Example Company
Software engineer
- Location
- San Francisco
- Type
- Full time
- Compensation
- $150k-$200k
- Posted
- 2 days ago
Join a team building useful software. Work closely with engineering and design to turn new ideas into products.
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Enterprise Account Executive
- Location
- New York
- Type
- Full time
- Compensation
- $150K - $240K; 0.10% - 0.30% equity
- Posted
- 14D AGO
About the role
About the role
As Enterprise Account Executive, your mission is to sign the employers big enough to hire our graduates every year, in every city we serve.
This is an unusual sale. The employer pays nothing. Government funds the training, and Emerge gets paid on employment outcomes. You're offering large employers a free pipeline of trained, licensed workers in trades they can't staff: CDL, HVAC, diesel, and construction. Price is never the objection.
Why a dedicated AE: only a short list of employers can hire at the scale we need. One national employer with an annual hiring commitment moves more graduates into careers than fifty small shops. Those accounts decide whether Emerge works at scale, and they need one owner.
What you'll be doing
Land annual hiring commitments. You prospect, pitch, and close large employers: national carriers, fleets, field-service companies, and contractors. A pilot is a start. The close is a signed annual commitment with hiring targets by metro and vocation.
Build the target list. Write the one-pager that names the enterprise accounts worth our time and why. Rank them by hiring volume, metro overlap, and fit. Rework the list the moment the data says to.
Navigate big, slow organizations. Map every account: the recruiter who screens, the manager who hires, the VP who signs, and the risk team that sets background-check policy. Work all of them at once.
Grow every account you sign. Expand from one metro to five, from one vocation to three. Run quarterly business reviews that show the partner what our graduates did for their business.
Own the handoff. Once a commitment is signed, you hand it to our placement team with interview slots, hiring contacts, and onboarding steps in place. You stay on the account until graduates are hired.
Run a clean pipeline. Define the stages from first touch to renewal. Keep the CRM current. Report leading indicators (meetings, pilots, commitments in negotiation) and lagging ones (commitments signed, graduates hired) every week.
Bring the market back to the team. Employers tell you which trades, credentials, and cities they need. You turn that into input for what we train next and where we launch.
Who you are
You've closed enterprise deals. Long cycles, many stakeholders, a signature at the end. You've sold to operations leaders, not only HR. You know how to get a VP's attention and keep it.
You're a hunter. Cold email, cold calls, conferences, warm intros. You build your own pipeline and don't wait for leads. No account is too big to go after.
You're analytical. You think in conversion rates and pipeline coverage. You pull your own data and build your own forecast. Dirty CRM data makes you paranoid, so you fix it before anyone makes a decision on it.
You're entrepreneurial. Scrappy, resourceful, autonomous, low-maintenance. There's no enterprise playbook here yet. You'll write the first one, then rewrite it when the business learns something new.
You look for deals where both sides win. You'll reposition Emerge for each employer: retention for one, speed-to-hire for another, community reputation for a third.
You work hard. You show up early, stay late, and do what needs to get done. The team puts in 60+ hours a week because we care about the mission and each other. If that sounds miserable, this isn't for you.
You're a straight shooter. You can talk about a criminal record with a skeptical executive and leave them more interested than when you started. You bring the same clarity to hard conversations with your own team.
You write clearly. Short sentences. Specific claims. Active voice. Your emails get replies, and your proposals get signed.
Candidate profiles we're excited about
The workforce seller. You sold staffing, recruiting, or workforce solutions to large employers in trucking, logistics, field services, or construction. You know how talent acquisition teams buy, and you know the operations leaders who actually feel the shortage.
The early AE at a frontline-hiring startup. You were one of the first sellers at a seed to Series B company selling to large employers of hourly or skilled workers. You closed the first enterprise logos and wrote the playbook the next AEs used.
The industry insider who moved into sales. You came up recruiting drivers or technicians inside a carrier, fleet, or service company. You moved into business development because you were good with people. You already know how these companies hire, and who signs.
About the interview
- Intro & Work Experience (20 min). We'll chat briefly about the role and review your interests and work experience.
- Pitch Interview. We'll send you a prompt 48 hours before the interview. You'll pitch us live, with us playing the hiring leader at a large employer.
- Cultural Fit Interview (30 min).
- Paid Work Trial (1-2 days). You'll come onsite to work on a real project, with access to internal tools and team collaboration. You'll be paid $500/day. All travel expenses covered.
- Reference Checks. We'll select 3-4 people you've worked with and request introductions when the time comes. We're looking for honest and raw, not flawless references.
About Emerge Career
Who We Are:
Emerge Career’s mission is to break the cycle of poverty and incarceration. We’re not just building software; we’re creating pathways to real second chances. Through an all-in-one platform deeply embedded within the criminal justice system, we recruit, train, and place justice-impacted individuals into life-changing careers.
Our vision is to become the country’s unified workforce development system, replacing disconnected brick-and-mortar job centers with one integrated, tech-powered solution that meets low-income individuals exactly where they are. Today, the federal government spends billions annually on education and training programs, yet only about 70% of participants graduate, just 38.6% secure training-related employment, and average first-year earnings hover around $34,708.
By contrast, our ten-person team has locked in 9 figures in government contracts and outperformed the job centers across 9 states. With an 89% graduation rate and 92% of graduates securing training-related employment, our alumni aren't just getting jobs—they're launching new lives with average first-year earnings of $77,352. The results speak for themselves, and we're just getting started.
Before Emerge, our founders Zo and Gabe co-founded Ameelio, an award-winning tech nonprofit that is dismantling the prison communication duopoly. Backed by tech luminaries like Reid Hoffman, Vinod Khosla, and Jack Dorsey, and by major criminal-justice philanthropies such as Arnold Ventures and the Mellon Foundation, Ameelio became a recognized leader in the space. Because of this experience both Zo and Gabe understood what it took to create change from within the system. After serving over 1M people impacted by incarceration, they witnessed firsthand the gap in second-chance opportunities and the chronic unemployment plaguing those impacted by the justice system. Emerge Career is committed to solving this issue.
Our students are at the heart of our work. Their journeys have captured national attention on CBS, NBC, and in The Boston Globe, and our programs now serve entire states and cities. And we’re not doing it alone: our vision has attracted support from Alexis Ohanian (776), Michael Seibel, Y Combinator, the Opportunity Fund, and public figures like Diana Taurasi, Deandre Ayton, and Marshawn Lynch. All of us believe that, with the right mix of technology and hands-on practice, we can redefine workforce development and deliver true second chances at scale.
Why We Do This:
Emerge Career was designed to tackle two systemic issues: recidivism, fueled by post-incarceration unemployment and poverty, and labor shortages in key industries. Over 60% of formerly incarcerated people remain unemployed a year after incarceration, seeking work but not finding it. The reality is shocking, workforce development programs are severely limited inside prison, with only one-third of incarcerated people ever participating. To worsen, the available prison jobs offer meager wages, often less than $1 per hour, and often do not equip individuals with the skills for long-term stable employment
