Founding Sales Lead

Hiring tools built by tech-first recruiters who lived the pain.

RisePoint Careers is a Calgary-based B2B hiring solutions company on a mission to make recruitment faster and clearer on both sides of the table. The team builds two products: Spark Enterprise, a recruitment operating system for lean hiring teams with explainable ATS scoring and a Kanban interview workflow, and SparkCareers, a free clarity tool that helps job seekers see how their CV stacks up before they apply.

The founders are tech-first recruiters — they have felt the pain of hiring with bloated, expensive ATS tools, and they have built the platform around the friction, not the other way around. There is early traction. There are paying users. There is a product-market fit hypothesis that needs sales execution to validate.

100 paying customers. 90 days.

That is the brief. Not a stretch goal, not a vanity target — the validation number that tells RisePoint the product-market fit hypothesis is real and the business model is worth scaling. The founder will set direction; you will own everything from first contact through closed deal.

This is a Founding Sales Lead role in the literal sense: you are the first sales hire, you build the playbook, and you are measured on revenue, not activity.

The whole funnel. Top to bottom.

This is a full-cycle role. You own the pipeline end to end, and you bring a multichannel outreach approach — phone, LinkedIn, email, warm intros, content, whatever opens the door. The best B2B sellers do not pick one channel and pray; they sequence them. The playbook is yours to build.

• Prospect — identify and qualify ideal customer profiles in RisePoint’s B2B target market.
• Outreach — run a multichannel motion. Cold calling is a real plus and should be in the mix, alongside LinkedIn, email, and whatever else moves the needle.
• Demo — deliver compelling product demos of Spark Enterprise that make the value proposition obvious to busy hiring teams.
• Close — negotiate and convert. Move deals from interested to paying without losing the room.
• Operate — build and manage a healthy pipeline. Track activity, report progress, surface what is and is not working.

You bring ideas and strategies to the table without waiting to be asked. Founder sets direction, sales execution is entirely yours.

The traits that matter.

• Track Record
  You have closed before
  Proven full-cycle B2B sales experience. You have owned a pipeline from prospecting through to close — not just inherited warm leads or worked one slice of the funnel.
• Channel Range
  You move across channels
  Phone, LinkedIn, email, warm intros — you sequence them based on the buyer, not the script. Comfort cold calling is a real plus; the willingness to pick up the phone when that’s what the deal needs is non-negotiable.
• Autonomy
  You do not need daily direction
  You stay productive and focused without a manager checking in. You design your week, work your pipeline, and surface decisions when they need to be made — not before.
• Communication
  You build rapport, then value
  You build trust quickly and articulate the product’s value clearly. You read the room, ask sharper questions than the buyer expected, and close on substance.
• Drive
  You meet the number
  Target-driven with a track record of meeting or exceeding sales goals. 100 paying customers in 90 days does not panic you — it focuses you.
• Nice to Have
  SaaS, HR tech, or recruitment
  Experience selling SaaS, HR tech, or recruitment-related products. Familiarity with ATS platforms, video interviewing tools, or hiring workflows. A working relationship with CRM tooling. None of these are required, all of them help.

What you'll earn.

Specialist-tier compensation paid in USD. The engagement starts fractional at 15–20 hours per week and scales to full time for the right hire as pipeline and revenue compound. Every engagement includes a $100 monthly add-on covering tier incentive and standing transfer-fee adjustment — applied on top of base. Month-to-month, with room to grow.