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National Director Of Development Jobs in Decatur, GA

Orkin LLC

Director of National Accounts Sales

Atlanta, GA · On-site

$170K - $210K/yr

We are seeking a National Accounts Director of Sales to lead, rebuild, and grow Orkin's National Accounts sales organization. This is a pivotal leadership role responsible for developing strategy ...

Sentral

Director of Business Development

Atlanta, GA · On-site +1

$125K - $140K/yr

Sentral.com. and Duties Sentral seeks a commission-driven Director of Business Development to ... national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual ...

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National Director Of Development information

See Decatur, GA salary details

$42K

$80.6K

$158.2K

How much do national director of development jobs pay per year?

As of May 31, 2026, the average yearly pay for national director of development in Decatur, GA is $80,643.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,700.00 and $95,200.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a National Director of Development, and why are they important?

To thrive as a National Director of Development, you need expertise in fundraising strategy, donor relations, and nonprofit management, typically supported by a bachelor’s or master’s degree in a related field. Familiarity with donor management databases (like Raiser's Edge or Salesforce), CRM systems, and relevant fundraising certifications is highly beneficial. Exceptional leadership, communication, and relationship-building skills set top performers apart in this role. These competencies ensure the organization can secure vital funding, build lasting partnerships, and achieve its mission on a national scale.

What are some common challenges faced by a National Director of Development, and how can candidates prepare for them?

As a National Director of Development, one frequent challenge is balancing high-level fundraising strategy with hands-on donor cultivation across multiple regions. Candidates should be ready to navigate diverse donor landscapes, coordinate with regional teams, and adapt to varying local fundraising climates. Strong communication and organizational skills are essential for aligning national campaigns with local priorities and ensuring consistent messaging. Building relationships both internally and externally, and staying updated on philanthropic trends, will help address these challenges and drive successful development efforts.

What does a National Director Of Development do?

A National Director of Development is responsible for overseeing and leading an organization's fundraising and development strategies across the country. They manage donor relations, create and implement fundraising campaigns, and often supervise a team of development professionals. Their role is crucial in securing financial resources, building partnerships, and ensuring the long-term sustainability of the organization's mission and programs. This position typically requires strong leadership, communication, and strategic planning skills.

What is the difference between National Director Of Development vs Regional Director Of Development?

AspectNational Director Of DevelopmentRegional Director Of Development
Scope of ResponsibilityOversees development strategies across the entire country or multiple regionsManages development efforts within a specific geographic region
Work EnvironmentCorporate headquarters or national officesRegional offices or local branches
Required CredentialsTypically requires advanced degrees and extensive development experienceSimilar credentials but often with regional experience
Industry UsageCommon in nonprofit, education, and corporate sectorsCommon in nonprofit, education, and corporate sectors

The National Director Of Development focuses on nationwide strategies and initiatives, while the Regional Director Of Development concentrates on regional implementation. Both roles require similar credentials and are vital in their respective scopes within organizations.

What job categories do people searching National Director Of Development jobs in Decatur, GA look for? The top searched job categories for National Director Of Development jobs in Decatur, GA are:
What cities near Decatur, GA are hiring for National Director Of Development jobs? Cities near Decatur, GA with the most National Director Of Development job openings:
National Director Of Development jobs near you
Infographic showing various National Director Of Development job openings in Decatur, GA as of May 2026, with employment types broken down into 100% Full Time. Highlights an 75% In-person, and 25% Remote job distribution, with an average salary of $80,643 per year, or $38.8 per hour.
National Sales Director

National Sales Director

Clearwave Corporation

Atlanta, GA • On-site

Full-time

Posted 3 days ago

Job description

Who We Are:
Clearwave Corporation is a fast growing, innovative healthcare technology company based in Atlanta, Georgia that provides a complete patient-engagement platform for specialty practices. Our solutions simplify patient experiences and help practices grow and scale in our ever-changing healthcare environment, all to create a better all-around healthcare experience. With proven ROI, Clearwave improves practice revenues, reduces staff workload, and enhances the patient experience. Through self-service scheduling and check-in, patient communication, and insurance verification, Clearwave helps practices provide a digital-first, convenient, compliant, and safe experience that patients have come to expect from healthcare providers. With 95% client retention, we understand that we're stronger when we support our customers. Clearwave is committed to superior client onboarding and ongoing client success with an unsurpassed client-partner relationship.
About This Role
The National Director, Sales is a senior sales leadership role responsible for the performance, strategy, and growth of Clearwave's net new logo and solution engineering organization. This leader owns the full commercial engine end-to-end: pipeline generation strategy, deal execution quality, forecast accuracy, rep development, and the operating cadence that ties them together.
This is a coaching-led, strategy-driven role. The right person operates at two altitudes - close enough to the deals to know exactly where they're stalling and what to do about it, and senior enough to shape the team's go-to-market motion, segmentation, and capacity model over time. They run a disciplined sales process (MEDDIC or equivalent), set the standard for activity and pipeline rigor, and use data to drive every conversation about commercial health.
The motion is consultative and mid-market in complexity - multi-stakeholder, technical discovery required, and a defined sales cycle. This leader owns the execution of that motion, the development of reps who can replicate it, and the systems that make the current team perform at its best.
Why This Role Exists
Clearwave is investing in leadership of its Core segment - the deal motion that drives the majority of net new logo growth. As the business scales, it needs a leader who can bring process rigor, rep accountability, and coaching infrastructure to the Commercial org today, and who can build the team, playbook, and operating model that will support the next stage of growth. The National Director, Sales owns both: turning individual rep effort into a repeatable, forecastable engine, and shaping what that engine looks like 12-24 months out.
How Success Is Measured
This leader is accountable for team-level revenue outcomes, the process quality that makes those outcomes repeatable, and the health of the commercial operating system that supports them.
Metric
What It Measures
Team Bookings (ARR)
Net new ARR closed by the 3-rep Core team
Quota Attainment by Rep
Individual attainment per AE - spread and consistency across the team
Pipeline Coverage Ratio
Sufficient qualified pipeline relative to quarterly bookings target
Stage-to-Stage Conversion
Deal progression velocity through each stage of the sales process
Activity Metrics
Outbound activity, meetings held, demos completed per rep per week
Forecast Accuracy
Weekly commit vs. actual closed - signals pipeline hygiene quality
SE Utilization
SE time allocated to qualified opportunities with appropriate deal size and stage
Core Responsibilities
Strategic Leadership & GTM
  • Own the Core segment go-to-market strategy in partnership with Sales, Marketing, and RevOps leadership - territory design, segmentation, ICP refinement, and capacity planning
  • Build and evolve the commercial operating model: forecast cadence, deal review structure, pipeline review rigor, and the metrics that drive each
  • Partner with Marketing on demand generation strategy, message-market fit, and pipeline conversion economics - own the AE side of the funnel end-to-end
  • Represent the Core sales org in cross-functional leadership forums - product roadmap input, pricing and packaging discussions, GTM planning, and annual planning cycles
  • Maintain a high-performing team at its current footprint: workforce planning, backfill recruiting, onboarding, and ramp design - protect the bar on every seat

Pipeline Management & Funnel Acceleration
  • Own team pipeline health - maintain 3x-4x coverage at all times; identify and address gaps before they become missed quarters
  • Run weekly pipeline reviews with each rep: scrutinize stage accuracy, deal dynamics, next actions, and risk - not just totals
  • Hold the team to CRM hygiene standards: every active opportunity has a documented close date, next step, follows Clearwave Sales Methodology (akin to MEDDIC), and contact coverage mapped
  • Actively accelerate deals that are stalling - diagnose the root cause (champion strength, economic buyer access, competitive positioning, timing) and work it with the rep
  • Own monthly, quarterly, and annual forecasting with transparency and accuracy; present the commit and pipeline health directly to the executive team and represent the Core segment in board-level commercial reviews

Rep Coaching & Development
  • Coach reps in the trenches, not from the sidelines - attend calls, join demos, shadow discovery sessions, and debrief in real time
  • Use MEDDIC (or equivalent structured qualification framework) as the operating language of every deal review; hold reps accountable to understanding their deals, not just updating fields
  • Identify skill gaps at the individual rep level - call quality, discovery depth, multi-threading, negotiation, champion development - and build targeted coaching plans
  • Run deal strategy sessions with reps on complex or at-risk opportunities: stakeholder mapping, competitive response, commercial structure, and executive engagement
  • Develop rep capability in multi-threading: teach them how to build relationships above and beyond the initial contact, engage economic buyers early, and protect deals from single-threaded risk
  • Maintain consistent 1:1 cadence focused on deal-level coaching, skill development, and pipeline accountability - not status updates

Activity & Accountability Standards
  • Define weekly activity standards per rep - outbound touches, meetings booked, demos held, proposals out - and track against them consistently
  • Build a culture where activity visibility is expected, not punitive; use the data to coach and support, not just enforce
  • Identify early signals of pipeline degradation or rep performance risk and address proactively - before end-of-quarter scramble
  • Report team activity and attainment metrics to Sales Leadership on a defined cadence with clear commentary on trend and risk

Solution Engineer Management
  • Own the Solution Engineering function for the Core & Enterprise segment - manage a dedicated Solution Engineer aligned to the Sales team, with full accountability for deployment model, workload balance, and performance
  • Define SE engagement criteria: which deal stages, deal sizes, and customer profiles warrant SE involvement; protect SE time from premature or low-probability deals
  • Partner with SEs on pre-sales technical strategy - ensure they are positioned as solution experts, not just demo runners
  • Align SE feedback on product gaps, objection patterns, and competitive positioning back to Product and Sales Leadership

Process & Sales Methodology
  • Own sales methodology discipline across the Core team - not as a checkbox exercise, but as a genuine qualification and deal-execution framework
  • Run consistent deal reviews, QBRs, and forecast calls with clear structure and documented outcomes
  • Identify process breakdowns - handoff friction from BDR, proposal delays, legal bottlenecks - and work cross-functionally to remove them
  • Own the Core sales playbook end-to-end: what's working, what's not, what to invest in next, and what the team needs to close Core deals more consistently - and partner with Enablement to roll changes into onboarding, ramp, and ongoing rep development

What We're Looking For
The ideal candidate came up in a process-driven, high-velocity SaaS sales environment where MEDDIC (or MEDDPICC, SPICED, BANT-plus) was the operating standard - not a training slide. They've already led a sales team beyond the first-line management chair, have direct executive exposure, and know what good looks like at both the deal level and the org level because they've lived both. Healthcare or vertical SaaS experience is a plus.
Experience
  • 7+ years in B2B SaaS sales, with at least 4 years in a front-line management role leading quota-carrying AEs
  • Proven track record managing a team to a defined bookings target in the $5M-$10M range
  • Prior experience operating at Director level or above, or a clear track record of having outgrown a senior manager seat - comfortable owning org-level decisions, cross-functional initiatives, and exec-facing forecast and pipeline reviews
  • Background in a modern SaaS sales environment with a structured methodology (MEDDIC, MEDDPICC, SPICED, Challenger, or equivalent) - and the ability to teach it, not just practice it
  • Experience managing or collaborating closely with Solution Engineers / Pre-Sales in a complex sales motion
  • Healthcare IT, healthtech, or vertical SaaS experience is a plus - not a requirement

Skills & Behaviors
  • Exceptional deal coach: can diagnose exactly why a deal is stalling and give the rep a specific, actionable path forward
  • Pipeline fluency: reads a funnel like a financial statement - understands what the numbers mean, where the risk is, and what to do about it
  • Multi-threading mindset: obsessed with account coverage, economic buyer access, and protecting deals from single-threaded risk
  • Data-driven and accountable: tracks activity metrics without micromanaging, and uses data to have honest performance conversations
  • Strong CRM discipline: expects clean pipeline hygiene from the team and models it themselves
  • Collaborative without being passive: works well with Marketing, BDR, SE, and CS - and will push back when the process is broken
  • Comfortable in a mid-market motion where deals are complex enough to require real discovery and fast enough to require real discipline
  • Strategic operator: can move between deal-level coaching and org-level planning without losing altitude in either
  • Executive presence: communicates clearly and credibly with the C-suite, board, and cross-functional peers - and represents Sales' point of view with conviction
  • Builder, not just operator: has hired, ramped, and scaled teams before - and treats team-building as part of the job, not a distraction from it

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