Head of Talent & Performance (Fractional) - B2B SaaS, Sales & Marketing Focus
Flosum Open · verified Oct 24, 2026 At a glance
Director-level General Marketing role at Flosum. Remote, United States · no salary stated · we estimate $165,760–$228,375 across the United States.
Flosum has not published a salary for this role. The figure below is our estimate, not theirs.
remoteroles summary, based on the employer's posting.
What you'll do
- Set measurable role standards, identify people falling short, coach them, and handle exits when performance does not improve
- Build hiring processes for account executives, SDRs, marketers and their leaders, then track hiring speed, ramp and quota results
- Make strong performance visible, keep managers accountable for team outcomes, and support them through difficult decisions
- Bring the CEO problems and proposed fixes before they ask
What you bring
- You have hired sales or marketing talent at a B2B SaaS company and personally managed an underperformer’s exit
- Your background is in sales, RevOps, recruiting or operations leadership at B2B SaaS companies
- You can commit fifteen to twenty-five hours weekly, are based in the US and would consider moving into a full-time role
Who this fits
This fractional role suits an operator who focuses on measurable performance and revenue outcomes, rather than HR administration. You’ll work directly with the CEO and need to be comfortable challenging them. The engagement starts with a paid thirty-day trial, with a longer arrangement tied to results.
From the employer
Summary
We're a growing B2B SaaS company. We want an operator to build a team of high performers, especially in sales and marketing. This is not a traditional HR role.
PLEASE DON'T APPLY IF:
- You haven't hired sales or marketing people at a B2B SaaS company.
- Your main work has been policies, benefits, compliance or HR administration.
- You wait for problems to come to you.
- You've never personally run the exit of an underperformer.
WHAT YOU'LL OWN
- Performance. Set clear, measurable standards for every role. Spot underperformers early, coach them fast, and exit them within 60–90 days if they don't improve. You will run and deliver terminations yourself, with the CEO signing off.
- Hiring. Build a hiring engine for account executives, SDRs, marketers and their leaders. You'll track time-to-hire, ramp time and quota attainment.
- Culture. Build a culture where top performers are rewarded publicly and everyone knows the bar.
- Managers. Hold managers accountable for their teams, and back them when they make tough calls.
- Initiative. Bring problems and fixes to the CEO before you're asked.
Requirements
YOU ARE
- An operator first, with a background in sales, RevOps, recruiting or ops leadership at B2B SaaS companies.
- Someone who talks in revenue per employee, quota attainment and regretted attrition, not "engagement."
- High energy, fast-moving, and willing to push back on the CEO.
- Available 15–25 hours a week, US-based, and open to going full-time.
HOW IT WORKS
- Paid 30-day trial. We'll judge you by what you ship: scorecards, a sales hiring scorecard and a performance review cadence.
- We'll convert to a longer engagement based on results.
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