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Open nowPosted 23 days ago

District Manager, Sales

Cambria69 open roles

Pay
$110,438 – $154,453 a year
Where
Atlanta, GA
Work mode
Remote
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Your applicationOpen nowDistrict Manager, SalesCambria · Atlanta, GA

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Cambria's own form.

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The clock on this job

Early applications get read.

12.1% of postings close within 7 days. Measured by our own scanner across the market. Cambria postings stay open a median of 44 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.1%7 days
  4. 19.1%14 days
  5. 35.6%30 days
  6. 52.7%60 days
This job: posted 23 days ago

Cambria median: 44 days open

The posting

Job Description:

Cambria has an exciting opportunity in Atlanta, GA as a District Manager. The District Manager drives revenue growth across the district by leading, managing, and coaching a team of high-performing sales representatives. As a strategic driver and change agent, the District Manager spends significant time in the field to build seller capability, embed a coaching culture, enforce data-driven accountability, and cultivate executive-level industry partnerships that clear the path for their team's success.

Operating through three main pillars—Lead, Manage, and Coach—the District Manager models and reinforces the Trusted Partner framework (Engage → Discover → Build Value → Advance) in every interaction with customers and team members alike. Performance in this role is defined by five core competencies, each rooted in the Cambria Sales System.

Essential Duties & Responsibilities:

Builds Relationships That Drive Results (Trusted Partner)

  • Conducts regular account reviews with reps to monitor how relationships are being planned, mapped, and grown—focusing on revenue production as well as account health.
  • Holds the district accountable for translating Trusted Partner relationships into measurable results, and actively owns whether new sales programs are deployed and effectively drive growth.
  • Reinforces relational mapping (Purchasing, Influencers, Evaluators, Partners) as a framework for reps to strategically allocate their relationship-building time.

Owns Positioning & Specification Strategy (Engage → Advance)

  • Guides Market Representatives through the pipeline using the Other-Centered Selling (OCS) framework—engaging with purpose, building value, and advancing accounts rather than defaulting to generic cultivation.
  • Clearly communicates district strategy, building genuine buy-in rather than passive compliance.
  • Owns the district's conversion and win rate as a direct measure of strategy effectiveness, holding the team accountable to execute the strategy thoroughly.

Drives Discovery & Consensus-Building to Close (Coach: Diagnose → Align → Develop)

  • Embeds question-based coaching into regular 1:1s—asking before telling, and creating an environment where reps self-diagnose their growth areas using the ASLAN coaching model.
  • Uses individual scorecards to ground coaching conversations in objective performance data, applying the Diagnose → Align → Develop cycle to move sellers toward mastery of Discover and Build Value disciplines.
  • Follow-ups to confirm self-assessed growth areas translate into pipeline movement; addresses underperformance directly and escalates or manages out reps whose results do not improve despite sustained coaching.

Owns District Business Acumen & Results (Manage: Set, Work, & Measure the Plan)

  • Takes personal accountability for district revenue, margin, and market share—maintaining exact awareness of district performance against targets at all times.
  • Forecasts accurately, manages budget/program spend responsibly, and teaches reps deal math so each rep understands their number and how it rolls up to the district target.
  • Proactively analyzes revenue and margin variances by rep and account to correct course early, holding reps accountable to specific new-business growth rather than activity alone.

Builds a Culture of Growth & Accountability (Lead: Change Management)

  • Models adaptability to organizational change and holds the team to the same standard, preventing personal skepticism from becoming team-wide resistance.
  • Establishes psychological safety for direct, constructive feedback while promptly addressing disruptive behavior, undermining conduct, or change resistance.
  • Translates company strategy into clear team alignment; owns team engagement and retention as a personal accountability, recognizing team culture as a direct reflection of DM leadership.

Qualifications & Skills

​Minimum Requirements:

Education: Bachelor’s Degree strongly preferred

Experience: Minimum 7 Years of Experience Selling Plus Minimum of 3 Years of Employee Management Experience

Systems: Proficient in Microsoft (Word, Excel, PowerPoint) and Google (Docs, Sheets, Slides) suites of software, Concur and Salesforce experience preferred.

Additional Requirements:

Managerial Requirements: 3–5 years of experience managing a team of 5–10 direct reports, with a proven track record of setting clear priorities, establishing performance expectations, and driving accountability.

Travel Requirements: 80% local travel by car to customers. Remaining 20% is to trade shows, associations and trips to Minnesota for training. Must have the ability to work extended hours, including evenings and overnights, and to travel over weekends.

  • Must hold a valid Driver’s License from state of residence.
  • Must be able to successfully pass a Motor Vehicle Record (MVR) check in accordance with Cambria's standards.

Physical Requirements: Must be able to lift up to 50 pounds of quartz samples to and from appointments and events. Must be able to drive for a long period of time.

Cambria’s starting salary range for this position is $110,438 - $154,453. Salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the target for new hires for the position. Individual pay is determined by several factors, including work location, job-related experience, and relevant education and/or training.

This position will be provided a branded company vehicle, based on fleet availability, or temporary mileage reimbursement in lieu until a vehicle becomes available.

Cambria offers a competitive benefits package that encompasses Health and Dental Insurance, Paid Time Off, 7 paid Holidays , 401(k) plus matching, Discretionary Profit Sharing, Flexible Spending Account; Life, Supplemental Life, and Disability Insurance; Referral Program, Tuition Reimbursement, Employee Assistance Program, Employee Discount and Professional Development Assistance.

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

At Cambria, dedication to philanthropy and our people is at the heart of who we are. We strive to make a meaningful difference in the world every day by prioritizing employee well-being and fostering inclusivity and empowerment. Under the banner of CambriaCares, our philanthropic endeavors show our commitment to our people and our community to uplift kids, support education, and contribute to a sustainable future.

For additional company information, please visit www.CambriaUSA.com

An offer of employment is contingent upon the successful completion of a background verification check, subject to applicable laws and regulations. The results will be reviewed based on the individual's record, and the specific duties and requirements of the job.

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