Marc Weinberg
Sophia Presence

Marc Weinberg

Target seat: Chief Revenue Officer / SVP Sales
I turn stalled sales organizations into high-performance machines — $347M delivered on a $250M quota, ten-fold deal growth through a merger.
Answering on my behalf, trained on my real career. Ask out loud, in my own voice.
What I’m looking for
Remote · remote or partial time in the office, no locations outside of NYC, NJ and CTTravel · up to 50%
Sales for VP, SVP CRO, Fractional for CRO VP, other senior leadership sales or revenue generation roles
🛡️Reach me through my Chief of Staff→
Agent-to-agentAgent Front DoorA2A▾

Marc Weinberg is represented by Sophia — reachable agent-to-agent. Every proposal is screened against Marc's written bar, and nothing commits Marc beyond pre-authorized terms.

  1. Discover the machine-readable agent card at /api/a2a/v1/card/marc-weinberg
  2. Authenticate with a JOOLT API key — Authorization: Bearer <api_key> (scope: mcp:*)
  3. POST a structured proposal to /api/a2a/v1/represent
  4. Sophia screens it against Marc's bar and responds agent-to-agent, or brings it to Marc.
View agent card →Key-gated. The card is public discovery only; the door stays authenticated.
▶

Watch my keynote

01

How an automated screen reads me

▾
48%
of your career a keyword screen keeps

A screen keeps my titles — SVP, National Sales Manager — and my employer names: Motorola, Alcatel-Lucent, F5, Sandvine, Ciena. It drops the $347M turnaround I led, the ten-fold deal-size growth, and the three-year stretch of 115–136% of plan.

Seniority of role
Scope & P&L depth
Leadership told as story
Quantified vs. narrative
My Sophia Visibility Index, an illustrative figure, not a measurement, computed from my record across four signals: the seniority of my roles, the depth of my scope & P&L, how much of my leadership lives in narrative, and how many quantified results survive a keyword scan. The more senior and judgment-driven the career, the less a parser can read.1,2 Harvard Business School finds 88% of employers say qualified senior candidates get screened out for not matching a job description’s exact criteria.
02

Where I land in the market

▾
Tier 1
Manager
Tier 2
Director
Tier 3
VP / Head
Reads here today
Tier 4
SVP / Head
Should hold
Tier 5
02b

By the numbers

▾
$39,167/mo
Every month unplaced — or sitting a level below where your record reads — is roughly one month of target-seat base salary left on the table.
$•••,•••
What my target seat pays, shared directly, not posted.
10Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer.
Scarce — a small number of decisive seats
A directional band, not a live job count. The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year (2024–2034); senior seats turn over less often and are filled more deliberately than junior ones.9
03

The proof a filter throws away

▾
$347M
delivered vs $250M quota
139%
of plan
$6M→$70M
payment business growth, 24 months
10×
deal-size growth in turnaround
$51.2M
in sales, 101.8% of goal
04

My scope vs. the band

▾
Quota / deal size$250M quota, $347M delivered
Indexes at: SVP / C-suite-adjacent
Team & span12 direct, 7 indirect; US, Canada, Mexico, Latin America
Indexes at: SVP / C-suite-adjacent
P&L ownershipFull profit-and-loss responsibility
Indexes at: SVP / C-suite-adjacent
Tenure & trajectory
05

Beyond the keyword screen

▾
What a keyword screen keeps of me
SVPNational Sales ManagerMotorolaAlcatel-LucentF5SandvineCienatelecom
What my record actually shows
The leader my record proves I am

I turn stalled sales orgs into high-performance machines. $347M delivered on a $250M quota, ten-fold deal growth.

06

The seat I should hold

▾
→Chief Revenue Officer
→SVP Sales
→Chief Commercial Officer

I've owned full P&L, rebuilt post-merger orgs, led multi-hundred-million-dollar quotas, and transformed underperforming teams into high-performance machines. My record fits the CRO and SVP Sales seat.

06b

My 3 power moves

▾
1

Lead with my $347M turnaround and ten-fold deal growth, not my titles.

2

I frame every conversation around post-merger transformation and share-taking.

3

I position myself as the operator who owns the full P&L and transforms underperformance.

“I turn stalled sales organizations into high-performance machines — $347M delivered on a $250M quota, ten-fold deal growth through a merger.
07

Sources

▾

Every market figure in this report traces to a real, published source. The visibility figure itself is an illustrative index, not a measurement.

  1. 1Harvard Business School / Accenture — “Hidden Workers: Untapped Talent” · Harvard Business School, Project on Managing the Future of Work · 2021
    88% of employers say qualified high-skill candidates are screened out for not matching a job description's exact criteria (94% for middle-skill).
    https://www.hbs.edu/managing-the-future-of-work/research/Pages/hidden-workers-untapped-talent.aspx
  2. 2Jobscan — Fortune 500 ATS Usage Report · Jobscan · 2025
    97.8% of Fortune 500 companies use an applicant tracking system — automated screening is the front door.
    https://www.jobscan.co/blog/fortune-500-use-applicant-tracking-systems/
  3. 3
▦

Executive Scorecard

Seat-readiness grade
80/ 100SVP / Head-seat profile

The verified record reads at the SVP / Head seat, one seat from the top of the ladder.

The graded read formalizes the seat the owner's record reads at on the report's five-seat market ladder (Manager → Director → VP / Head → SVP / Head → C-Suite) — a placement read of the on-file record, not a statistical percentile. Dollar bands are the platform's cited comp model: illustrative US base-salary bands for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (Occupational Outlook Handbook, May 2024); base only, excluding bonus and equity. Every row cites its source below.

Sources re-verified monthly — every number carries its as-of date.

What this band is worth at the next level
SVP / Head seat — telecom
$260K–$380K
Typical base for a SVP / Head role in telecom. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
C-Suite seat — telecom
$340K–$600K
Typical base for a C-Suite role in telecom. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
Seat readiness
Seat the record reads at (5-seat ladder)
3
Reported
In range · vs JOOLT Presence — the report's five-seat market ladder (scale mapping, not a population statistic) ↗
My thirty years, $250M quota with $347M delivered, full P&L ownership, and teams spanning the Americas read at the SVP / C-suite-adjacent band. I'm ready for the Chief Revenue Officer seat. · Presence record (market placement read) ↗as of 2026-08-27
Target seat (5-seat ladder)
4
Reported
No public benchmark, shown for the record
C-suite, the seat the record targets next. · Presence record (market placement read) ↗as of 2026-08-27
Scope
Scope dimensions read on the record
4
Reported
No public benchmark, shown for the record
Quota / deal size · Team & span · P&L ownership · Tenure & trajectory · Presence record (market placement read) ↗as of 2026-08-27
Proof
Quantified proof points on record
6
Reported
No public benchmark, shown for the record
6 quantified proof points counted from the record; the underlying figures are owner-stated. · Presence record (market placement read) ↗as of 2026-08-27
The roadmap, next to verify
  • Years leading at scale. Not on public record yet.
  • Portfolio / P&L scope on record. Put the portfolio or P&L number on the record — scope is the seat's first measurable.
  • Externally verified proof points. Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.
  • Verified public reach (LinkedIn). Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.
  • Press & media receipts on record. Land a third-party write-up or interview and put the URL on the record.
  • Keynotes & speaking receipts on record. Get a keynote on film with a public link — a third-party stage receipt.
Projected, not part of the graded read
If the next verified proof point lands at target-seat scope — a P&L-scale outcome quantified and externally cited on the record
80–100 / 100 seat-readiness

Method: The seat the record reads at today, mapped onto the seat-readiness scale (each seat on the five-seat ladder spans 20 points), against the same mapping for the target seat the record already names. No new market data is assumed — the range is the owner's own record at today's seat and at the target seat.

A verified target-scope outcome is the single largest input this card can gain. The graded read stays at today's seat until the outcome is on the record and verified — the projection changes nothing here.

Executive visibility market read

The market read for an executive seat indexes on the seniority the record reads at, quantified proof at scale, and verified public reach. This read shows which of those inputs are on file and cited — it never invents a per-person figure.

Inputs not on file yet: Verified public reach (LinkedIn) · Press & media receipts on record · Keynotes & speaking receipts on record · Externally verified proof points

Top-executive openings (US)
The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year, 2024–2034 — the seats this read prices against. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
Chief executives — median pay (US)
$206K
BLS median annual pay for chief executives, May 2024 — the public anchor the comp bands above are calibrated to. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
How to move the number
  • Put the portfolio or P&L number on the record — scope is the seat's first measurable.moves: grade band · dollar band
  • Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.moves: grade band · dollar band
  • Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.moves: market read
  • Land a third-party write-up or interview and put the URL on the record.moves: market read
  • Get a keynote on film with a public link — a third-party stage receipt.moves: market read

Independent analysis of cited public records and the owner's on-file record — not a hiring assessment, a compensation promise, or career advice. Comp bands describe the market for the seat, never a per-person offer.

Sources

Sources & References

Every claim on this page is grounded in the public record. Here is where Marc’s comes from, verify any of it yourself.

  1. Presence record (market placement read) ↗joolt.io

Independent analysis of cited public records. Sources are linked as published; JOOLT does not host or alter them.

07

Talk to Marc

Marc · ask anything a recruiter or peer would
Hi, it’s Marc. Ask me about my experience, my biggest wins, or why I’m the right fit for the seat. I answer from my real record, in first person. Want to connect with Marc directly? Just say so, or use the “Request a meeting” button below.
Before we start, who am I speaking with?

A quick intro so Marc knows who stopped by, then ask me anything.

Answers come only from Marc’s real record, answering on their behalf · by Sophia / JOOLT.

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C-Suite

My thirty years, $250M quota with $347M delivered, full P&L ownership, and teams spanning the Americas read at the SVP / C-suite-adjacent band. I'm ready for the Chief Revenue Officer seat.

,10
30 yrs
startups to Fortune 100
30 years, National Sales Manager → SVP
Indexes at: SVP / C-suite-adjacent

I'm the operator you hire to rebuild a post-merger revenue org and own the full P&L.

SHRM / SilkRoad — “Employee Referrals Remain Top Source for Hires” · Society for Human Resource Management (SilkRoad Sources of Hire) · 2017
Employee referrals are employers' top source of hires, delivering more than 30% of all hires.
https://www.shrm.org/topics-tools/news/talent-acquisition/employee-referrals-remain-top-source-hires
  • 4Pinpoint — referral hiring analysis (4.5M applications) · Pinpoint · 2023
    Referred candidates are 7× more likely to be hired than those applying via job boards.
    https://www.pinpointhq.com/insights/referrals-are-7x-more-likely-to-be-hired-than-job-board-candidates/
  • 5NBER w11019 — “Informal Hiring Networks and Labor Market Outcomes” · National Bureau of Economic Research (Bayer, Ross, Topa) · 2005
    Peer-reviewed evidence that informal hiring networks measurably drive who gets hired.
    https://www.nber.org/papers/w11019
  • 6AESC — Association of Executive Search & Leadership Consultants · AESC · 2025
    C-suite and board roles are filled through 16,000+ retained executive-search consultants — relationships, not public postings.
    https://www.aesc.org/profession/bluesteps-candidates
  • 7SHRM — Human Capital Benchmarking Report · Society for Human Resource Management · 2016
    Average cost-per-hire $4,129; average time-to-fill 42 days — hiring is slow and costly.
    https://www.shrm.org/topics-tools/news/shrm-benchmarking-report-4129-average-cost-per-hire
  • 8Center for American Progress — business costs of replacing employees · Center for American Progress (Boushey & Glynn) · 2012
    Replacing an executive can cost up to 213% of annual salary — senior vacancies carry outsized cost.
    https://www.americanprogress.org/article/there-are-significant-business-costs-to-replacing-employees/
  • 9LinkedIn Economic Graph — “Which jobs hire quickly?” · LinkedIn News / Economic Graph · 2023
    Director/VP roles take ~50+ days to fill vs. 46.5 for entry-level — senior seats are filled more deliberately.
    https://www.linkedin.com/news/story/which-jobs-hire-quickly-5724012/
  • 10U.S. Bureau of Labor Statistics — Occupational Outlook Handbook (Top Executives & Management) · U.S. Bureau of Labor Statistics · May 2024 wages; 2024–2034 projections
    Median pay: chief executives $206,420; management occupations $122,090 (May 2024). ~331,000 top-executive openings/yr projected 2024–2034.
    https://www.bls.gov/ooh/management/top-executives.htm