WORKSHOPS AND EVENTS
Workshop Sales and Partnerships Manager
Fills the room for the AI Executive and ZoomerStart workshop series. Sells seats, builds venue and sponsor partnerships, converts attendees into clients on site.
Base plus commission
01 · What you own
- A full room in every city: seats sold, not given away.
- Venue and sponsor partnerships that cut cost and add reach.
- On-site conversion: attendees becoming clients before they leave.
- The partnership pipeline across the tour's next three cities.
02 · Your first 30/60/90 days
Take the next city's seat target. Build the partner outreach list, open the first ten conversations, and present a signed-partnership pipeline review with the founder at the end of week two.
03 · What we look for
- You have sold event seats, sponsorships, or both.
- You can show a room you filled and how.
- You close partnerships on the phone, not over months of email.
- You have converted a live audience into pipeline before.
04 · What this is not
- Not event logistics. The coordinator runs the room; you fill it.
- Not a pure partnerships title. You carry a seat-sales number.
05 · Where this leads
Head of Workshop Revenue as the tour adds cities, or lateral into the senior sales track.
06 · Leadership Is Earned, Not Assigned
Leadership at Black Swan Ventures Group is not a function of tenure, title, or sales performance. It is evaluated separately, continuously, and much more strictly than the job itself.
Being excellent at your job does not entitle you to lead people. A closer who breaks every record in the company has no more claim to a Head of Sales seat than someone who has never made a cold call, because the two jobs measure different things. One measures output. The other measures judgment, composure under pressure, and the ability to make other people better. An entry-level hire with strong emotional intelligence and zero sales experience has a real path to leadership. A top performer with poor judgment does not, no matter how much revenue they close.
If you're good at your job, you stay good at your job, and you get paid more for it. That is a complete outcome here, not a consolation prize.
Every employee has the right to choose who they report to, and the right to raise a dispute about leadership they believe is toxic or unfit. We do not tolerate toxic leadership in any form. If someone is highly skilled but cannot work productively under the standing leadership structure, they report directly to the founder until a fit is found, not to someone they cannot work with.
Leadership roles are held under more scrutiny than any other position in the company, not less. They can be lost. They are not permanent once granted.
07 · Who We Hire
We hire for skill and judgment, not background, age, gender, or neurotype. We are actively friendly to hiring people who are neurodivergent, including ADHD, autism, and other learning or attention differences, and to candidates who don't present as conventionally social in an interview. None of that is a disqualifier here, and in several of our functions it's a genuine advantage. Diverse teams across age, gender, background, and cognitive style build better companies. We built this hiring process to actually reflect that.
06 · Logistics
You are in UTC. This role runs 13:00-21:00 CET. You overlap by 8 hours: 11:00 to 19:00 your time.
Strong overlap
Think this is you?
One form. No cover letter, no recruiter.
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