Job intelligence
Enterprise Sales Executive, Healthcare and Life Sciences - US-Based
Toptal
Before relying on the listing: Confirm Compensation and Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the pay picture is incomplete.
A financial comparison will need the approved compensation range.
Geographic eligibility is restricted to a country or region.
One or more material qualification requirements are stated and may narrow the realistic applicant pool.
Work authorization, sponsorship or relocation wording may materially limit who can take the role.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
3 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Location eligibility
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
- The experience requirement raises the entry bar: The listing appears to require at least about 10 years of experience.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Physician - Service Chief/Geriatrics and Extended Care
Veterans Health Administration · Queens, New York
Why it is nearby: Same seniority band · Same country · Recently posted
Physician (Family Medicine)0602
Military Treatment Facilities under DHA · Redstone Arsenal, Alabama
Why it is nearby: Same country · Recently posted
Different angle: Seniority is not explicit
Chief Nurse (Perioperative Service)
Veterans Health Administration · Mather AFB, California
Why it is nearby: Same seniority band · Same country · Recently posted
Physician (Primary Care) - Academic Chief
Veterans Health Administration · Gainesville, Florida
Why it is nearby: Same seniority band · Same country · Recently posted
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Healthcare roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (187) · RON (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Uses only roles with a stated employment type.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1543 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 94% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is common in the current role sample.
This employer’s current visible listings disclose pay materially less often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- chiropractor
- home care aide
- mental health social worker
- maternity support worker
- aquatic animal health professional
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Mental Health Counselors 21-1014.00
- Occupational Health and Safety Specialists 19-5011.00
- Home Health Aides 31-1121.00
- Medical and Health Services Managers 11-9111.00
- Health Informatics Specialists 15-1211.01
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
chiropractor
Usually essential in this ESCO occupation
- triage clients
- provide medication information
- write reports on neurological tests
- apply caseload management
- use different communication channels
- interpret findings from medical examinations
- post-process medical images
Context-dependent ESCO skills
- apply acupuncture
- use functional neuroimaging
- interpret electroencephalograms
- manage the neuropsychiatric sequelae of stroke
- use foreign languages for health-related research
O*NET · U.S. occupation
Mental Health Counselors
O*NET occupation skills
- Active Listening
- Social Perceptiveness
- Speaking
- Reading Comprehension
- Writing
- Critical Thinking
- Judgment and Decision Making
- Service Orientation
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Career move map
What sits one step away?
This listing is currently read as Leadership. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Senior Clinical Reimbursement Specialist
Veracyte · USA
USD 86,098–137,657 / year Same country · Similar work arrangement · Same employment typeClinical Research Associate II - FSP
Precision Medicine Group · USA
USD 91,500–137,300 / year Same country · Similar work arrangement · Same employment typeThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
This listing names several concrete skills, but they do not currently overlap with the most frequently surfaced skill labels in the sampled Healthcare roles opportunities.
Skills named in this listing
Shared with the current career sample
The recognized skills in this listing do not overlap with the current top-skill list for this occupation sample.
Additional signals in this listing: Procurement
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Procurement rather than relying on a keyword-only claim.
- The listing states about 10 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
- A degree requirement is stated. Verify the exact field, level and equivalency wording before treating your education as a match or mismatch.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 42 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Degree requirement stated
The listing appears to state a degree as a required or mandatory qualification. Verify the exact field and equivalency rules in the authoritative application.
At least about 10 years of experience required
The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.
Procurement
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Prepare for a stated application step
A portfolio or work sample is explicitly mentioned.
Work authorization condition stated
The listing explicitly states a work-authorization condition. Verify that condition against your own status before relying on the opportunity.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Degree equivalency: Is the stated degree requirement strict, or can directly relevant professional experience or another credential satisfy it?
Decision analysis
What the listing really tells you
Enterprise Sales Executive, Healthcare and Life Sciences - US-Based at Toptal becomes easier to judge once remote flexibility can be weighed properly, the listing gives useful clues about who can realistically enter, and sponsorship and relocation signals are visible are viewed together. Here is the current read from the information available.
Remote flexibility can be weighed properly
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The listing gives useful clues about who can realistically enter
Degree requirement stated · At least about 10 years of experience required · 2 additional stated barriers. Only requirements actually stated in the listing are counted; anything left unsaid remains unresolved.
Sponsorship and relocation signals are visible
work-authorization wording is present. These details help frame the practical questions to ask; they are not immigration advice or a guarantee of eligibility.
The application route gives a few useful clues
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- The listing appears to require substantial prior experience.
- Degree requirement stated
- At least about 10 years of experience required
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
2 explicit required barriers are visible in the available wording.
The listing states at least about 10 years of required experience.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: Degree requirement stated · At least about 10 years of experience required · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Toptal
Limited current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Toptal — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (12) · Executive (5) · Data & AI (3)
Visible seniority mix: Senior / lead (8) · Leadership (18)
Current employment-type mix: Full time (38) · Contract (1)
Most visible hiring countries in this sample: Canada (14) · United States (10) · Romania (1)
Other current roles from this employer
Enterprise Sales Executive, Consumer Products and Services - US-Based
USA
Leadership · Region-restricted remoteGeneral Manager, SMB
Canada
Senior / lead · Region-restricted remoteGeneral Manager, Industrial Products and Services
Canada
Leadership · Region-restricted remoteEnterprise Sales Executive, Consumer Products and Services
Canada
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Work authorization wording detected: The listing appears to state a work-authorization requirement. Verify the exact jurisdiction and whether sponsorship changes that requirement on the original listing.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- The listing appears to require substantial prior experience.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
Visible application steps or requirements
- A portfolio or work sample is explicitly mentioned.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
About Toptal
Toptal is a global network of top talent in business, design, and technology that enables companies to scale their teams, on-demand. With $200+ million in annual revenue and team members based around the globe, Toptal is the world’s largest fully remote workforce.
We take the best elements of virtual teams and combine them with a support structure that encourages innovation, social interaction, and fun. We see no borders, move at a fast pace, and are never afraid to break the mold.
Job Summary:
As an Enterprise Sales Executive at Toptal, you will be a key driver of growth within our Healthcare and Life Sciences (HLS) industry vertical. In this role, you will identify, develop, and close opportunities with enterprise provider, payer and life sciences clients by helping them solve complex business challenges across a broad range of capabilities, including technology, marketing, management consulting, and AI-enabled transformation. You will develop tailored solutions that help clients accelerate strategic initiatives and achieve measurable business outcomes.
This role is designed for true hunters who thrive in a high-performance, client-facing environment. It is ideal for individuals who are passionate about building a book of business from the ground up, forging executive relationships, and creating long-term client value. Success in this role is measured by your ability to convert new enterprise relationships into durable revenue and to establish Toptal as a core services provider embedded in your clients’ critical initiatives.
This is a remote position with concentrated field work across the US. We do not offer visa sponsorship or assistance. Applicants must be authorized to work in the US at the time of hire. Resumes and communication must be submitted in English.
Job Summary:
Healthcare and Life Sciences organizations are transforming due to regulatory changes, and pressure to perform far outpacing their current abilities. AI has shifted from experimentation to execution, and companies across this sector are actively rebuilding how work gets done, across therapeutic development, care delivery and healthcare financing. Toptal’s Healthcare and Life Sciences (HLS) vertical already partners with some of the largest organizations in the world on exactly this work.
This role exists to bring expanded coverage to the US, where our client concentration and opportunity density are highest, and to convert that density into new enterprise relationships. You will report directly to the General Manager of the Healthcare and Life Sciences (HLS) industry vertical.
Responsibilities:
The following information is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all duties, responsibilities, or required skills.
You will be responsible for building a targeted portfolio of accounts via identifying, prioritizing, and developing your own book of business rather than inheriting an existing one. Once you have signed net new customers, you will partner with Client Partners to deepen and expand those strategic relationships over time. Net new accounts typically involve mid-level stakeholders across one or two business units and call for a disciplined, transactional approach, matching skills to immediate needs with speed and precision. As relationships mature, accounts become more complex, with deeper engagement across multiple business units and senior executive relationships. These accounts demand a highly consultative, strategic approach that includes navigating cross-functional priorities, aligning to evolving client business objectives, and demonstrating credibility at the C-suite level. Success will require the ability to adapt your engagement style to the maturity and complexity of each account, while consistently driving value and long-term growth.
- Own and build a portfolio of enterprise Healthcare and Life Sciences (HLS) accounts, with direct accountability for new logo acquisition, revenue growth, and client outcomes.
- Prospect, pitch, negotiate, and close new opportunities in close partnership with our Sales Development Representatives (SDRs), while expanding the relationships you establish.
- Define and execute account strategy, including opportunity creation, pipeline development, and multi-year growth planning.
- Lead solution development and deal execution in partnership with Industry GMs, Practice Leaders, Pursuits, and Delivery teams.
- Partner with Client Partners to drive coordinated account expansion and maximize total account value as accounts mature.
- Shape industry solutions that apply Toptal’s technology, marketing, consulting, and AI capabilities to the operating model challenges facing healthcare and life sciences organizations.
- Maintain disciplined pipeline and account intelligence to support accurate forecasting and informed decision-making.
- Lead strategic conversations with prospective and existing clients, while exercising discretion and independent judgment.
Your portfolio will ramp over your first 9-12 months, after which you will be measured against an annualized gross sales target of $3.5M, aligning with our broader portfolio strategies.
In the first week, expect to:
- Onboard with Toptal and meet your TopPal.
- Learn the core of Toptal’s model, our value proposition, and our deep capabilities.
- Familiarize yourself with the tools and resources needed to be successful.
- Dive into our sales methods, our selling processes, and playbooks.
- Become familiar with our contracting and legal methodologies, templates, tools, and processes.
In the first month, expect to:
- Meet key Toptal stakeholders who will support your success and the success of the overall team.
- Learn about the Industry Go-To-Market Strategy, our key sales plays, and our client engagement model.
- Work with the Healthcare and Life Sciences (HLS) General Manager to establish a portfolio strategy and build account plans.
- Shadow key calls and client meetings.
- Begin to meet with clients, leveraging your existing industry network and relationships, to articulate Toptal’s capabilities and identify where we can help organizations.
- Begin prospecting and actively engaging target accounts within your portfolio.
- Meet with SDRs, Client Partners, and cross-functional team members to align on joint account strategies.
- Collaborate with Pursuits and Delivery teams to understand how we design engagements.
In the first three months, expect to:
- Exercise discretion and independent judgment in the negotiation of contracts, work collaboratively with clients, and help them engage with Toptal’s capabilities and specialists.
- Begin shaping industry solutions that resonate with your target accounts, including AI-enabled approaches, demonstrating your comfort and ability in working with ambiguity and directly working to innovate alongside your clients.
- Establish credibility with client stakeholders through informed, consultative engagement tied to their priorities and current initiatives.
- Own your pipeline and forecast with confidence.
- Develop proposals and close your first set of deals.
- Actively contribute to team rituals, best practice sharing, and win/loss reviews.
In the first six months, expect to:
- Have an initial base of active clients while continuing to build your overall portfolio.
- Expand your buyer network and deepen executive engagement across your accounts.
- Drive net new opportunities by introducing additional capabilities and displacing incumbent providers.
- Shape and influence client priorities, aligning Toptal’s solutions to critical business objectives.
- Execute against a defined growth plan tied to measurable outcomes.
In the first year, expect to:
- Have built a list of incredible client accounts, advising them on how to utilize our capabilities to address their priorities and key business challenges.
- Establish and expand a strong executive network across your portfolio, building a foundation of advocates and sponsors.
- Begin to mentor new members of the team, teaching them about Toptal, our model, and how to successfully grow their territory.
- Be recognized for your subject matter expertise in the Healthcare and Life Sciences (HLS) industry, leveraging your existing industry network and relationships as well as your proven consultative selling skills to drive meaningful results for your clients and the overall industry team.
Qualifications and Job Requirements:
- Bachelor’s degree is required.
- 7-10+ years of experience in professional services, ideally gained at a leading consulting firm, with a strong foundation in enterprise account management and solution selling. For instance, experience in a Director, Principal, or Client Service Partner role at a top consulting firm.
- Extensive experience in consultative customer engagement and selling of service-oriented or outcome-based solutions, particularly within the Healthcare and Life Sciences (HLS) industry, with focus in any or all of the Provider, Medical Device, Bio-Pharma and Payer subsegments.
- Demonstrated success building a book of business from the ground up, i.e. self-sourcing, prospecting, and developing new enterprise relationships rather than relying on an inherited portfolio.
- Proven track record managing a $5M+ annualized gross portfolio and closing $250K+ complex, multi-phase deals with enterprise clients with $2B+ in annual revenue.
- Must be comfortable engaging C-level executives on industry trends impacting Healthcare and Life Sciences (HLS).
- A well-rounded understanding of Healthcare and Life Sciences (HLS) industry challenges and trends, including how AI is reshaping care delivery and therapeutic design models, and the ability to have an informed discussion about how Toptal’s technology, marketing, and management consulting capabilities can address the challenges they face
- Exposure to hybrid talent models or alternative consulting delivery models.
- Ability to build and execute account plans that lead to consistent portfolio growth and a healthy pipeline.
- Proven success in collaborative prospecting, running virtual and on-site sales calls, and leading sales pursuits backed by a multidisciplinary team.
- Experience negotiating complex service agreements with procurement and legal departments within enterprise accounts.
- Ability to partner effectively across multiple internal teams to shape innovative solutions that drive client success.
- Willingness and ability to travel to client sites, conferences, and team events (25–40%).
- Passion for solving client problems with creativity and urgency.
- Outstanding written and verbal communication skills.
- High level of intellectual curiosity, grit, and entrepreneurial spirit.
- Ability to work in a fast-paced, rapidly growing company and handle a wide variety of challenges, deadlines, and a diverse array of contacts.
- You must be a world-class individual contributor to thrive at Toptal. You will not be here just to tell other people what to do.
Essential Job Functions
- Regularly and reliably attend scheduled virtual team meetings on camera.
- Work independently with minimal supervision.
- Use all required digital collaboration tools.
- Prioritize and self-manage workflows and deadlines.
US FLSA Classification: Full-Time/Exempt
This position receives a base salary and is also eligible to earn monthly commissions based on revenue generated from engagements sold. For candidates who meet the qualifications and job requirements listed above, Individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.
Applications are accepted on an ongoing basis. In the US, Toptal’s benefit offerings include participation in a 401(k) retirement plan; medical, dental, and vision health insurance plans; basic life insurance coverage and short-term and long-term disability coverage; access to flexible spending, dependent care, and health savings accounts; access to telehealth virtual doctors; an employee assistance program; and flexible paid time off.
Compensation
Additional Information
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
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- 1 enabled source recently observed this vacancy.
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Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.