Job-Search Strategy Blueprint

Secure a Sales Director or VP Sales role in a B2B logistics, supply-chain, connectivity, or operational-technology company where John’s combination of enterprise selling, team coaching, and forecast discipline is directly relevant.

Prioritize growth-stage and established companies with complex enterprise sales, 6–20 person commercial teams, multi-stakeholder buying cycles, and a need for stronger operating cadence.

• Tier 1: logistics and supply-chain software.
• Tier 2: enterprise connectivity and operational technology.
• Tier 3: adjacent B2B platforms where customer complexity is similar.
• Avoid roles that are primarily individual-contributor sales unless the scope supports John’s leadership direction.

I lead enterprise sales teams through a combination of customer value, practical coaching, and forecast discipline. My recent team finished at 118% of plan while a standardized opportunity process improved pipeline accuracy by 22%. I am targeting organizations that need both growth and a repeatable commercial operating rhythm.

Protect quality while maintaining consistent volume.

• 5 high-priority applications tailored to clear role fit.
• 10 warm outreach messages to former colleagues, customers, partners, and alumni.
• 5 targeted messages to hiring leaders or relevant recruiters.
• 3 live networking or recruiter conversations.
• 1 Friday pipeline review covering next step, probability, age, and blocker for every opportunity.

Warm contact: I’m exploring Sales Director opportunities in logistics and enterprise technology. My focus is leading teams, improving forecast discipline, and supporting complex growth. If a relevant organization comes to mind, I’d value your perspective. Hiring leader: Your team’s focus on enterprise growth caught my attention. I currently lead 14 sellers and recently improved pipeline accuracy by 22%. I would welcome a brief conversation if that experience is relevant to your priorities.

Track qualified applications, warm introductions, recruiter screens, hiring-manager conversations, interviews, conversion by source, response time, résumé version, match estimate, and follow-up date. Do not treat raw application count as the main success measure.

If qualified-screen rate stays below 20% after 20 targeted applications, revisit target fit and top-of-résumé positioning. If screens do not convert to interviews, improve the opening narrative and examples. If interviews do not progress, review role level, evidence, and closing questions.