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Job title: Director/VP of Sales Training and Enablement

Location: Remote, US

Travel Requirement: 50-75%

Company Overview:

Company: Formed in 2025, Galaxy is a rapidly growing coalition of commercial door, gate, dock, and access control companies. Galaxy partners with outstanding companies and invests in their growth, working every day to achieve our mission. Galaxy does not operate like a traditional private equity firm or a large strategic player, but rather as an alliance of like-minded owner operators driven by the vision of building a leading network of premier service providers across the United States. We've partnered with 9 brands to date, and anticipate maintaining a similar trajectory in 2026 and beyond.

Mission: We exist to enrich the lives of our people and keep our customers open and prospering. We are nothing without our people, and our service is as non-discretionary and mission critical as it gets.

Values: We live our values in every facet of the business: 1) Now. Not Tomorrow; 2) Own the Outcome; 3) Win Together 4) Better Every Day; 5) Love What You Do.

The Role:

Galaxy is seeking a Director/VP of Sales Enablement and Training to create a Center of Excellence focused on sales execution. The COE's mandate is to help our brands build and execute a sales growth flywheel through three levers: (A) the sale and execution of preventative maintenance agreements and related pull-through work, (B) structured account management and wallet share growth within our existing customer base, and (C) organization-wide lead generation.

Importantly, this is not a quota-carrying sales position. Given the importance of local relationships and clear P&L responsibility at the brand level, prospecting and account management team members will continue to reside within our brands and report to existing GMs and brand presidents. The COE will function as an enabler and force multiplier — bringing expertise, coaching, systems, and playbooks to sales execution across all brands.

Success in this role hinges on both structure and relationships. This person must be someone our brand presidents, GMs, and field teams genuinely want in their building — a trusted partner who earns influence through expertise, humility, and results, not title or authority. The best candidate will be as comfortable riding in a service truck as presenting to leadership, and will be energized by the diversity of personalities and cultures across our portfolio.

The leader will be viewed as a growth partner to our brand presidents, a coach and mentor to our sales teams, and an organic growth driver to our executive leadership team.

The Director/VP will have a four-part mandate:

1. Playbooks and SOPs: Define what "great" looks like across outbound prospecting/PM sales and account management. Codify it into a repeatable, scalable set of SOPs that any Galaxy brand can deploy. This includes target list building and lead sourcing, prospecting cadences and PM value propositions, objection handling and funnel management, customer scoring and expansion triggers, renewal and wallet share growth workflows, and pipeline reporting. Create clear activity benchmarks and output goals at the individual and brand level that Brand Presidents can use to drive accountability, calibrated to territory size, market opportunity, and brand maturity. Define excellence in sales management, including compensation design and execution targets.
2. Training (The Galaxy Sales Academy): Design and build structured sales training programs, starting with an onboarding program every new prospecting hire completes before going live. The Academy will cover product and industry knowledge, sales methodology, target list building, funnel management, tool proficiency (ServiceTitan, Convex, etc.), field ride-alongs, role-play practice, and a certification gate. Within the first year, expand the Academy to include account management programs, sales leadership development, and ongoing skill-building for tenured team members. The leader will own the curriculum, deliver the training directly in early stages, and evolve the program as the platform scales.
3. Sales Team Building: Partner with Galaxy's recruiting team and brand leadership to hire the first 1–3 outbound prospecting roles at each brand. This includes defining ideal candidate profiles, writing job descriptions, supporting the interview process, and building the business case that helps brand leaders see dedicated prospecting as an investment in growth. Advise brand leadership on when and how to formalize account management — whether through dedicated roles or by coaching existing team members to sell more effectively into the base. The Director/VP won't own headcount decisions (those belong to brand presidents) but will serve as the expert resource and trusted advisor on all sales hiring and team design.
4. Coaching, Performance Management, and Community: Support brand presidents through ongoing hands-on coaching — ride-alongs, call reviews, pipeline accountability, account plan reviews — across both prospecting and account management. Build performance dashboards and tracking cadences, and establish regular coaching rhythms at the brand and national level. Create a national community among Galaxy's sales professionals, including peer learning forums, cross-brand collaboration, and recognition programs that drive identity, healthy competition, and retention across the portfolio.

While the position is remote, this is a boots-on-the-ground role. The Director/VP will spend significant in-person time with our brands (understanding their distinct cultures and processes), customers (understanding region-specific pain points), and team members (doing ride-alongs, delivering training, and coaching).

Qualifications:

• 7+ years of combined sales and sales leadership experience in a commercial field services environment (commercial doors, fire & life safety, HVAC, mechanical, elevator, electrical, plumbing, or similar). Must have direct personal experience in outbound prospecting, selling service/PM agreements, and growing revenue within an existing customer base through structured account management.
• 3+ years leading, hiring, training, and coaching outbound prospecting or business development teams — with a demonstrable track record of building the function, not just inheriting it.
• Proven experience designing sales training programs, onboarding curricula, and structured playbooks that have been deployed across multiple locations or branches.
• Hands-on experience with field service CRM/software platforms (ServiceTitan preferred) and comfort translating field activity into pipeline data, dashboards, and actionable reporting.
• Demonstrated ability to drive change through influence, trust, and collaboration rather than mandate — particularly in decentralized, owner-operator environments where brand autonomy matters.
• Exceptional communicator who can coach an entry-level prospecting hire in the morning, advise a brand president at lunch, and present to executive leadership in the afternoon.
• Process-driven and data-oriented, with a natural instinct to measure what matters and build systems that scale.
• Strong bias for action and team-first mentality. This role requires someone who is energized — not drained — by heavy travel and time in the field.