Sales Manager - Competitive (High School)

At Hudl, we build great teams. We hire the best of the best to ensure you’re working with people you can constantly learn from. You’re trusted to get your work done your way while testing the limits of what’s possible and what’s next. We work hard to provide a culture where everyone feels supported, and our employees feel it—their votes helped us become one of Newsweek's Top 100 Global Most Loved Workplaces.

We think of ourselves as the team behind the team, supporting the lifelong impact sports can have: the lessons in teamwork and dedication; the influence of inspiring coaches; and the opportunities to reach new heights. That’s why we help teams from all over the world see their game differently. Our products make it easier for coaches and athletes at any level to capture video, analyze data, share highlights and more.

Ready to join us?

Your Role

We’re looking for a Sales Manager to lead and develop a team of Account Executives and Account Managers focused on the high school sports market.

This is a hands-on leadership role where you’ll be responsible for both team performance and operational execution. You’ll drive new revenue, expand existing accounts, and lead adoption of Hudl Fan (ticketing and streaming) across your territory.

You won’t just coach from the sidelines—you’ll build systems, enforce standards, and help your team win in the field.

To succeed, you’ll:

• Deliver predictable revenue across new business, expansion, and retention

• Build and maintain a high-quality pipeline and accurate forecast

• Establish and enforce consistent sales processes across your team

• Coach reps in the field and in deals—especially in high-impact moments

• Develop top performers and address underperformance quickly and directly

• Drive adoption of key strategic initiatives (including Hudl Fan)

This role is open to candidates based in Lincoln or Omaha, NE and requires three days in our Lincoln, NE office per week. If you are not already based in either of these locations, we’ll require you to relocate to one of these locations before starting.

Must-Haves

• A performance-driven coach. You’ve led teams to hit or exceed quota—and know how to push both high performers and those who need development. You’re comfortable giving direct feedback and holding a high bar.

• Ownership mentality. You take full ownership of outcomes. You don’t wait for direction—you identify problems, create solutions, and execute without needing every step mapped out.

• Operational rigor. You care deeply about pipeline health, forecasting accuracy, and process consistency. You use data to drive decisions and hold your team accountable to standards.

• Developer of people. You know how to grow talent at all levels—whether that’s elevating top performers or helping struggling reps improve quickly. You don’t let performance issues linger.

• Strong communicator. You communicate clearly and directly. Whether in 1:1s, team settings, or cross-functional conversations, you bring clarity and alignment.

Nice-to-Haves

• New business & expansion expertise. Experience leading teams focused on both net new revenue and growing existing accounts, with an understanding of different sales motions and strategies.

• Pipeline & forecasting discipline. Familiar with managing pipeline health, stage progression, and building forecasts that leadership can trust.

• Systems & tools fluency. Comfortable using tools like Salesforce, Gong, Google Workspace, and AI Tools to drive visibility, consistency, and efficiency across the team.

• Field leadership mindset. Willing to spend time in the field with reps—coaching live deals, joining customer meetings, and staying close to the sales motion.

• Customer growth orientation. Understands how to identify expansion opportunities and drive additional value within existing accounts without relying on a support function.

• Comfort in evolving environments. Able to navigate change, test new approaches, and bring structure to areas that are still being built.

Our Role

• Champion work-life harmony. We’ll give you the flexibility you need in your work life (e.g., flexible vacation time, company-wide holidays and timeout (meeting-free) days, remote work options and more) so you can enjoy your personal life too.

• Guarantee autonomy. We have an open, honest culture and we trust our people from day one. Your team will support you, but you’ll own your work and have the agency to try new ideas.

• Encourage career growth. We’re lifelong learners who encourage professional development. We’ll give you tons of resources and opportunities to keep growing.

• Provide an environment to help you succeed. We've invested in our offices, designing incredible spaces with our employees in mind. But whether you’re at the office or working remotely, we’ll provide you the tech stack and hardware to do your best work.

• Support your mental and physical health. We care about our employees’ wellbeing. Our Employee Assistance Program, employee resource groups and fitness partner Peerfit have you covered.

• Cover your medical insurance. We have multiple plans to pick from to ensure you’ll have the coverage you (and your dependents) want, including vision, dental, fertility healthcare and family forming benefits.

• Contribute to your 401(K). Yep, that’s free money. We’ll match up to 4% of your own contribution.

Compensation

The base salary range and on-target earnings (OTE) for this role are displayed below. Typically, the total compensation will fall within the middle of the OTE band.

Our compensation decisions are based on an individual's experience, skills and education in line with our internal pay equity practices.

Final compensation will depend on your performance against quotas outlined in your Individual Sales Plan (ISP) upon hire.

Base Salary Range
$60,000—$80,000 USD

On-Target Earnings
$120,000—$160,000 USD

Inclusion at Hudl

Hudl is an equal opportunity employer. Through our actions, behaviors and attitude, we’ll create an environment where everyone, no matter their differences, feels like they belong.

We offer resources to ensure our employees feel safe bringing their authentic selves to work, including employee resource groups and communities. But we recognize there’s ongoing work to be done, which is why we track our efforts and commitments in annual inclusion reports.

We also know imposter syndrome is real and the confidence gap can get in the way of meeting spectacular candidates. Please don’t hesitate to apply—we’d love to hear from you.

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