Sales Director — Marine Dealer Development

Overview

Good Sam Enterprises is seeking a Director - Marine Dealer Development to build and own the sales pipeline for its new Financial Services division, selling the division's program of lending, F&I (finance and insurance) menu, and virtual F&I (F&I delivered remotely rather than through the dealership's finance office) to independent dealers. The role starts in Florida, is expected to expand to other states, is remote, and requires significant travel as needed for sales. It is a new role in a new division, so the Director also helps establish how dealers are found, signed, onboarded, and grown.

The Director owns the dealer relationship from the first conversation through the life of the account: the pipeline, the initial drafting rounds and negotiation of the dealer agreement, the onboarding experience as the dealer's single point of contact, and ongoing account management. The standard dealer agreement sets the boundary on negotiating authority. The Director negotiates terms such as term length within it, any contract that departs from it goes through legal and is reviewed by the SVP, Operations, Financial Services, and any compensation change outside it must be approved before it is offered.

This is a sales and account management role, not an operations role. The operations team that supports dealers day to day sits in a different reporting line, so the Director partners with it rather than directing it. The Director is not the operator of the program, is not consumer facing, does not sell F&I products to a dealer's customers, and does not own credit decisioning, licensing, or compliance. The Director works with legal and outside contractors where those matters touch a deal, and has no direct reports today.

IDEAL CANDIDATE

The ideal candidate is a self-directed seller who builds pipeline rather than inheriting one, enjoys opening doors with dealership owners, and earns their trust over time. They are equally comfortable negotiating term length across the table, walking a new dealer through the first live transaction, and sitting in a quarterly business review with an established account. They treat the signed agreement as the start of the account, not the finish, and they want to own the full dealer relationship rather than pass it along.

The central tension of the role is moving fast in a new division while staying inside the standard agreement. The right person is energized by that tension rather than frustrated by it. They bring legal and the SVP into a non-standard request early, before it reaches the dealer as a promise, and they surface deal status, risks, and exceptions without being asked. They are open, consistent communicators who share context and credit with operations, legal, and leadership, because dealer success depends on teams this person does not manage. They are a partner to operations, not a substitute for it.

They are a salesperson with an account manager's patience and a sense of what is fair to the dealer's customers as well as to the dealer. They are comfortable in a division where process is still being written, where the answer to "who owns this?" is sometimes still being decided, and they help get it decided without taking over what belongs to someone else.

KEY RESPONSIBILITIES

Dealer Pipeline & Acquisition

• Own the independent-dealer sales pipeline from first outreach through signed agreement, including prospecting, engaging dealership owners and decision-makers, demonstrations, referrals, and industry events
• Own the sales plan and target dealer list for the assigned territory, beginning in Florida and expanding to additional states as the division grows
• Own the sales message for all three offerings (lending, F&I menu, and virtual F&I), explaining to dealer owners and finance leaders how each helps them serve customers and close more sales
• Own pipeline discipline in the CRM (customer relationship management system), with a current stage, next step, and expected close date on every opportunity
• Partner with marketing on dealer outreach, events, and sales materials
• Influence which dealer segments and markets the division pursues next, based on what the pipeline shows

Contract Negotiation & Enrollment

• Own the initial drafting rounds and negotiation of the dealer agreement as the dealer's primary point of contact, including term length and the other terms available within the standard agreement
• Own the line between standard and non-standard: a contract that stays within the standard agreement proceeds through the normal process, and any contract that departs from it goes through legal and is reviewed by the SVP before anything is offered back to the dealer
• Own the rule that no compensation change for an independent dealer outside the standard agreement is offered or agreed until it has been approved
• Partner with the SVP on negotiation strategy and approvals for any non-standard term
• Partner with legal and outside contractors on drafts, redlines, and dealer questions about the agreement
• Serve as the dealer's primary contact through enrollment, coordinating the handoff of each executed agreement to operations

Dealer Onboarding as Single Point of Contact

• Serve as the independent dealer's single point of contact throughout onboarding, so the dealer never has to work out who to call
• Own the dealer-side onboarding experience, including setting expectations, timeline, and dealer-side tasks and tracking them to completion
• Partner with operations so that each dealer reaches its first live transaction, with operations owning the day-to-day platform and process support
• Partner with operations on training dealer owners, sales teams, and finance staff, and on activation after enrollment
• Serve as the escalation point when onboarding stalls, bringing in operations, legal, or the SVP rather than working around them
• Support the definition of the handoff between onboarding and ongoing dealer support, so it is clear to the dealer and to operations who does what

Account Management & Growth

• Own the ongoing commercial relationship with every enrolled independent dealer as its account manager, including regular business reviews
• Own dealer activation and utilization: tracking applications and volume by dealer, identifying underused accounts, and running reactivation and retention plans
• Own an account plan for each dealer, including expansion across all three offerings
• Partner with operations when a dealer raises a service issue, remaining accountable to the dealer for the relationship while operations owns resolution of the issue
• Serve as the dealer's voice inside the company, and influence platform and process improvements by bringing dealer needs and competitor activity to leadership
• Own accurate communication of approved program terms and capabilities to dealers, and the protection of dealer and customer information.
  

Forecasting, Reporting & Market Feedback

• Own accurate pipeline, forecast, and account reporting to the SVP on a regular cadence
• Own tracking of dealer acquisition, activation, volume, revenue, and retention against the sales goals set for the role
• Partner with the SVP to set the role's sales goals at the start and to adjust them as the division learns what is realistic
• Influence division strategy by providing regular, candid updates on pipeline health, dealer needs, and the competitive landscape

EDUCATION & EXPERIENCE

• Bachelor's degree required
• 7+ years of business-to-business sales, dealer development, or territory and account management experience, including building a pipeline from scratch and managing an account book after the sale
• Experience selling to dealership owners and decision-makers; experience in marine, RV, powersports, automotive finance, or financial technology preferred, and existing Florida dealer relationships a plus
• Working knowledge of dealership operations and consumer financing; familiarity with F&I menu selling and virtual F&I a plus
• Experience negotiating commercial agreements within a standard-terms framework and escalating exceptions to legal and senior leadership
• Experience coaching or mentoring other sellers a plus; this role carries no direct reports today
• Ability to travel significantly as needed for sales, with occasional overnight travel and industry events; valid driver's license and ability to meet company driving requirements

KNOWLEDGE & SKILLS

• Proven ability to build and manage a sales pipeline independently, from prospecting through close, with disciplined CRM habits, reliable forecasting, and the ability to use sales and account data to manage dealer activity and retention
• Skilled at negotiating within a standard agreement and at knowing, in the moment, when a request needs legal and SVP review; this is a sales and account management role, and the candidate is not expected to make credit, licensing, or compliance decisions
• Strong presentation and demonstration skills, able to explain lending, F&I menu, and virtual F&I to dealership owners and finance leaders in terms of what it does for their business
• Account management discipline: able to turn a signed dealer into a productive, repeat-usage relationship, and to spot an underused account before it becomes a lost one
• Open, consistent communication: surfaces status, risks, and non-standard asks early, and gives the same account to dealers, operations, legal, and leadership
• Collaborative by habit: partners with operations as the team that supports the dealer, rather than directing it or working around it
• Comfortable in a new division where process is still being defined, with a bias toward action and a clear sense of which decisions belong to someone else

WHAT SUCCESS LOOKS LIKE: YEAR ONE

• Sales goals for the incentive plan set in writing with the SVP within [30] days of starting
• A territory sales plan, target dealer list, and defined pipeline stages in the CRM documented and reviewed with the SVP within 90 days
• Negotiating boundaries documented with the SVP and legal within 90 days: which terms of the standard agreement this role negotiates alone, which go through legal and SVP review, and how compensation changes are approved
• A handoff between onboarding and ongoing dealer support agreed with operations and the SVP within 90 days
• An initial group of independent dealers enrolled, with every contract either on the standard agreement or approved through legal and SVP review
• Every enrolled dealer has reached its first live transaction, with time from enrollment to first transaction tracked for each dealer
• Every enrolled dealer has an account plan and a regular business review cadence, and every underused account has a documented reactivation plan
• Pipeline, forecast, and activation reporting delivered to the SVP on a regular cadence, with forecast accuracy measured against closed outcomes
• The program proven out with the initial dealer group: dealers transacting repeatedly, with documented dealer feedback delivered to operations and leadership at the end of year one

General Compensation Disclosure

The pay range for this role considers several factors in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.   At Camping World, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the factors stated. A reasonable estimate of the current range is listed below.  

Pay Range:

In addition to competitive pay, we offer Paid Time Off, 401(k), an Employee Assistance Program, Good Sam Roadside Assistance, discounts, paid parental leave (if eligibility is met), Tuition Reimbursement (if eligibility is met), and on the job training opportunities. Full-time associates are offered a comprehensive benefit package including medical, dental, vision and more! Part-time associates are offered access to dental & vision coverage! For more information please visit: www.mycampingworldbenefits.com

We are an equal employment opportunity employer. The Company's policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, religion, national origin, age (40 and over), disability, veteran or uniformed service-member status, genetic information, or any other basis protected by applicable federal, state, or local laws.