About the role

About Paraform. Paraform is the first end-to-end AI recruiting marketplace, connecting companies with thousands of specialized recruiters and AI agents that work together to fill roles faster and more accurately. We hire for companies like Ramp, Decagon, Rippling, and Hightouch, and we 8×'d revenue last year. We're an early-stage, fast-moving team combining a network of expert recruiters with agentic AI tooling. The role. We're hiring a Director to own new business at Paraform — the team, the motion, and the shape of the org that comes after it. You'll inherit our A-team of six to eight account executives selling into the fastest-growing startups in the country, and within a couple of quarters you'll be hiring managers underneath you and building a second line. You'll report to our Head of Demand Sales and sit as a core member of the Demand leadership team alongside marketing and engagement management. Two things make this a Director seat rather than a management seat. The first is that the demand org's structure is genuinely undecided — segmentation, vertical coverage, and the path upmarket are yours to design, not to inherit. The second is that the outbound motion has to be rebuilt from the ground up. Our AEs already cold call and send LinkedIn messages; it isn't the motion that wins in our market. The pipeline that converts here comes out of VC networks, founder communities, dinners, and conferences — investors making introductions because they know you personally. You've built pipeline that way yourself, you've taught a team to do it, and you can install it as a system. WHAT YOU'LL DO - Own new business end to end. Pipeline generation, deal execution, and attainment across the AE team, with a high-velocity motion into seed through Series B founders. You carry the number and the forecast. - Design the org, not just the team. Decide how we segment, where verticalization earns its keep, what the headcount plan looks like, and how coverage changes as we go upmarket. Bring a point of view and defend it. - Build the second line. Promote from within where you can and hire externally where you can't. Within two to three quarters you should have at least one manager reporting to you and a bench behind them. - Install the social-selling motion. Build the VC-referral loop, the dinner program, and the conference presence our outbound is missing — then make it a repeatable system that runs without you in the room. - Take us upmarket. AEs own accounts for 30 days today, which is deliberately high-velocity and, yes, disincentivizes long-tail growth. We're moving to a 60–90 day window with revenue sharing on strategic accounts targeted for Q1. How we actually climb from SMB and seed/Series A into larger accounts is an open question you get to answer. - Partner across the business. Work with marketing and engagement management on liquidity, and with product on how our next products go to market — we'll be multi-product within six months. WHAT WE'RE LOOKING FOR - 7–10 years in sales with four-plus years leading, and visible progression through them. Manager → senior manager → director, or a comparable arc. We're looking for slope: quick promotions, scope that compounds, and ideally an IC-to-manager promotion inside the same company because it means someone bet on you. Long tenure at a flat level is a negative signal for us, not a neutral one. - You've managed managers, or you're unambiguously ready to. You can name the first-time managers you promoted, how you de-risked those bets, and what you'd do differently. - Network-led outbound you've personally owned. You can name the investors you worked with and the events you built pipeline from. If your team's pipeline came from marketing, or from SDR-style cold calling with no network layer, this isn't the right fit. - You've built a playbook from scratch, run it yourself, and handed it to a team — and you can show the evidence it scaled past you. - Strong analyt