Workforce Sales Lead

High velocity, high intensity, high trust, high bar, high impact, and a will to win.

If those words resonate deeply with you, this could be your next career move. We're seeking someone who leads with humility, pursues audacious goals, and is motivated by meaningful impact on people and the world.

At FutureFit AI, our core mission is to help more people get to better jobs faster and cheaper, with a specific focus on those facing barriers to opportunity. Our work helps resolve the growing issue of economic inequality, ensuring that no one is left behind in the future of work. Our AI-powered platform brings efficiency and insight to workforce development, replacing outdated systems and unlocking human potential at scale.

Ready to make an impact? Apply today.

Important note: Data shows that men typically apply when meeting 3/10 requirements, while women often wait until it's 10/10. We encourage you to apply if you see a strong (not necessarily perfect) fit.

We're seeking a Workforce Sales Lead to join our Growth team as our first hire dedicated to state government. This is the role that converts FutureFit AI's momentum with state agencies into signed contracts and a repeatable motion.

You will be the primary day-to-day driver of our state government pipeline: running discovery, navigating procurement, building multi-stakeholder relationships, and getting contracts signed. You'll work in close partnership with our Chief Commercial Officer, who leads our Growth and Customer Success teams and will be a hands-on collaborator. You'll also work alongside teammates who own RFP strategy, partnerships, and sales enablement, and you'll flex into other market segments when the opportunity is right.

The right person for this role understands how state agencies make decisions, knows how to earn credibility in rooms where technology skepticism is high, and has the patience and persistence that long-cycle government sales demands. This is a builder role: you will help shape the playbook, not just execute it.

• State government pipeline: Identify, qualify, and pursue opportunities with state workforce agencies, state labor departments, and state economic development bodies. Own the pipeline from first contact through signed contract.

• Full-cycle sales: Run discovery, manage multi-stakeholder relationships, develop proposals, navigate procurement, and close deals. You don't hand off to a closer — you are the closer.

• Stakeholder credibility: Build trusted relationships across the buyer org — from program directors and workforce commissioners to procurement leads and deputy secretaries. You earn influence through substance, not just presence.

• RFP collaboration: Work closely with teammates who own RFP strategy and policy to ensure our responses are sharp, differentiated, and accurate. You bring the customer context; they bring the institutional knowledge.

• Market intelligence: Stay close to state budget cycles, policy priorities, federal funding flows (WIOA, TAA, and others), and competitive activity. Use that intelligence to time outreach, shape messaging, and inform our GTM strategy.

• Playbook development: Help define and refine how FutureFit AI sells to state government. Document what works, surface patterns, and contribute to a repeatable motion that scales beyond you.

• Internal alignment: Keep Customer Success, Product, and leadership in the loop on deal context, customer needs, and signals from the market. Sales doesn't operate in a silo here.

We care more about deep knowledge of this space and a relevant network than a traditional sales résumé. The right person could come from several backgrounds — here are a few profiles we'd be excited about:

• The former agency leader. You ran a state workforce agency, regional board, or workforce program. You know how these systems work from the inside, you have relationships across the ecosystem, and you're ready to bring that credibility to bear in a commercial role. You may not have carried a quota before — but you've influenced decisions at scale and know how to get things done in government.

• The govtech sales veteran. You've sold technology or SaaS to state agencies — in workforce, labor, social services, economic development, or a closely adjacent space. You understand procurement, you know how to navigate a multi-stakeholder buying process, and you have a pipeline instinct.

• The workforce consultant or intermediary. You've worked at a national intermediary, consulting firm, or philanthropy-funded organization operating at the intersection of policy and practice. You have deep relationships with agency leaders, you understand the funding landscape, and you've done business development even if it wasn't called that.

• The policy-to-commercial crossover. You came out of federal or state workforce policy — DOL, a governor's workforce office, a state labor agency — and you're ready to bring that institutional knowledge into a growth role. You understand how decisions get made at the state level better than almost any career salesperson would.

If you don't fit neatly into one of these profiles but believe you're the right person for this role, we encourage you to apply and tell us why.

• Deep knowledge of the state workforce ecosystem — how agencies are structured, how they buy, how they measure success, and who the influential players are.
  

• A meaningful network in workforce development, state labor, or economic development that you can activate.
  

• Familiarity with how state government procurement works: RFPs, sole-source processes, MSAs, and the informal dynamics that move decisions along.
  

• Comfort with long sales cycles (6–12+ months) and the discipline to manage a pipeline that doesn't move fast.
  

• Strong consultative instincts: you ask great questions, listen carefully, and connect a solution to a real problem rather than leading with features.
  

• High agency and strong written communication: you drive your own process, document clearly, and don't wait to be managed.

• Direct experience selling SaaS or technology platforms to state workforce or labor agencies.
  

• Working knowledge of WIOA, RESEA, TAA, or other federal workforce funding programs.
  

• Existing relationships with state workforce agency leadership in one or more states.
  

• Experience working in or alongside a startup sales team, where the playbook is still being written.
  

Your alma mater isn't our focus. Your grit, hunger, and drive are. If you learn continuously, tackle challenges head-on, and know your strengths and gaps intimately, you're our person.

• Work directly with the founding team

• Unlimited PTO

• Career Development Budget

• Technology reimbursement

• Flexible schedules built on trust

[Remote, US] We are open to candidates living anywhere in the United States, with a preference for candidates in Eastern Time Zone (EST).

This role requires regular travel to build and maintain relationships with state and federal agency stakeholders. Expect to travel approximately once or twice per month, with occasional spikes around procurement cycles, conferences, and offsites.

The base salary range for this role is USD $130,000 to $160,000, benchmarked to the middle of the market for comparable venture-backed companies. Variable compensation is tied to closed ARR and will be discussed during the hiring process. This range reflects the varying levels of expertise and responsibilities that will be determined through the interview process, based on applied experience and other criteria established by the hiring committee. Compensation ranges are reviewed regularly and adjusted to reflect market conditions.

At FutureFit AI, our hiring process is designed to help you assess whether this role and our culture are the right fit based on your unique skills, mindset, and experiences. We move fast and work with intensity, so we want you to get a real sense of that from the start.

Each journey includes a mix of interviews and a performance challenge. For this role, that might look like:

1. Online Application

2. Initial Screen with Director of People & Culture

3. Interview with Hiring Manager

4. Performance Challenge

5. Final 1:1 Interviews

6. Final Decision

Generally, this entire process takes around 6 weeks, although the timing can vary due to specific candidate circumstances.

At FutureFit AI, we're not just building a company—we're transforming how talent and opportunity connect. Join our driven team united by a commitment to job seekers and the workforce ecosystems we serve.

• Team: 30-50 across US and Canada (hubs in NYC and Toronto)

• Customers: Workforce development agencies and intermediaries, government agencies, employers

• Industry: SaaS/AI technology

• Funding: Bootstrapped 0-1, then raised funding led by JP Morgan

• Structure: Growth, Customer Success, Product, Engineering, Data, People & Culture, Finance & Operations

• Be Curious

• Drive to Outcomes

• Raise the Bar

• Speed Matters

• Own It

• We Over Me

At FutureFit, we use artificial intelligence (AI) tools to make our hiring process more efficient, consistent, and equitable—never to replace human judgment. We use AI in the following ways:

• Screening support: AI may help us compare applications against the skills and experience required for a specific role. These skills are defined by the hiring team for each position. A human reviews each application, with the AI assessment as just one input.

• Interview support: In some interviews, we may use an AI notetaker to summarize the discussion so interviewers can focus on being present in the conversation.

• Insights, not decisions: AI provides data points to support our team’s evaluation but does not make or recommend final hiring decisions. Every hiring decision is made by people.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request an accommodation.
© FutureFit AI All rights reserved, we are proud to be an equal opportunity workplace. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, religion, color, gender identity, sexual orientation, age, disability, veteran status, or other applicable legally protected characteristics. We encourage people of different backgrounds, experiences, abilities, and perspectives to apply.