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About the Role

This founding Account Manager role is responsible for building the account management function from the ground up for high-value advisors. You will own both the strategic design of how to support high-performing advisors and direct advisor relationships with a portfolio of these advisors. This is a player-coach position, with approximately 50% focus on function design (playbooks, cadences, escalation protocols, team structure) and 50% on portfolio management (direct advisor engagement, growth coaching, business reviews, and outcomes). This function owns the relationship and performance trajectory for top-tier advisors across their journey until they reach Fora X, establishing how to provide strategic business guidance, identify growth opportunities, route to resources, and drive measurable GMV lift. You will report to the Director of Advisor Services and partner closely with the Advisor Services team, Training, Events, and Product to shape a cohesive advisor experience that drives retention and incremental revenue.

Responsibilities

Carry an active portfolio of incoming experienced advisors and high-performing advisors (~30 advisors initially, likely growing to 150+)
Selective engagement with top pre-Pro advisors (high-trajectory cohort) who show potential to reach Pro on an accelerated timeline
Conduct regular business reviews: analyze booking data, client pipeline, product adoption, booking velocity, and plan-mix to build a detailed picture of each advisor's business
Help advisors set aggressive growth goals, particularly during peak seasons (Q4, summer, pre-holiday)
Identify growth constraints: client acquisition gaps, category expansion opportunities (groups, cruises, luxury, niche markets), operational inefficiency, or time/resource constraints
Proactively surface opportunities: destination shifts, supplier partnerships, product tools they're underutilizing, Fora X pathway (for Pros hitting $500K trajectory)
Make strategic introductions: connect advisors to coaches, specialists, trainers, events, or external partners based on their growth stage and goals
Provide accountability: celebrate wins, identify patterns, keep advisors on track during high-velocity and slow periods
Ramp intensity during peak booking seasons: frequent check-ins, proactive goal-setting, opportunity surfacing, outreach support
Adjust cadence and focus based on seasonality of advisor business
Flag retention risks early (pace drops, frustration signals, engagement decline) and intervene before escalation
Own escalations: route to the right internal team (Product, Training, Ops) and track resolution
Feed structured insights back to leadership on advisor requests, gaps, and growth drivers
Define the operating model: who gets assigned account management support, at what stage, and for how long
Design the playbook: cadence of check-ins, business review format, outreach templates, escalation paths, success criteria
Establish routing & handoff protocols: clarity on how account management interfaces with coaching programs, ops, training, events and support
Document decision frameworks: how to identify top pre-Pros, what "success" looks like at different stages
Partner with RevOps on infrastructure: activity tracking, portfolio management tools, CRM setup
Define the hiring profile for future account managers based on learnings
Create templates, workflows, and systems for future team members
Establish measurement framework: define metrics for portfolio success and function's GMV impact
Serve as liaison between advisor needs and internal teams (Product, Training, Events, Fora X leadership)
Work with Advisor Services Team on integrating coaching programs into the playbook
Coordinate with Events on advisor milestones and high-value moments
Feed insights to Product on advisor needs, challenges, and desired improvements

Requirements

5–7 years in relationship-intensive, go-to-market, or premium member experience roles with a business-building component (customer success, wealth management, management consulting, revenue operations, business strategy, or high-revenue B2B customer success)
Ability to discuss business strategy, pipeline, growth trajectory, and bottlenecks with top producers
Builder mentality: comfortable with ambiguity, energized by building from scratch, designing systems and processes while managing a workload
Strong written and verbal communication skills: clear writing, confident speaking to high-expectation individuals, ability to translate data into actionable coaching
Comfort with data: ability to read dashboards, spot trends, and translate numbers into coaching recommendations
Proactive disposition: anticipate advisor needs and address issues before they arise
Early-stage startup experience strongly preferred
People management experience or clear readiness to build and manage a team
Background in revenue operations, sales enablement, or client strategy preferred
Familiarity with CRM tools, pipeline management, and activity-tracking systems preferred
Experience in travel, hospitality, or luxury services preferred (business acumen is prioritized)
Experience working alongside or directly with teams on data infrastructure and automation preferred
Authorization to work in the United States is required for full-time roles based in our New York City office. Fora is unable to sponsor or assist with U.S. work authorization.

Skills

Relationship management
Business building
Strategic design
Portfolio management
Growth coaching
Business reviews
Data analysis
Goal setting
Problem-solving
Opportunity identification
Strategic introductions
Accountability
Retention strategies
Escalation management
Process design
Playbook development
System implementation
Measurement framework creation
Cross-functional collaboration
Communication (written and verbal)
Data interpretation
Proactive engagement
Startup environment adaptability
People management (preferred)
Revenue operations (preferred)
Sales enablement (preferred)
Client strategy (preferred)
CRM tools
Pipeline management
Activity tracking systems
Travel industry knowledge (preferred)
Hospitality industry knowledge (preferred)
Luxury services knowledge (preferred)
Data infrastructure
Automation

Location

New York City

Work Type

Full-time
Onsite

Experience Level

5-7 years
Early-stage startup experience
People management experience or readiness

Salary/Compensations

$150K–$175K OTE + equity

Benefits

Unlimited vacation
Health Insurance (including an option completely covered by Fora HQ)
Dental & Vision Insurance
Wellhub Memberships
401k plan with company match
Commuter Benefits
Supplemental Life Insurance
Stock Options

About the Company

Fora is the modern travel agency, empowering the next generation of entrepreneurs to build thriving travel advisory businesses.
We're modernizing the $100B+ travel industry with AI woven through every part of the advisor's workflow, plus global supplier relationships, personalized training, and a vibrant community.
Our mission is to help the next generation of travel entrepreneurs turn their love for travel into a fulfilling career, whether full-time or part-time.
We are mission-driven and obsessed with our customers, believing humans and AI are both essential.
Everyone at Fora gets hands-on with frontier AI tooling as part of the job, learning to be AI-fluent.
Founded in 2021, Fora has grown to a team of 250+ full-time employees based in downtown New York City.
In 2026, we closed a $60 million Series D led by Forerunner and Tactile Ventures, with continued backing from Thrive Capital, Insight Partners, and Heartcore Capital.
We've been named a LinkedIn Top Startup (2024), one of Fast Company's Most Innovative Companies (2023 and 2025), and one of TIME's 100 Most Influential Companies (2026).
Our Values: We’re forging our own path, We’re stronger together, We believe in technology, We’re here to serve, We mean business.

Equal Opportunity

Fora is committed to an equitable hiring process and an inclusive work environment.
BIPOC and traditionally underrepresented candidates are strongly encouraged to apply.
We will not discriminate and will take action to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity, gender expression or any other characteristic protected by law.