Role Snapshot
Account Executive at Minga owns the full new-business sales cycle for the Student Behavior Platform, from prospecting through contract signature with school districts. This is a pure hunter role focused on opening new districts and expanding into new schools.
Job Description
About Minga
Minga means community. It’s the belief that we achieve more together than we ever could alone. At Minga, joining our team isn't just about a new role, it's about joining a collective that is deeply invested in your growth, your impact, and your connection to the people around you.
We’re building the Student Behavior Platform schools can’t live without, and we’re having fun doing it.
We are a tight-knit group of curious, low-ego humans who genuinely enjoy the "we" over the "me."
- Supportive Growth: You aren’t on an island. You’ll have the autonomy to do your best work and a community that has your back every step of the way.
- Shared Ownership: Whether at our Kelowna HQ or remote, you’re a vital part of a team that cares as much about the people as the product.
- Real Impact: Everything we do supports the educators and students we serve, creating a ripple effect of connection in schools everywhere.
Ready to be part of the community?
Come help us make school life better for everyone. 💙
The Role
Your mandate is simple and non-negotiable: open new districts and expand into new schools. The Account Executive at Minga owns the full new-business cycle from first touch to signed contract and re-enters for expansion deals when an Account Manager identifies a multi-school growth opportunity.
This is a pure hunter role. You are not responsible for renewals, onboarding, or ongoing account management after close. What you are responsible for is building pipeline, running a disciplined sales process, and making sure every deal you close sets the schools & districts up for a great implementation. The handoff you write at close is your final deliverable, it matters as much as the signature.
What You’ll Do 🚀
Pipeline & Prospecting
- Build and manage a healthy pipeline of prospective districts through outbound prospecting, inbound lead follow-up, and SDR-sourced opportunities
- Research target districts, identify key stakeholders, and develop multi-threaded outreach strategies to engage champions and economic buyers
- Maintain a pipeline at target coverage ratio at all times; flag risks and gaps to your manager proactively
Discovery & Sales Process
- Run consultative discovery sessions to deeply understand each district's challenges, goals, decision process, and timeline
- Map stakeholders across the district including administrators, IT, curriculum leads and build relationships at multiple levels
- Deliver compelling product demonstrations tailored to each school and district's specific needs and use cases
- Navigate procurement, legal review, and budget cycles to close new logos on time
Expansion Deals
- Re-enter existing accounts when Account Managers surface a multi-school expansion opportunity
- Partner with the Account Manager to run the commercial process for expansion: pricing, paperwork, and close
- Ensure expansion deals are handed off cleanly back to the Account Manager at signature
Handoff Excellence
- Deliver a comprehensive written handoff to Implementation at every close: champion name and contact, economic buyer, promises made, integration requirements, calendar constraints, and any flags that could affect launch
- Participate in the sales-to-implementation handoff call to ensure a warm, informed transition
- Take handoff quality ratings from Implementation seriously, they're a core performance metric
What Success Looks Like
In the first 30 days:
- Deep knowledge of Minga's product, ICP, competitive landscape, and sales process
- First meetings booked with target districts
- Pipeline built to [TBD]x coverage ratio
In the first 90 days:
- Multiple active opportunities progressing through the pipeline
- First deals closed and handed off cleanly to Implementation
- Feedback loop established with Implementation on handoff quality
Ongoing:
- New ARR target: [TBD]
- Pipeline coverage ratio: [TBD]x
- Win rate: [TBD]%
- Handoff quality rating of 4+/5 from Implementation team
What We Require ✅
- 3+ years of B2B SaaS sales experience, with a demonstrated track record of new logo acquisition
- Experience owning the full sales cycle from prospecting through close
- Strong pipeline management discipline and CRM hygiene, we use HubSpot.
- Familiarity with consultative selling methodologies (MEDDIC, MEDDPICC, Challenger, or similar)
- Excellent discovery, presentation, and negotiation skills
- Ability to navigate complex, multi-stakeholder deals involving administrators, IT, and finance
- Experience working with public sector procurement processes is a strong asset
- K-12 EdTech experience strongly preferred
Who You Are 🌟
- A hunter. You love finding new opportunities, building relationships, and closing deals
- Disciplined and process-driven. You work your pipeline systematically and don't cut corners on documentation
- A natural communicator who can adapt your message to an assistant principal, a district IT director, or a CFO
- Collaborative at the handoff. You take pride in the transition you make to Implementation, not just the signature
- Resilient. You handle objections and setbacks without losing your energy or optimism
- Mission-aligned. You care that the product you sell is actually going to help schools
Role Compensation 💰:OTE is split 50/50. Half is guaranteed base salary, half is variable commission earned at 100% of quota.
Associate Account Executive
Base Salary: $65,000 – $75,000
Variable: $65,000 – $75,000
OTE: $130,000-$150,000
Account Executive
Base Salary: $75,000 – $87,500
Variable: $75,000 – $87,500
OTE: $150,000-$175,000
Senior Account Executive
Base Salary: $87,500 – $102,500
Variable: $87,500 – $102,500
OTE: $175,000-$205,000
Compensation Philosophy & Transparency 💰
At Minga, we believe compensation should reflect impact, fairness, and market alignment, supporting our mission to empower educators and students while building a high-performing, people-first culture. Our standard is to pay at or near the midpoint of the range unless there is a clear business rationale to vary. This approach allows for growth and provides room to learn and develop within the role. We also conduct annual compensation reviews in November, which take into account both market benchmarks and individual performance.
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