monday.com Career Growth & Development

I can truly say that I would not be the professional I am today without my journey at monday.com. While my path didn’t fit into a role that was already defined at the company, my manager and I were able to identify a need and leaned into it.

On any given day I might be working with our customer success group, developers or our knowledge base. And then I get to work with customers. It’s helped me so much in developing leadership abilities, learning how to be a part of a discussion and taking on different roles.

We offer an amazing place to learn and grow not only as a sales rep, but as a business consultant. At other organizations, where the breadth of products is narrower, reps are typically handed talking points put together by their enablement team. Here, you can gain exposure to new concepts. There’s unconditional support to make sure reps succeed.

We have highly successful reps who have gone on to support our customer success team or work on our product. There are multiple places to grow, and we will help you get there.

What’s it like to work on the sales team at monday.com?

One of the things I hear most often from the team is that this is a team that genuinely wants to win together. We sell solutions that work. Our sellers get to work directly with business owners and leaders every day, and as a leader, it’s incredibly rewarding to watch our team listen to a customer’s challenges, uncover what they really need and connect those needs to what monday.com can provide.

We also move fast and think entrepreneurially. Every day is different, from discovery calls and demos to pricing and negotiations, while learning to navigate different industries and business challenges. As a sales director, I love seeing people grow in that environment and become more confident, strategic sellers.

Most importantly, our team is highly collaborative. We share ideas, messaging and lessons learned, and people genuinely want to see each other succeed. We celebrate the wins, learn from the losses and push one another to get better.

Our customers love monday.com, and we love selling it. Great solutions, ambitious goals, a team that wants to win and a culture where people support each other — that’s what makes working here so exciting.

What does career growth look like for sales employees on your team?

There is a tremendous amount of opportunity for career growth on our sales team, both within the role and across the business. My goal is to foster an environment where reps keep expanding their skills and build a career that matches their ambitions.

Growth doesn’t always mean management. Reps grow within their role by taking on bigger, complex customers, selling from small businesses through enterprise and becoming more strategic sellers. Because our team isn’t heavily segmented, reps work across company sizes, industries and motions, a broader skill set than a specialized team offers.

There’s also real mobility. We’ve seen reps move between AE and AM, and from sales into product and enablement. For those interested in leadership, there’s a clear path from an individual contributor role into management. My philosophy: If someone raises their hand and shows ambition to grow, we will invest in them with bigger opportunities, leadership exposure —  whatever it takes.

monday.com is also a company where the pace of innovation, especially in AI, keeps creating new career paths. You have to raise your hand, and as a leader, my job is helping you build the skills to take that next step.

What training, coaching or resources help sales employees succeed and advance?

One of the things that stands out most in my career is how much monday.com invests in training, coaching and development, which is critical to building successful salespeople, not just in their role, but throughout their career.

It starts on day one. Onboarding is structured around the business, products, customers and what success looks like. In other organizations I’ve worked for, onboarding can feel like a race to get a rep into the field. Here, the emphasis is on long-term success.

That investment continues beyond onboarding with weekly training sessions, plus Agentic Week, a week dedicated to helping employees understand AI, talk about it with customers and use it.

We also rolled out a new career framework, a self-service tool bringing a rep’s development to life. Reps rate themselves across five criteria, at their current level and the level they’re aiming for, so there’s no guesswork about what “next level” means. A self-assessment produces a real plan reps bring into one-on-ones, grounding coaching in specifics, not vague career chats.

I see my role as making these resources actionable through coaching and deal strategy. Development isn’t one-time; it’s an ongoing investment in our people.