Senior Partner Manager (USA Only - 100% Remote)

About Us

Since 2013, we've been building a CRM that gets out of your way and helps your team sell more, faster. No manual data entry, no 10-click workflows. Just communication-first sales software designed to help you succeed and scale.

We're bootstrapped and profitable - that means we answer to our customers and play by our rules. We're proud of our ~100 person, 100% remote team focused on building Close so that no small, scaling business fails because it can't figure out sales.

About the Role

Close has over 1,500 Solutions Partners. Agencies, consultancies, systems integrators - people who recommend CRMs to their clients every week. The problem? Only about 100-150 of them are actively selling Close in any given quarter. That's a lot of potential sitting on the table.

We're hiring our first Sr. Partner Manager to change that. This is a founding role on a small, entrepreneurial team that's already proven this partner channel works. Now we need someone who can take what's working and develop it to a completely different scale - recruiting new partners, activating dormant ones, and turning good partners into great ones.

You are

• A partner sales person. You've spent 5-7+ years in the partner/channel world - recruiting partners, onboarding them, enabling them, and growing them consistently over time.
• Someone who carries a number and hits it (at least). You've owned ~$1.5M+ in annual revenue responsibility and you can talk specifically about the KPIs that drove your results. Not just "I managed partners" - you know your activation rates, your sell-through frequency, your pipeline coverage ratios, and what you did to move each one.
• Equal parts hunter and farmer. You can prospect and recruit new high-value partners in the same week you're running a QBR with an existing one. Some people are great at acquiring partners but lose interest once they're onboarded. Some people are great at nurturing but never grow the book. You do both.
• Consultative by default. You don't just manage partners - you coach them. You ask good questions, understand their business model, and help them figure out how to sell more effectively.
• Energized by ambiguity and ownership. This is a founding role. There's no playbook to inherit - you'll be building it as we go! (alongside your team)
• Genuinely curious about how partnerships work as a business. You can talk about partner economics, incentive design, tiering strategies, and activation models t because you've built them or operated inside them. Strong business acumen isn't a nice-to-have here; it's the job.

You will

• Own a portfolio of ~150 partners and their revenue output. You'll develop account plans, run regular business reviews, and be directly accountable for the partner-sourced revenue number.
• Recruit and onboard 15-30 new partners per quarter. You'll identify partners who fit Close's ideal partner profile - agencies, SIs, AI and GTM consultants - bring them in, get them trained, and get them to their first deal in under 60 days.
• Turn activation into a repeatable motion. Right now, we have 1,500+ partners and a fraction of them are active. You'll figure out what makes a partner go from signed up to actually selling, and build the systems to make that happen at scale.
• Enable partners to sell Close effectively. Product training, sales playbooks, demo support, competitive positioning, deal strategy - you'll equip your partners with what they need to win, and you'll be the one coaching them.
• Coordinate (and co-sell) with Close's direct sales and CS teams. When a partner brings a deal, you'll work cross-functionally to make sure it closes smoothly. You'll build the internal relationships and processes that make co-selling actually work.
• Build the playbook. As the first person in this seat, you're setting the standard for how Close manages partner relationships. The tiering strategies, the engagement cadences, the incentive structures, the reporting - you'll define what good looks like and create the foundation the team scales on.

Benefits

• Competitive compensation including an organization-wide goal-based bonus
• Paid Time Off: 5 Weeks PTO upon joining + Winter Holiday Break. Each year with the company, you'll receive 2 extra PTO days.
• 80% Work Option: Work with your manager to choose between working 5 day weeks (standard full-time) or 4 day weeks @ 80% pay
• Paid Parental Leave for primary and secondary caregivers
• Sabbatical: After 5 years with the team, you're eligible for a 1 month paid sabbatical
• Healthcare (US residents): Medical, Dental, Vision with HSA option, Dependent care FSA
• 401k (US residents): We match 6% contributions with immediate vesting

Our Values

Build a house you want to live in - Examine long-term thinking and action

No BS - Practice transparency and honesty, especially when it’s hard

Invest in each other - Build successful relationships with your coworkers and customers

Discipline equals freedom - Keep your word to yourself and others

Strive for greatness - Constantly challenge yourself and others

Learn More

Listen to our CEO and Founder, Steli Efti, tell the story of Close’s journey in the $0-30m Blueprint. 

Watch our culture video from our 2023 team retreat in Milan. Every year our entire team gathers in person to build connection, foster cross-functional collaboration, and have fun. In 2026, we’re headed to Barcelona, Spain!

Explore our product. Check out a demo!

Our Hiring Process

We ask a few role-specific questions as part of our application process. These questions are designed to help us learn more about you from the start so please answer each question thoughtfully. We see this as an opportunity to get to know you beyond your resume.

We use AI tools daily at Close and expect candidates do too. In evaluating your application, we aim get a sense for you - the way you think, how you communicate, the work you've done. Applications that read as fully AI-generated will not be considered.

Regardless of fit, you can expect to hear back from our team with an update on the status of your candidacy. 

If you progress to the interview process, you’ll receive a full outline of the role-specific interview process in your first touchpoint with us. We do our best to make the hiring process clear and human.