Job Summary

We are seeking a strategic, high-impact Vice President to lead our growth in the Food and Beverage market segment of the Point-of-Purchase (POP) display industry. This executive will drive the development of strategic partnerships with leading CPG, Food and Beverage brands as well as grocery retailers and mass merchants by offering innovative, high-quality in-store merchandising and display solutions developed from both permanent and temporary display disciplines.

Responsibilities

Sales Leadership & Strategy

• Build and execute a comprehensive go-to-market strategy targeting market leading food, beverage and CPG brands along with the retailers in which they are distributed.
• Set revenue goals, manage forecasts, and drive pipeline performance.
• Learn the Outform point of difference and use it as a foundational piece of the selling strategies that are deployed on both the temp and perm side of the business.
• Lead and grow a team of sales professionals with deep expertise in POP and retail marketing.

Vertical Growth & Account Development

• Leverage category insights and retail trends to inform custom display proposals and consultative selling.
• Find ways to promote The Outform brand in this market vertical: tradeshows, industry publications and potential speaking engagements
• Leverage key innovation from Outform (In-store Media/Digital) as a pathway into traditional display work

Integrated Team Collaboration and Leadership

• Collaborate with internal Design, Engineering, and Project Management teams to deliver creative, feasible, and on-brand POP solutions.
• Work closely with Marketing to support brand-aligned campaigns, events, and product launches.
• Partner with Manufacturing and Operations to ensure production efficiency and quality.

Internal Leadership and Culture Build:

• Make the time investment in Chicago to get to know all of the team members as well as the supporting functions that feed the vertical
• Create a transparent and supportive culture by leading via example
• Provide an outlet for the team to voice both concerns and suggestions regarding the vertical.
• Advocate for the vertical up stream, making Sr Leadership aware of the wins/ progress and sharing the needs of the business that will ultimately foster major growth.

SUCCESS METRICS

• Achievement of segment-specific revenue and contribution margin targets and overall growth objectives.
• Expansion into new brands and increased share within existing accounts.
• Shortened sales cycle and improved win rates through value-based selling.
• Team quota attainment and sales team development.
• Strength and longevity of customer relationships in the vertical.

QUALIFICATIONS (Education and experience)

• Bachelor’s degree in Business, Marketing, or related field; MBA is preferred.
• 10+ years of sales experience, with at least 5 in a senior leadership role focused on food, beverage or general CPG brands, or similar length of service in a POP leadership role within the market.
• Deep knowledge of food, beverage (spirits), CPG industry and its unique retail dynamics; is well versed in both temporary/promotional solutions as well as permanent display programs.
• Valued experience can come from the retail/ brand side of the business or the POP industry side of the business, but either way a strong understanding of the vertical along with key actionable relationships will be a must.
• Strong network and relationships with decision-makers at major brands and retail chains (the grocery and mass retail environments).
• Proven ability to close large-scale, complex POP deals with long sales cycles.
• Excellent negotiation, communication, and leadership skills.
• Proven ability to close large-scale, complex commercial agreements with long sales cycles.
• Excellent negotiation, communication, and leadership skills.

CORE COMPETENCIES

• Strategic Leadership: Sets clear vertical strategy, prioritizes high‑impact opportunities, and drives long‑term growth.
• Customer Partnership: Develops trusted, long‑term relationships with senior brand and retail leaders.
• Strong Communication & Influence: Communicates clearly, persuasively, and confidently with customers, cross‑functional teams, and senior leadership.
• Cross‑Functional Collaboration: Works effectively with Design, Engineering, Project Management, Marketing, Operations, and Retail Media to deliver integrated solutions.
• Team Leadership & Talent Development: Builds, motivates, and develops a high‑performing sales team; sets expectations and drives accountability.
• Enterprise Sales Excellence: Leads complex, multi‑stakeholder sales cycles with strong negotiation, pipeline management, and deal‑strategy skills.
• Operational Discipline: Ensures accurate scoping, smooth handoffs, and excellent execution across projects and programs.
• Business & Financial Acumen: Understands pricing, margins, forecasting, and vertical‑level financial drivers.
• Innovation & Growth Mindset: Embraces new ideas, digital solutions, and continuous improvement.
• Adaptability & Change Leadership: Navigates ambiguity, drives change, and fosters resilience across the team.
• Culture & Integrity: Models transparency, inclusion, collaboration, and ethical leadership.

ESSENTIAL FUNCTIONS

Working conditions are in a normal office environment. While performing the duties of this job, the employee is regularly required to walk; sit and stand; using the hands to handle, finger, or feel objects, tools, or controls.  Occasionally, the employee must crouch or kneel.  The employee must occasionally exert or lift up to 20 pounds.  Successful performance requires good eyesight with or without corrective lenses. Requires long periods of time working at a computer and includes phone work. Extensive travel required to serve the clients and participate in company or team events in Union City CA or Chicago.

DISCLAIMER

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification and may be amended at any time at the sole discretion of the Employer.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.