Director of Sales - NORAM

About FareHarbor

At FareHarbor, our mission is to make experiences better for everyone. Founded in 2013 in Hawaii and acquired by Booking Holdings in 2018, FareHarbor creates powerful tools that enable our clients (think boat rentals, museums, food tours, events and more!) to operate and grow.

With over 20,000 clients across 90+ countries—we’re the largest in our industry and shaping the future of travel, together.

Our team is an ‘Ohana of 700+ people around the world. We’re passionate about pioneering an industry, embracing challenges with open arms, and delivering value to the experiences industry.

FareHarbor Core Values:

• Think Client First
• We Are One ‘Ohana
• Be Curious and Learn
• Own It.
• Act With Integrity
• Embrace the Challenge

Why FareHarbor?

Founding FareHarbor required unwavering passion. Turning a start-up into the world’s leading and largest reservation software for tours, activities, and attractions required relentless dedication and vision. To date, we’ve helped over 20,000 global businesses operate successfully and are proud to have played a role in enabling business owners to live their dreams.

And since day one, we’ve known that our real success lies in our people—the Ohana.

With each new feature launched and new client onboarded, there is a team of incredible people behind the scenes who are full of dedication, passion, energy, and the will to succeed. We encourage everyone to bring their whole selves to  work—to  believe in their abilities, to freely express their creativity, and to contribute with their own uniqueness by wearing their true colors. We take care of one another and always prioritize health and wellbeing. We give our people the space and trust to learn, to try, to succeed, to collaborate, to think outside of the box, to make mistakes, and even to fail. And then we come together to try again.

From the minute you join, you have a voice. You find your space. You make an impact. We celebrate our victories, shout our successes, and are always eager to tackle new challenges. And we can’t wait to see all that’s to come.

About the Role

We’re hiring a Mid-Market Sales Director to own team revenue for a fast-growing, multi-product motion (core platform + add-ons like Sites, payments, APIs). You’ll build a high-performance culture across inbound and outbound, raise deal quality, and partner cross-functionally to unblock product/pricing needs. This is a hands-on leadership role: forecast rigor, pipeline hygiene, coaching, and deal strategy are table stakes.

Reports to: Senior Director of Sales (NORAM)
Direct reports: 8 Sales Managers

What you’ll do here:

• Hit the number: Own quarterly Closed Business (CB) targets for mid-market; deliver accurate weekly and monthly forecasts with clear upside/commit risk.
• Lead & develop the team: Hire, onboard, and coach Sales Managers/AEs; institute a consistent operating rhythm (1:1s, pipeline reviews, call coaching, deal inspections).
• Elevate execution:
  
• Drive KPIs across the funnel (dials/quality conversations, demos, time-to-live/realization).
• Enforce activity quality (e.g., demo set → demo held, show rate, AE acceptance) not just volume.
• Build a prospecting culture with focused call blocks and targeted sequencing.
• Multi-product attach: Increase attach of value-add products (e.g., Websites/Sites, payments, add-ons) with simple talk tracks, proof points, and offer strategy.
• Deal strategy & pricing: Guide complex negotiations (multi-site, multi-region, seasonality); partner with Pricing/RevOps on guardrails, discounts, and business cases.
• Pipeline quality: Improve source mix, coverage, and velocity; ensure late-stage opportunities meet exit criteria (true 100% confidence rules, mutual close plans).
• Cross-functional leadership: Work with Marketing/SDR for targeted pipeline, with Onboarding/PayOps for smooth go-lives, with Product for roadmap signals, and with CS on expansion paths.
• Process & tooling: Level up CRM hygiene and forecasting (Salesforce/HubSpot/Close), implement MEDDICC/SPICED or similar, and standardize mutual action plans.
• Performance management: Recognize top talent; address underperformance with clear PIPs and coaching plans tied to metrics and behaviors.
• Market intel: