{"id":434600,"url":"https://alion.io/job/crain-communications-sales-director","title":"Sales Director","company":{"id":170976,"name":"Crain Communications","domain":"crain.com","url":"https://alion.io/company/crain-communications","size_band":"501-1000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":null},"role":"Sales","role_family":"Sales","seniority":"head","employment_type":"full_time","work_mode":"hybrid","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["New York, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":150000,"max":225000,"currency":"USD","period":"year","gross":null,"usd_annual":225000},"salary_estimate":null,"experience_years_min":10,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Instagram","optional":false},{"name":"LinkedIn","optional":false},{"name":"Salesforce","optional":false}],"status":"live","first_seen_at":"2026-07-22T00:00:00Z","employer_posted_date":"2026-07-22","last_verified_at":"2026-11-10T11:26:25Z","board_verified":true,"closed_at":null,"days_open":111,"trust":{"level":"stale","repost_count":0,"flags":["stale"],"days_open":111},"description":"Description\nSales Director\nAdAge is looking for a dynamic Director of Sales to bring innovative thinking and strong analytical skills to help grow our business. This person will help drive revenue generation across our portfolio of media assets by identifying growth opportunities.\nIn this role, the incumbent will interface with business leaders across multiple functions, both inside and outside Sales, including regular meetings with the heads of various departments to brainstorm regarding product launches or proposals and manage a team of Account Executives. They are also accountable for meeting the business’s monthly/quarterly/annualsales goals, including tracking, and managing the advertiser pipeline.\nSuccess in this role will be evaluated based on the following criteria:\n1. Maximize all brand revenues; digital, conferences, print\nIdentify new revenue opportunities via internal analytics/market/salesfeedback identifies new markets and designs and delivers special programs, as well as other innovative revenue generating opportunities for the business.\nDevelop and execute strategic plan to achieve sales targets and expand our customer base.\nServe as the lead information gathered by maintaining regular top-level sales calls to clients and agencies and be immediately available to assist with problems develop those salespeople cannot initially handle.\nAnalyze pipeline and lead data, deliver periodic reporting to the sales and marketing teams providing key business insights.\nManage the sales budget for the brand by working with Associate Publisher to establish the brands annual revenue goals.\nCollaborate with Associate Publisher to establish proper spending levels to achieve ad page, online, custom content and event revenue goals.\nDevelop sales commission/incentive programs and contests working collaboratively with Associate Publisher.\nProvide competitive feedback to Associate Publisher so all marketing strategies are developed with necessary input about tactics and strategies of competitive publications.\n2. Managing the Sales Team.\nOversee the day-to-day leadership of the department, staffing, tracking against departmental and business goals, and team motivation.\nMotivate the sales force through personal involvement, consultation, support and by setting an example of leadership through action.\nEnsure customer service standards are high and continually improving. Work with internal teams on behalf of clients to ensure the highest level of customer service.\nWork collaboratively with the sales and marketing teams to foster a culture of continuous process improvement, and ensure transparent communication takes place regularly making sure sales team employees understand Crain’s culture, values, and business strategy.\nDrive the successful implementation and adoption of the sales CRM, Salesforce.\nMaintain up to date prospects, clients, agencies, and promotion list.\nWork with Production and Digital Ad Ops to ensure that all insertion orders, positioning requests, and campaigns are properly handled and fulfilled. The Advertising Director must also handle client complaints incurred by production errors, campaign errors, and any disputes that might arise from clients. The Advertising Director should recommend solutions to Publisher for any make-good or credit requests coming from client disputes and work collaboratively to see disputes are settled amicably and quickly.\n Vice President will regularly review (e.g., at least monthly) the performance of all sales personnel.\nA minimum of 10 years’ experience in selling with a minimum of 3 years’ experience managing a sales team.\nGood judge of people and character.\nDemonstrated strong leadership qualities.\nSuperior communicator.\nAbility to spot and respond to problems and opportunities quickly.\nCreates effective sales strategies.\nWorking knowledge of research, promotion, and all current digital advertising programs.\nAbility to put needs of subordinates/team ahead of personal desires.\nDemonstrates strategic thinking beyond sales function for the development and advancement of the brand.\nAbility to work in a hybrid environment. 2-3 days in New York City Office\nPreferences\nB to B media sales experience a must.\nThis position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.\nPay Transparency Disclosure:\nThe estimated salary range for this position is $150,000 to $225,000.\nThe final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.\n@adage\nBrand Overview:\nAd Age is a daily must-read for an influential audience of decision makers and disruptors across the marketing and media landscape.\nCreated in 1930 to cover a burgeoning industry with objectivity, accuracy, and fairness, Ad Age continues to be powered by award-winning journalism. Today, Ad Age is a global media brand focusing on curated creativity, data and analysis, people and culture, and innovation and forecasting.\nFrom vital print editions to must-attend events and innovative platform offerings, its industry-leading offerings include the coveted A-List & Creativity Awards, Ad Age Small Agency Conference, and proprietary data such as the Leading National Advertisers Report from the Ad Age Datacenter.\nwww.adage.com\nLinkedIn\nInstagram\nX\nFacebook\n@adage\nEnvironmental Demands\nWhere you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determinedby the needs of the specific team and may include on-site, hybrid or remote.Employee work location is subject to change.\nAn “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the managerapproves. \nA “remote” role would allow an employee to work from a home office that is inone of the states Crain does business in. We can only employ a remote / \"work from home\" employee if they residein one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.\nA “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’sapproval, subject to change.\nEmployees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.\nMany positions will also include work donein “the field.” Depending on the role, this may include conducting in-person interviews, attending work-relatedevents, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves.Employees may be exposed to adverse environmental conditions, specifically during field work. Othertypicaljob functions are performed under conditions such as those found in general office work.\nTravel to cover news stories/events, meetingswith clients,and to our geographically separated offices may be required. It is the nature of many positionsto experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-relatedevents, story development or breaking news. Most employees perform work Monday through Friday, although early-morning,evening or weekend shifts may be required.Work schedule and travel requirements are subject to change as a role and needs evolve over time.\nPhysical Demands\nThe physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crainjobs and are subject to change.\nPhysicalactivities willinclude frequent in-personor virtualinteractions.For most positions, it isessential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintaindocuments within filing systems.Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading.The typical physical requirements arelight work-exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequentlyand may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion. Some positions will have additionalphysical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.\nReasonable accommodations may be made to enable individuals with disabilities to perform the essential job functionsand meet the environmental and physical demands of the role.\nEqual Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)","description_format":"text","description_chars":9893,"description_truncated":false,"requirements":{"experience_years_min":10,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"phd","optional":false},"security_clearance":false,"languages":[]},"benefits":["Growth opportunities","Home office","Retirement plans"],"hiring_locations":[{"name":"United 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