota responsibilities for your team and the region through direct selling and partners. Recruit, retain, and scale an industry-leading team of seasoned, senior AEs with previous experience hunting large enterprise logos and selling to the C-suite. Drive a best-in-class sales methodology framework which includes rigorous qualification and navigation of complex enterprise software deals; Implement and enforce MEDDPICC qualification process. Manage effective working relationships with Channel Partners, Technical Sales Engineers, Consulting Professionals, Sales Development, and Marketing Champion value and consensus selling across our GTM organization and enable AEs to create their own territory account strategy Engage with other functions across the company, as well as Fortanixs partner ecosystem, in support of sales pursuits and revenue growth Maintain a strong working knowledge of our core personas, competitors, product offering, and named account Requirements Requirements: 10+ years of successful, growth-oriented enterprise software sales experience with at least five years of leadership experience; Proven track record of selling enterprise solutions (ideally security platform solutions) and increasing revenue through net-new customer acquisition, whether selling direct or through strategic partner channels (GSIs, Consulting Partners, etc) Consistent track record of surpassing individual and team revenue targets Demonstrated ability to sell to CXO, technical buyers, and Line of Business, successfully emphasizing business value versus product Excellent presentation, negotiation, and executive engagement skills Coaching direct reports on strategies to drive sales wins Accurate reporting on sales activity and forecasting; consistent monitoring of the sales activity of the team, and tracking of results Bachelor's degree; MBA preferred or relevant experience Willingness to travel up to 50% (post-COVID)
   What we value We value a growth mindset. High-performing creative individuals who dig into problems and see the opportunities for success We believe in individuals who seek truth and speak the truth and can be their whole selves at work. We value all of you that believe improving is always possible. At Fortanix everything is a work in progress we can do better at everything. We emphasize an environment of teaching and learning to equip employees with the tools needed to be successful in their function and the company. Benefits Competitive compensation and equity package Medical/Dental/Vision benefits for both you and your dependents 401k retirement plan (No matching) Flexible time off and paid parental leave Opportunity to work with passionate people in a mission-driven company
   Fortanix is an equal opportunity employer that celebrates diversity and is committed to creating an inclusive workplace with equal opportunity for all applicants and teammates. Our goal is to recruit the most talented people from a diverse candidate pool regardless of race, color, religion, age, gender, gender identity, sexual orientation, or any other status. If youre interested in working in a fast-growing, exciting working environment we encourage you to apply!

   Copy this example

   

5. Post your job

   To find the right vice president, us sales for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with vice presidents, us sales they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit vice presidents, us sales who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your vice president, us sales job on Zippia to find and recruit vice president, us sales candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with vice president, us sales candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   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 vice president, us sales

   Once you have selected a candidate for the vice president, us sales position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new vice president, us sales first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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