Health and Benefits Sales Professional – U.S. Market

As a Health & Benefits Sales Professional, you will be responsible for identifying, developing, and closing new business opportunities within the mid-market employer segment.

You will leverage your knowledge of employee benefits, healthcare, and financial security solutions to develop customized strategies that address complex employer needs.

This role requires a true hunter mentality and the ability to independently prospect, create opportunities, gain access to senior decision-makers, lead complex sales processes, negotiate pricing, and close new business.

• →Develop and execute strategic sales plans focused on new business development.
• →Prospect through cold calling, networking, referrals, market intelligence, and other business development strategies.
• →Identify and pursue prospective clients within the 1,000–5,000 employee lives market.
• →Build and maintain relationships with C-suite executives and senior-level decision-makers.
• →Lead complex sales processes from initial prospect identification through closing.
• →Develop customized sales proposals, presentations, and RFP responses.
• →Translate complex employee benefits and consulting solutions into compelling business value for prospective clients.
• →Lead pricing negotiations and facilitate product, service, and expectation discussions.
• →Partner with internal consulting and service teams to develop solutions aligned with client needs.
• →Consistently achieve or exceed assigned sales and production goals.
• →Build, manage, and expand a significant book of business.
• →Identify market opportunities and develop strategies to increase penetration within targeted industries and employer segments.
• →Maintain a strong understanding of the competitive employee benefits marketplace and emerging industry trends.

• Bachelor's degree (BA/BS) is required.
• Minimum 5+ years of relevant sales experience.
• Proven track record of consistently achieving sales goals.
• Demonstrated experience selling to organizations with approximately 1,000–5,000 employee lives per group.
• Strong experiential knowledge of the Employee Benefits / Health & Benefits consulting industry and products.
• Demonstrated new-business hunting and business development experience.
• Proven ability to independently generate and develop sales opportunities rather than relying primarily on existing relationships or referral channels.
• Strong consultative selling and relationship-building skills.
• Demonstrated ability to gain access to and sell directly to C-suite executives.
• Strong presentation, negotiation, communication, and closing skills.
• Ability to manage complex, multi-stakeholder sales cycles from prospecting through close.
• Ability to work in a hybrid environment with three days per week in the New York City office from day one.

• Life and Health Insurance License.

Recruiters must provide a detailed candidate summary addressing the following:

• Confirmation that the candidate holds a BA/BS degree.
• Total years of relevant experience.
• Annual sales numbers and sales performance.
• Production numbers, including new business/revenue generated where available.
• Size of current and/or previous book of business.
• Market or territory size.
• Typical client/group size, specifically confirming experience with 1,000–5,000 employee lives per group.
• Specific examples of new-business hunting and prospecting.
• Examples of successfully gaining access to C-suite decision-makers.
• Description of the candidate's broker-style consultative sales experience.
• Life & Health License status, if applicable.
• Confirmation that the candidate can meet the 3 days in-office / 2 days remote schedule from day one.

The ideal candidate is a high-performing, consultative sales professional with measurable success developing new business in the employee benefits marketplace.

You should have a strong understanding of the mid-market employer segment and be comfortable engaging business owners, HR leaders, CFOs, CEOs, and other senior decision-makers.

• Has a proven history of hunting and closing new business.
• Has experience selling to organizations with 1,000–5,000 employee lives.
• Understands the full broker-style consultative sales cycle.
• Can clearly articulate their annual sales and production results.
• Has managed or currently manages a substantial book of business.
• Can clearly define the size and scope of their sales territory or market.
• Has an established network of executive-level decision-makers.
• Is comfortable prospecting and creating opportunities from the ground up.
• Can independently navigate complex sales cycles.
• Is commercially driven and consistently focused on measurable results.
• Can balance relationship management with aggressive new-business development.
• Has strong knowledge of employee benefits and health and benefits solutions.
• Is comfortable presenting complex solutions to senior executives.

Recruiters should target experienced sales professionals from large and regional employee benefits brokerages, as well as relevant insurance carriers and PEO organizations.

Relevant sourcing markets may include professionals with backgrounds at organizations such as:

• Aetna
• UnitedHealthcare
• Cigna
• The Hartford
• MetLife
• Unum
• Guardian
• Lincoln Financial
• Standard
• Reliance Standard
• Principal
• ADP
• TriNet
• Insperity

Candidates from these organizations should only be considered when they demonstrate the required mid-market, broker-style consultative sales experience and true new-business hunting ability.

This opportunity is best suited for candidates with a demonstrated history of generating new business and managing the full consultative sales cycle.

Candidates may not be the right fit if their experience consists primarily of:

• Carrier-based sales without meaningful broker-style consulting experience.
• Point-solution sales without full brokerage-cycle experience.
• Maintaining existing accounts without demonstrated new-business development.
• Relying primarily on broker relationships or referral channels for business generation.
• Limited experience selling to the 1,000–5,000 employee lives market.
• Inability to clearly quantify sales, production, book of business, or market size.
• Frequent job changes without a compelling explanation or significant long-term tenure within the industry.

Recruiters should drill deeper into true hunting ability during the screening process. Candidates should be able to clearly explain how they personally generated opportunities, opened new accounts, gained access to decision-makers, and converted prospects into revenue.

This is a hybrid New York City opportunity requiring employees to work three days per week in the office and two days remotely.

Candidates must be able to meet the in-office requirement from day one.

The successful candidate will work in a collaborative, high-performance environment focused on developing innovative employee benefits solutions and delivering measurable value to employers and their employees.

This position is being presented by Global Placement Firm on behalf of a confidential client. Additional client and company information will be shared with qualified candidates during the recruitment process.