Job Description: Title: Director, Market Development Team: Phreesia Network Solutions Location: Remote U.S., with frequent travel requirements. Priority for those local to NYC/ Tristate area and in ET/CT time zone regions in U.S. Why This Role Exists Phreesia Network Solutions has built a new offering at the intersection of patient activation and pharmaceutical marketing. The product is built. Legal has cleared the commercial model. An advisory board of pharma brand marketers and agency buyers has validated the value proposition. The first pilot client is identified. The work now is to take this offering to market — scale it, prove the commercial model with the first pharma partners, and build the playbook that lets the broader commercial team run with it in year two. We need a Market Development Leader who will run this offering as the owner of this business inside Phreesia Network Solutions. Not a team manager. Not a consultant. The person who owns the number, the positioning, the pricing, and the outcomes — and who proves to the market that this works. What You'll Own Business outcomes: Revenue, pipeline health, customer outcomes, and the commercial trajectory through year two and beyond. You own the number and how this offering shows up in the market. Positioning and marketing: Category narrative, messaging, target segmentation, sales collateral, pitch materials, and customer-facing content. You craft and tell the story. Pricing and packaging: Pilot pricing, scale pricing, and the model that gets locked once pilot data comes in. You develop and defend a pricing model that works for Phreesia and for buyers. Product partnership: You are the voice of the customer back to the product team, and the translator of product capability into commercial offering — shaping the roadmap for the next 12–24 months. First deals: You personally lead the first three or more pilots — opening doors, structuring the conversation, and carrying them to signed contracts. Then you hand off to the commercial team. Cross-functional alignment: You work daily with Product, Legal, Insights & Analytics, Marketing, and Commercial. No direct authority over most of them. You earn alignment through clarity, evidence, and follow-through. Year-One Priorities Close three or more pilots in the first six months. The first pilot client is already identified — you take it from identified to signed. You source and sign the next two yourself. Pharma brands in specialty conditions. You lead the BD, structure the deals, sign them. Build the GTM playbook by month nine. Positioning, pitch deck, sales collateral, objection handling, qualification criteria, and the pricing model — at a level of finish that the broader commercial team can pick up and run with. Ramp the commercial team for year-two scale. With the playbook ready, sellers begin running deals using your materials, positioning, pricing, and qualification process. By month twelve they are calling on most of the existing client base. Lock the pricing model. From pilot data, set the model that scales. Test it in subsequent deals. Defend it against pharma's default pricing frames. Establish the category narrative. Move buyers off the frames they'll instinctively reach for and onto the actual value — before pricing is on the table. Build credibility through pitches, conferences, content, and direct conversation with the people who shape pharma marketing thinking. What We Need You To Bring Deep pharma experience and an active network: You have spent most of your career serving pharma — at a consulting, technology, data, or media company whose main customer is pharma. You know how DTC, HCP, market access, and innovation budgets work, what compliance allows, and how procurement actually approves a new arrangement. You have current working relationships with brand marketers, HCP marketing leads, innovation directors, or executive leaders — ideally in immunology, oncology, or rare disease. The ability to position for many buyers: Pharma buyers are different people with different priorities — brand marketers, HCP marketing leads, DTC leads, innovation leads, agency and media partners, executives. The pitch flexes to each without losing the underlying story. The ability to make the value clear: You can articulate the value of a new offering in multiple ways, in the language of whichever pharma buyer is in the room. You can move buyers off the default frames they'll reach for and onto the actual value. A track record of launching something new — and seeing it through: From idea to first deal and rollout: you set the positioning, priced it, sold it, shipped it, on something that is now successful. Strong follow-through, not just good at brainstorming. Pricing and packaging instincts: You have set pricing for a new offering before. You will have an opinion on the pricing model before the pilot data comes back, and you will adjust it when the data does. GM-style ownership: You will run this offering as if it were your business — working daily with Product, Legal, IA, Marketing, and Commercial without managing any of them. You lead through clarity, evidence, and follow-through. What Makes You a Great Fit Currently in a company serving pharma — not someone who left years ago Comfortable selling with a mix of stakeholders in the room, including legal and compliance Specialty pharma experience over primary care Public credibility in the category — speaker at MM&M, DTC National, ePharma Summit, or comparable This Role Is Not a Fit For Anyone from outside pharma trying to translate adjacent skills in Career media sellers — they will price this as media Operators who have only sold to one buyer type Marketers who have never owned a deal or a program with measurable results Sales leaders looking to build a team — this role isn't that Anyone who needs the deck finished before they walk into a room What Success Looks Like at 12 Months Three or more pilots are signed and generating real outcome data. The GTM playbook is in the hands of the commercial team, and quota-carrying sellers are running deals across most of the existing client base. The category language has moved — pharma marketers and agencies in your target space are starting to use the frame you've built. Pricing is locked. The product roadmap reflects what you've learned from real customers. Year two is set up to land this offering broadly across clients, then expand inside each account. Where You’ll Work This is a remote role with frequent travel requirements. Priority will be for those local to NYC/Tristate area and who are based in EST or CST in the US Compensation & Rewards Competitive compensation including base salary (Director / Sr. Director band), performance-based variable, and equity. A comprehensive Total Rewards package designed to support your whole life — not just your work Phreesia is committed to pay equity and competitive market positioning. A full compensation range will be shared during the process. If you’re excited by the idea of shaping meaningful healthcare experiences — and want a role where your ideas, relationships, and creativity truly matter — we’d love to meet you. Who We Are: At Phreesia, we’re looking for smart and passionate people to help drive our mission of creating a better, more engaging healthcare experience. We’re committed to helping healthcare organizations succeed in an ever-evolving landscape by transforming the way healthcare is delivered. Our SaaS platform digitizes appointment check-in and offers tools to engage patients, improve efficiency, optimize staffing, and enhance clinical care. Phreesia cares about our employees by providing a diverse and dynamic work environment. We’re a five-time winner of Modern Healthcare Magazine’s Best Places to Work in Healthcare award and we’ve been recognized on the Bloomberg Gender Equality Index. We are dedicated to continuously improving our employee experience by launching new programs and initiatives. If you thrive in a culture of recognition, value inclusivity, professional development, and growth opportunities, Phreesia could be a great fit! Top-rated Employee Benefits: 100% Remote work + home office expense reimbursements Competitive compensation Flexible PTO + 8 company holidays Monthly reimbursement for cell phone + internet + wellness 100% Paid 12-week parental leave to our U.S. employees, as well as a generous parental benefit to our employees in Canada Variety of insurance coverage for people (and pets!) Continuing education and professional certification reimbursement Opportunity to join an Employee Resource Group. Learn more here: https://www.phreesia.com/workforce/ We strive to provide a diverse and inclusive environment and are an equal opportunity employer.