Managing Director - Strategic Sales Growth and Innovation

Job description

Credit Acceptance is proud to be an award-winning company recognized both locally and nationally across multiple workplace categories. Our world-class culture is shaped by dedicated team members who are driven to succeed as professionals individually and together as a team. Backed by a strong product, exceptional people, and a stable financial foundation, we’ve grown into a leading provider of used and new car financing across the country. The Managing Director of Sales is responsible for leading and developing a team of Directors of Sales within an assigned region or business area. This role drives sales performance through leaders, translates regional strategy into district and market-level execution plans, strengthens dealer relationships, improves market results, and supports P&L performance across assigned districts. The Managing Director owns performance execution across assigned districts by ensuring Directors of Sales meet business objectives, address performance gaps, manage expenses appropriately, and consistently execute company priorities. Serving as a key link between the Regional Vice President of Sales and the field sales organization, this role ensures sales plays, dealer strategies, performance expectations, financial discipline, and leadership standards are executed consistently across districts and markets. Outcomes and Activities: District and Market Strategy Execution Translate regional strategy into district-level priorities, market plans, and clear execution expectations for Directors of Sales. Partner with the Regional Vice President of Sales to shape market-level strategies based on field insights, dealer performance, competitive dynamics, and business trends. Identify strategic opportunities and risks within assigned districts, including priority markets, underperforming markets, high-growth opportunities, and resource needs. Ensure Directors of Sales are building and executing market plans that align with regional priorities, company objectives, and P&L expectations. Use data, dealer insights, and market intelligence to recommend adjustments to strategy, resource allocation, field focus, and execution priorities. Provide clear feedback to the Regional Vice President of Sales on what is working, where execution is challenged, and where strategic adjustments may be needed. Sales Execution and Business Performance Lead assigned Directors of Sales to achieve business objectives, sales goals, dealer engagement expectations, market performance targets, and P&L-related outcomes. Identify opportunities to improve performance in priority markets, underperforming markets, and high-growth markets. Use data, reporting, market insights, and field observations to evaluate performance, identify trends, and drive action. Ensure consistent execution of sales plays, dealer strategies, company initiatives, and go-to-market priorities. Monitor progress against business objectives and partner with Directors of Sales to remove barriers, adjust plans, and improve outcomes. P&L Accountability and Financial Discipline Support P&L performance across assigned districts by driving sales results, market growth, dealer performance, and disciplined expense management. Use financial reporting, business metrics, and market insights to evaluate performance, identify risks, and take action to improve results. Partner with the Regional Vice President of Sales, Finance, Sales Operations, and other business partners to understand financial performance, expense trends, and business opportunities. Ensure Directors of Sales understand how sales execution, dealer performance, market growth, staffing, travel, and expense management impact overall business results. Reinforce appropriate use of resources, travel, staffing, and field activity to support business priorities and financial discipline. Leadership and Talent Development Coach, mentor, and develop Directors of Sales to strengthen leadership capability, business acumen, coaching effectiveness, and execution discipline. Build leadership depth by identifying, developing, and preparing future sales leaders. Hold Directors of Sales accountable for business results, leadership behaviors, talent development, and consistent execution of expectations. Reinforce a leadership culture focused on ownership, accountability, collaboration, trust, and continuous improvement. Support Directors of Sales in coaching their teams, addressing performance gaps, and creating strong team engagement. Model transparency, consistency, professionalism, and high expectations in all leadership interactions. Organizational Health and Effectiveness Continuously evaluate and improve assigned districts and teams using the company’s Organizational Health framework, including: Right People: Ensure the right leaders and team members are in the right roles and are performing at the expected level. Right Number: Assess staffing levels, market coverage, and resource allocation to support business needs. Organizational Design: Ensure work is structured effectively to achieve company objectives and support efficient execution. Clear Expectations: Confirm leaders and team members understand goals, priorities, role expectations, and success measures. Training and Development: Ensure leaders and team members have the skills, knowledge, and tools needed to succeed. Performance Management: Provide timely, direct, and consistent feedback; address performance gaps with clear action plans. Measurement: Use relevant metrics and business insights to monitor performance, identify trends, and guide decisions. Incentives and Recognition: Support incentive plans and recognition practices that motivate performance and reinforce desired behaviors. Right Environment: Build trust, engagement, communication, and alignment across the region. Tools and Processes: Identify opportunities to improve technology, processes, reporting, and field effectiveness. Performance Leadership and Accountability Own performance execution across assigned districts by ensuring Directors of Sales understand performance expectations, actively manage results, address gaps, and deliver against business objectives. Establish and maintain a disciplined operating rhythm with Directors of Sales, including business reviews, market reviews, coaching conversations, and performance check-ins. Set clear expectations for business results, leadership behaviors, execution standards, financial discipline, and team effectiveness. Ensure Directors of Sales are actively coaching their teams, reinforcing expectations, and addressing performance gaps in a timely and effective manner. Use facts, data, and documented observations to evaluate performance, identify trends, and guide coaching decisions. Hold leaders accountable for outcomes, execution, leadership behaviors, and alignment with company priorities. Partner with the Regional Vice President of Sales and cross-functional partners to address talent needs, organizational changes, performance matters, and business priorities. Reinforce consistent leadership standards and ensure decisions are aligned with company values, policies, and business needs. Cross-Functional Partnership and Change Leadership Partner with Sales Enablement, Marketing, Product, People, Finance, Sales Operations, and other departments to support sales execution and company priorities. Lead adoption of new tools, processes, programs, and strategic initiatives across assigned districts. Communicate clearly and effectively, helping Directors of Sales and teams understand the reason for change, expected outcomes, and their role in execution. Provide feedback from the field to improve programs, processes, technology, reporting, and overall sales effectiveness. Balance short-term performance needs with long-term business strategy, leadership development, and organizational health. Dealer and Market Leadership Maintain a strong understanding of assigned market dynamics, dealer needs, competitive trends, and business opportunities. Support Directors of Sales and their teams in strengthening dealer relationships and improving dealer performance. Ensure market strategies are tailored appropriately while remaining aligned with company standards, regional priorities, and business objectives. Represent the company professionally in the field and serve as a senior sales leader with dealers, team members, and internal partners. Escalate key market opportunities, risks, financial impacts, and business insights to the Regional Vice President of Sales. Requirements: Bachelor’s degree or equivalent relevant experience, with 8 or more years of progressive experience in sales leadership, field leadership, business development, financial services, or complex relationship management. Proven track record of driving business results and P&L-related outcomes through leaders and teams. Demonstrated ability to coach, develop, and hold leaders accountable for performance, execution, leadership behaviors, financial discipline, and team effectiveness. Strong understanding of sales execution, market performance, dealer development, field leadership, and financial drivers of business performance. Ability to use data, reporting, financial insights, and business metrics to identify trends, evaluate performance, and drive action. Strong communication, influence, decision-making, and change leadership skills. Proven ability to lead in a fast-paced, evolving business environment. Demonstrated leadership presence in team meetings, field interactions, dealer conversations, and cross-functional partnerships. Ability to build trust, strengthen engagement, and create a high-accountability culture. Ability to travel 50% to 75% based on business needs. Must reside in Los Angeles, CA or be willing to relocate Preferred: Prior experience as a strong-performing Director of Sales or equivalent sales leadership role. Experience leading multiple sales teams, districts, or field-based markets. Background in automotive finance, dealer relations, financial services, or related industry. Experience supporting organizational change, sales transformation, or go-to-market execution. Strong cross-functional partnership with Sales Enablement, Marketing, Product, Finance, People, or other business partners. Demonstrated success improving underperforming teams or markets. Experience developing leaders for future advancement opportunities. Experience managing or influencing P&L performance, financial planning, expense management, or business performance reviews. Targeted Compensation: $210,000 + Commission #Zip #LI-Remote Benefits Excellent benefits package that includes 401(K) match, adoption assistance, parental leave, tuition reimbursement, comprehensive medical/ dental/vision and many nonstandard benefits that make us a Great Place to Work Our Company Values: To be successful in this role, Team Members need to be: Positive by maintaining resiliency and focusing on solutions Respectful by collaborating and actively listening Insightful by cultivating innovation, accumulating business and role specific knowledge, demonstrating self-awareness and making quality decisions Direct by effectively communicating and conveying courage Earnest by taking accountability, applying feedback and effectively planning and priority setting To create an environment where people do their best work, we focus on the dimensions of Organizational Health. All leaders must: Identify the Right People by recognizing top talent Set Clear Expectations by managing change and directing others Train team members and focus on developing talent Performance Manage by ensuring accountability and driving results Create the Right Environment by establishing trust and managing conflict Maintain the Right Number of team members needed to build an effective team Expectations: Remain compliant with our policies processes and legal guidelines All other duties as assigned Attendance as required by department Advice ! We understand that your career search may look different than others. Our hiring team wants to make sure that this would be a fit not just for us, but for you long term. If you are actively looking or starting to explore new opportunities, send us your application! P.S . We have great details around our stats, success, history and more. We’re proud of our culture and are happy to share why – let’s talk! Required degrees must have been earned at institutions of Higher Education which are accredited by the Council for Higher Education Accreditation or equivalent. Credit Acceptance is dedicated to providing a safe and inclusive working environment for all. As part of our Culture of Compliance, we are proud to be an Equal Opportunity Employer and value our culturally diverse workforce. All qualified applicants will receive consideration for employment regardless of the person’s age, race, color, religion, sex, gender, sexual orientation, gender identity, national origin, veteran or disability status, criminal history, or any other legally protected characteristic. California Residents: Please click here for the California Consumer Privacy Act (CCPA) notice regarding the personal information Credit Acceptance may collect from you. Play the video below to learn more about our Company culture.