Regional Sales Leader (Midwest or West)

Position Overview

Superior Insurance Partners is seeking a Regional Sales Leader to step into a high-impact player-coach role within our growing platform. The Sales Leader will be responsible for driving new business production, developing and coaching producers, strengthening pipeline discipline, and building a consistent, intentional sales culture. This role directly supports a growing team of producers and works closely with executive leadership to support long-term growth objectives.

Key Responsibilities

Sales Leadership & Producer Development

• Lead, coach, and develop a team of producers, with clear expectations to elevate individual performance
• Drive consistent sales velocity growth across the team
• Conduct structured, productive 1:1 coaching sessions focused on:
• New business development
• Pipeline health and opportunity strategy
• Sales activity and execution
• Individual development plans and career progression
• Join producers on client and prospect meetings to:
• Provide live coaching and feedback
• Help advance deals and overcome obstacles
• Model effective, repeatable sales behaviors

Sales Process, Accountability & Execution

• Hold producers accountable for sales activity, appointments, and follow-through
• Run structured sales meetings emphasizing:
• Accountability and execution
• Pipeline transparency and deal progression
• Skill reinforcement and role-playing
• Bring greater intentionality to:
• Pipeline building (how to build it—not just track it)
• Prospecting consistency and time management
• Sustainable performance and work-life balance
• Challenge producers constructively through:
• Role-playing and skill practice
• Real-time coaching and feedback
• Clear expectations between meetings

Recruiting & Talent Pipeline Development

• Actively support the recruitment of production talent
• Help build a culture where leaders and producers contribute to recruiting
• Leverage relationships from large brokerage environments (e.g., AJG, Marsh, Aon, Alliant)
• Build and maintain a long-term producer talent pipeline
• Partner with executive leadership and Talent Acquisition on hiring strategy

Prospecting Strategy & Market Focus

• Help producers identify and prioritize the right prospects through:
• Industry and niche focus
• Ideal group size and account profile
• List building and targeting strategies
• Warm-lead strategies and Centers of Influence (COIs)
• Provide guidance on account strategy, structure, and overall approach
• Support developing producers with day-to-day deal and pipeline questions

Personal Production

• Actively produce new business with meaningful annual production expectations aligned with leading a team of producers
• Focus on middle-market accounts, typically serving organizations with $10M–$150M in revenue
• Leverage existing relationships, referral partners, and Centers of Influence to drive consistent deal flow
• Serve as a role model for prospecting discipline, deal strategy, and execution

Experience & Industry Expectations

• Property & Casualty (P&C) or Employee Benefits (EB) experience required
• Familiarity with cross-sell work or collaboration strongly preferred
• Industry experience is critical to effectively coach and develop producers, particularly newer producers
• This role is not intended for candidates new to the insurance industry, as that would slow team development

Qualifications

• Proven success as a middle-market producer in P&C and/or Employee Benefits
• Demonstrated ability to generate and manage a substantial book of business
• Desire to move into a formal sales leadership role
• Strong coaching mindset—values developing people as much as producing
• Comfortable challenging others and holding teams accountable
• Strong executive presence, communication skills, and credibility with producers and leadership
• Experience in large brokerage environments is a plus

What Success Looks Like

• Clear lift in producer confidence, pipeline quality, and accountability
• Consistent sales rhythm driven by execution and coaching
• Stronger sales culture centered on discipline, support, and performance
• A visible, trusted leader producers want to follow

Compensation Philosophy & Incentives

This is a performance-oriented, player-coach role. Compensation is structured to reward producer development, sustained sales growth and personal production.

• Competitive base salary to support leadership responsibilities
• Commission on personal production
• Performance-based incentives tied to sales velocity and producer development
• Long-term equity opportunities aligned with building enterprise value

Meaningful upside is earned through writing business, developing producers, and driving long-term growth