As an Account Partner, you will own the full client relationship across a book of enterprise accounts that are serious about transforming the future of pay. You are the person who makes the Syndio commercial motion real: driving adoption, expanding the Syndio platform, and running a book where every renewal is earned long before it’s negotiated.

You're the person customers call when their CHRO needs board-ready analysis, when a new pay directive lands in their region, when Talent Acquisition needs to speed up offers for critical hires, and most importantly, when they're ready to transform how they make pay decisions across the org. You anticipate those calls before they come, arriving with a point of view on where each account’s compliance posture is heading and what to do about it before leadership asks. Your customers trust you because you understand their business, not just the product.

Building that trust is how you build a commercial relationship. You earn executive alignment with the office of the CHRO and CFO by being the advisor who helps your customers think through hard problems, not the person who manages their contract. That advisory credibility is what opens the path from compliance-only into governance at scale, and what makes renewals a confirmation of partnership rather than a negotiation.

• 5+ years of enterprise selling experience — Account Management, Enterprise Account Executive, or equivalent GTM roles in B2B SaaS where you personally owned GRR and NRR. Proven expansion and retention wins in a complex, multi-stakeholder enterprise environment, with quantified results you can speak to clearly.
• You are a self-starter when it comes to delivering value and know how to activate an expansion strategy within an account with a large stakeholder group.
• Your customers think of you as an advisor first — the person who helps them think through hard problems — and a commercial owner second. You have relationships and a track record to prove it.
• You understand your customers’ business objectives. You know what is happening in the regulatory environment, what it means for their compensation strategy, and what they should be doing about it. You don’t wait to be asked.
• You earn CHRO access by building VP and Director-level alignment — across HR, Total Rewards, Talent Acquisition, Legal, and Finance. You understand each stakeholder’s lens, build the internal consensus that gets you into the room that matters, and know that CHRO sponsorship is what unlocks multi-product expansion.
• You own GRR, NRR, and quota end-to-end — pipeline generation, renewals and expansion. You run a disciplined book: you know how to allocate time for prospecting within client accounts and know where to focus for retention and expansion. You work these accounts early, and you hit your number consistently. Your track record proves it.
• You drive adoption and value realization, not just bookings. You know how to get customer teams using what they own, measure the value it delivers, and turn that value into the renewal and expansion story.
• You’re an effective orchestrator of internal resources — you know when to pull in cross-functional teammates and executives to advance an opportunity and how to keep commercial ownership through the close and build category-defining partnerships.

Nice to have

• Background in Tech or enterprise SaaS, selling into an HR or Finance buyer.
• Experience selling AI-native platforms with an expanding product roadmap — you know how to drive adoption of what exists today and build customer conviction around a platform that compounds value over time.
• Experience expanding a customer from one product into a second within a platform.
• Consulting background or experience in project management is a plus.
• Energized by building. You’re drawn to companies defining a new category, not ones running a mature playbook.
• You have a solid working command of compensation and/or decision intelligence — enough to have a credible, thought-provoking conversation with the office of the CHRO or CFO about what it means to govern pay decisions at scale through technology.