District Manager, Sales

## District Manager, Sales Apply:
Remote:
Atlanta, GA:
Full time:
Posted Today:
R-103440
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* Job Description:

** Cambria has an exciting opportunity in Atlanta, GA as a District Manager. The District Manager drives revenue growth across the district by leading, managing, and coaching a team of high-performing sales representatives. As a strategic driver and change agent, the District Manager spends significant time in the field to build seller capability, embed a coaching culture, enforce data-driven accountability, and cultivate executive-level industry partnerships that clear the path for their team's success.

Operating through three main pillars—Lead, Manage, and Coach—the District Manager models and reinforces the Trusted Partner framework (
* Engage → Discover → Build Value → Advance*) in every interaction with customers and team members alike.  Performance in this role is defined by five core competencies, each rooted in the Cambria Sales System.  
*
* Essential Duties & Responsibilities:

*
* ** Builds Relationships That Drive Results (Trusted Partner)
*** Conducts regular account reviews with reps to monitor how relationships are being planned, mapped, and grown—focusing on revenue production as well as account health.
* Holds the district accountable for translating Trusted Partner relationships into measurable results, and actively owns whether new sales programs are deployed and effectively drive growth.
* Reinforces relational mapping (Purchasing, Influencers, Evaluators, Partners) as a framework for reps to strategically allocate their relationship-building time.  
** Owns Positioning & Specification Strategy (Engage → Advance)
*** Guides Market Representatives through the pipeline using the Other-Centered Selling (OCS) framework—engaging with purpose, building value, and advancing accounts rather than defaulting to generic cultivation.
* Clearly communicates district strategy, building genuine buy-in rather than passive compliance.
* Owns the district's conversion and win rate as a direct measure of strategy effectiveness, holding the team accountable to execute the strategy thoroughly.  
** Drives Discovery & Consensus-Building to Close (Coach: Diagnose → Align → Develop)
*** Embeds question-based coaching into regular 1:1s—asking before telling, and creating an environment where reps self-diagnose their growth areas using the ASLAN coaching model.
* Uses individual scorecards to ground coaching conversations in objective performance data, applying the
* Diagnose → Align → Develop
* cycle to move sellers toward mastery of Discover and Build Value disciplines.
* Follow-ups to confirm self-assessed growth areas translate into pipeline movement; addresses underperformance directly and escalates or manages out reps whose results do not improve despite sustained coaching.  
** Owns District Business Acumen & Results (Manage: Set, Work, & Measure the Plan)
*** Takes personal accountability for district revenue, margin, and market share—maintaining exact awareness of district performance against targets at all times.
* Forecasts accurately, manages budget/program spend responsibly, and teaches reps deal math so each rep understands their number and how it rolls up to the district target.
* Proactively analyzes revenue and margin variances by rep and account to correct course early, holding reps accountable to specific new-business growth rather than activity alone.  
** Builds a Culture of Growth & Accountability (Lead: Change Management)
*** Models adaptability to organizational change and holds the team to the same standard, preventing personal skepticism from becoming team-wide resistance.
* Establishes psychological safety for direct, constructive feedback while promptly addressing disruptive behavior,…