The Business Challenge
The role required building and scaling a commercial sales effort while also improving execution across retail locations. Success depended on coordinating field leadership, store management, forecasting, accountability, and new-channel business development without losing focus on the performance of the existing retail operation.
Why this matters today
This case study reflects the kind of sales-leadership, recruiting, performance-management, and channel-development experience that informs how PowerSalesJobs approaches employer applicant-generation and sales hiring campaigns.
Results That Moved the Business
Sales Team and Channel Execution
- Led 7 District Sales Managers and 92 Store Managers.
- Built commercial sales execution around a new channel.
- Improved forecasting and accountability across the field organization.
- Strengthened team performance and management discipline.
- Connected new-channel sales growth with better retail-store execution.
Outcome
Revenue increased 28% in Year 1 to $120.9 million, with 230% of quota achieved and a #1 national ranking. Revenue then increased 18% in Year 2 and 16% in Year 3. The business generated 29% of national new-channel revenue while field leadership, forecasting, and accountability improved.
Transferable Lesson
Strong sales results usually come from aligning people, accountability, market strategy, channel execution, and clear performance expectations—not from simply increasing activity.
What a Colleague or Leader Said
“Carlton was as an excellent RBDM during his time at Sears - he was very detail oriented and focused on achieving both his specific KPIs' and the overall business plan for the division. Excellent in communication skills and concerned about his team's contribution,”
Need a Stronger Sales Candidate Pipeline?
Start by defining the salesperson you need, the hiring market, and the campaign economics. PowerSalesJobs can help build a targeted applicant-generation plan around that goal.