Full-Time
Enterprise Account Executive
West
Updated on 9/3/2026
Legion
201-500 employees
AI-driven labor forecasting and scheduling
Compensation Overview
$155k - $160k/yr
Remote in USA
Remote
 Sales & Account Management (1) |
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- At least 8 years of technology sales experience.
- Experience closing $500,000-$2 million annual recurring revenue new-business deals against an annual quota exceeding $2 million.
- Strong application software-as-a-service sales background.
- Strong negotiation, written communication, and verbal communication skills.
- Experience in both large and small companies.
- Experience selling Workforce Management or Human Capital Management software is strongly preferred.
- Experience selling into the Retail, Hospitality, Distribution, Warehouse, and Healthcare industries is a plus.
- Ability to operate in an environment with limited [context is incomplete in the posting].
- Drive revenue growth on a quarterly and annual basis.
- Close enterprise deals and exceed revenue targets.
- Develop granular account-level strategies to communicate Legion’s unique value proposition.
- Leverage industry expertise and a professional network to build a pipeline of executive-level enterprise opportunities.
- Lead deals through the entire sales lifecycle by building relationships and collaborating with key external and internal stakeholders.
- Craft a compelling business justification and return on investment for each opportunity.
- Maintain accurate and timely customer, pipeline, and forecast data in Salesforce customer relationship management software.
- Early-stage startup experience is highly desired.
Legion.co provides an intelligent automation platform for workforce management tailored to hourly workforces. It uses a proprietary WFM system to forecast demand across locations and automatically generate granular schedules. A self-learning forecasting engine keeps adapting and optimizes scheduling to match business needs with employee skills and preferences. The platform combines manager tools for compliance and engagement with employee features like gig-like flexibility, self-service, earned wage access, and rewards, all under a subscription model.
Company Size
201-500
Company Stage
Late Stage VC
Total Funding
$185.5M
Headquarters
Redwood City, California
Founded
2016
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Simplify's Take
What believers are saying
- July 2026 Spring Release shipped 90-plus features, including AI Schedule Assistant.
- Legion's August 2026 Forrester study claims 13X ROI and six-month payback.
- Rebus integration in January 2026 ties Legion to warehouse analytics and execution.
What critics are saying
- UK retail and hospitality workers reported 89% short-notice shift changes in April 2026.
- Legion depends on Dollar Tree and Wolt-scale deals; one stalled rollout cuts growth.
- Workday or UKG native modules replace Legion by 2028, erasing standalone demand.
What makes Legion unique
- Legion's AI-native WFM automates forecasting, scheduling, and compliance across hourly workforces.
- Dollar Tree chose Legion in October 2025 for 9,000 stores and 18 distribution centers.
- Wolt selected Legion in February 2026 for 20 countries, proving multinational breadth.
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Benefits
Health Insurance
Paid Vacation
Paid Holidays
Parental Leave
Company Equity
401(k) Retirement Plan
Monthly Wellness Reimbursement
Monthly Lunch on Legion
Growth & Insights and Company News
6 month growth
↑ 0%1 year growth
↑ 0%2 year growth
↑ 1%Team management news: 89% of frontline workers had a shift changed with almost no warning. If you think of last-minute schedule changes as a minor inconvenience for your team, a new industry report suggests you are underestimating the problem badly. Nearly nine out of ten frontline workers say it happened to them in just the past three months, and the researchers behind the data are tying that instability directly to turnover costs businesses can measure in the millions. What the new data shows. The Frontline Workforce Index 2026, published by Legion in partnership with Retail Economics, surveyed 2,000 frontline retail and hospitality employees and found that 89% had a shift changed or cancelled with less than 48 hours notice in the past three months. The research, based on fieldwork from April 2026, scores overall frontline workforce health at 65 out of 100, which the report describes as a credible baseline with clear operational strain underneath it. The category breakdown is telling. Fairness and Transparency scored a relatively strong 72, and Flexibility and Autonomy scored 69. Schedule Stability and Predictability was the weakest pillar in the entire index. In other words, workers do not feel mistreated in the abstract. They feel specifically unable to count on the schedule they were given, and that gap is where the report says the real damage is happening. The financial numbers back that up. The researchers estimate roughly 320,000 retail and hospitality workers are underemployed relative to the hours they actually want, representing about £0.9 billion in earnings left on the table from better balancing labor capacity. Separately, the report puts total replacement cost exposure tied to workforce instability at £6.7 billion, split between £5.1 billion in training costs for replacement hires and £1.6 billion in lost efficiency while new staff get up to speed. This particular study surveyed UK retail and hospitality workers, but the underlying dynamic, unpredictable schedules driving away staff who would otherwise stay, tracks with what US frontline employers have been reporting for years, and it lines up with the growing wave of predictive scheduling and fair workweek laws already moving through US states and cities. Why this is not just a scheduling software problem. It is tempting to read a stat like this and assume the fix is simply better software for building the schedule. That is part of it, but the report's framing points somewhere more specific: the damage comes from the change itself, not just the original schedule. A shift that gets pulled, shortened, or added with a day's notice or less signals to a worker that their time is not something the business plans around carefully. Do that often enough and the worker starts planning around a different employer instead. This matters even more for businesses that cannot simply post a schedule two weeks out and never touch it. Call-outs happen, demand spikes happen, and a manager needs the ability to adjust staffing in real time. The problem the data identifies is not that changes happen. It is how often they happen with no notice, no pattern, and no communication beyond a last-minute text. What managers should do. * Track how often you are changing shifts with short notice, not just whether you are. Most managers can tell you their average headcount. Few can tell you how many shifts changed in the last 30 days with under 48 hours warning. That number is the one worth watching. * Build a real buffer for common disruptions instead of scrambling every time. A short list of staff who have opted into extra or on-call shifts, updated regularly, turns a scramble into a phone call. Reactive scheduling is what produces the short-notice changes workers are reporting. * Separate genuine emergencies from avoidable ones. A sudden illness is unavoidable. A schedule that gets rewritten every week because demand was never forecast well is not. Look honestly at which category is driving most of your changes. * Give workers a way to see and respond to schedule changes instantly, not the next time they check their phone. Part of what makes a late change feel worse is finding out about it too late to do anything with the news. Fast, direct notification does not fix instability, but it reduces the damage of the changes you cannot avoid. * Ask your team directly whether schedule reliability is a problem before it shows up in your turnover numbers. The index shows the gap between how fair a workplace feels overall and how predictable its schedule feels. That gap is invisible until someone asks about it specifically. The bottom line. Frontline businesses have spent a lot of energy this year on pay, flexibility, and recognition as retention levers, and all of that matters. This new data makes the case that predictability of the schedule itself deserves the same attention. Nearly nine in ten workers experiencing a short-notice change in three months is not an edge case. It is close to universal, and the businesses that get ahead of it are the ones treating schedule stability as a metric to manage, not an unavoidable cost of hourly work. How myteamtasks helps. Real-time task and schedule visibility means every team member sees changes the moment they happen instead of finding out secondhand, and managers get a clear record of how often shifts and assignments are actually changing across a location. For businesses running multiple sites, that same visibility makes it easy to spot which locations are creating the most last-minute disruption and address it before it shows up as turnover. Try it for free Ready to run a smoother operation? Turn your checklists into a real system your whole team follows, with photo proof and real-time monitoring.
Legion Technologies has released its Spring 2026 Production Release, featuring over 90 new capabilities across its AI-native workforce management platform for hourly workers. The update introduces the Legion AI Upper Field Schedule Assistant, which helps district and area leaders oversee multiple store locations by surfacing insights and flagging issues across their portfolios. Key features include Employee Safety Management for one-tap safety check-ins, KPI Productivity Metrics that integrate real-time performance data into scheduling decisions, and Access to Hours Notifications supporting Fair Workweek compliance across seven jurisdictions. The release also adds Document Hub for centralised employee document management and expanded global compliance features for European and Chinese markets. The Redwood City-based company has received multiple industry awards for its AI-powered approach to workforce management, including recognition from the Business Intelligence Group and AI Breakthrough Awards.
Legion Technologies has appointed Carolyn Kwon Montgomery as Senior Vice President of People to support its global expansion. Montgomery joins the AI-native workforce management solution provider's executive leadership team with experience building people organisations in high-growth, venture-backed companies. Most recently Chief People Officer at The Black Tux, Montgomery led people strategy for a 500-employee, multi-state workforce. She has previously achieved measurable results including increasing employee engagement by over 20% and reducing voluntary attrition by 40-50% across critical roles. At Legion, Montgomery will focus on evolving company culture, strengthening leadership development, and implementing scalable systems to support global growth. The company aims to maximise labour efficiency whilst improving conditions for hourly workers.
Legion partners with Rebus to bridge the gap between warehouse and workforce. Legion and Rebus have joined forces to connect real-time warehouse analytics with AI-driven workforce management, giving operators a faster path from insight to action. Legion Technologies and Rebus have announced a partnership that promises to reshape how warehouses manage their workforce. The collaboration brings together Legion's AI-powered workforce management platform with Rebus' real-time warehouse analytics and labor management system, creating an integrated solution that connects operational data directly to labor planning and execution. The integration aims to tackle several pressing warehouse management issues, from employee engagement and schedule predictability to proactive workforce planning and bottleneck detection. By combining Rebus' live operational insights with Legion's automated scheduling capabilities, the solution enables warehouses to align staffing levels dynamically with actual demand, ensuring the right number of workers with the appropriate skills are deployed exactly where and when they're needed. For warehouse operators, this means moving beyond retrospective reporting to predictive, responsive workforce management that adapts to changing conditions as they unfold. Bridging the gap between warehouse insights and workforce action. The Legion-Rebus integration aims to solve a fundamental problem in modern warehouse operations: having access to critical data but lacking the mechanisms to apply it effectively to day-to-day workforce management. As Sanish Mondkar, CEO and founder of Legion, explains, "Today's logistics leaders have unprecedented access to critical warehouse data and insights - the challenge is applying that data to real-time operations." The partnership creates what Mondkar calls "a seamless path from warehouse insight to workforce action." At the heart of the solution is the connection between Rebus' data ecosystem and Legion's AI-powered scheduling and forecasting engine. When Rebus detects changes in warehouse performance metrics, throughput data, or emerging bottlenecks, this information flows directly into Legion's workforce management platform. Legion then processes these signals to automatically adjust schedules, ensuring labor alignment scales with actual demand rather than static forecasts. This real-time synchronization prevents both costly overstaffing and the operational disruptions that occur when warehouses are understaffed. The integration also transforms the employee experience on the warehouse floor. By aligning Rebus' real-time labor data with Legion's automated scheduling, workers gain schedule predictability and empowerment - factors that have become increasingly important for retention and engagement. Combined with workforce self-service features and on-demand pay capabilities accessible through a single mobile application, the solution turns raw warehouse floor data into tangible improvements in work-life balance and financial wellness - crucial advantages in high-turnover industries like warehousing. For workforce planning teams, the partnership enables a more proactive approach to labor management. Historical performance and throughput data from Rebus feed Legion's AI forecasting engine, creating a unified view of the entire operation. This gives management a clearer view of staffing trends and helps them plan budgets that more accurately reflect operational reality. When Rebus identifies bottlenecks by comparing planned work against actual execution, workforce leaders can immediately adjust staffing plans or reassign labor to maintain consistent throughput and prevent disruptions before they cascade through operations. Legion's momentum continues with major product expansion. Legion Technologies has demonstrated strong momentum entering 2026, and the Rebus partnership follows closely on the heels of another major announcement. The company recently unveiled more than 90 new innovations that significantly extend the capabilities of Legion AI. These innovations introduce autonomous workforce decision automation across forecasting, scheduling, time and attendance, and labor optimization. Central to this expansion is a new generation of AI Assistants that move beyond simple conversational interfaces. These assistants perform sophisticated, multidimensional analysis across forecasts, schedules, labor rules, and execution data. They can answer complex questions about why schedules changed, what trade-offs were made during optimization, and how alternative decisions would impact cost, coverage, compliance, and employee experience. The innovation wave also includes advanced labor planning capabilities that enable complex scenario modeling and detailed what-if analysis across demand patterns, labor constraints, and cost targets. These plans maintain a closed loop with real-time execution, continuously adapting forecasts and schedules as conditions change on the ground. Complementing these capabilities are configurable SmartCards that provide managers with personalized, actionable insights, placing the most relevant information directly at their fingertips through customizable layouts and built-in formulas. Building the future of data-driven workforce management. The Rebus partnership and the recent wave of product innovations expand the arsenal Legion Technologies offers enterprises for managing their workforce. By connecting Rebus' analytics and visibility with Legion's workforce management platform, customers can move faster from insight to action, improving labor efficiency while supporting a more flexible, employee-centric workplace. Looking ahead, the integration of real-time warehouse analytics with AI-powered workforce management sets a new standard for what's possible in logistics operations. As warehouses continue to face pressure from volatile demand patterns and the need to improve profitability, solutions that can dynamically align staffing to actual operational conditions in real time will become increasingly valuable.
Dollar Tree deploys workforce management solution chainwide. * October 16, 2025 at 10:46 AM EDT * By Adam Blair Value retailer Dollar Tree has partnered with Legion Technologies to launch its first-ever workforce management solution, covering employees at its 9,000 stores and 18 distribution centers across North America. With the Legion mobile app, associates can request schedule changes, swap shifts, communicate with managers and access performance rewards and feedback via a single user interface. "As a retailer with over 150,000 associates, we needed a next-generation solution that would allow us to better manage our labor budget while increasing associate engagement," said Jocelyn Konrad, Chief of Dollar Tree Stores and Enterprise Operations in a statement. "With Legion's support, we are enhancing our workforce operations to improve our associate workflows while delivering genuine value for our business." "The platform also enhances compliance through powerful automation and visibility tools across multiple jurisdictions, while delivering advanced demand forecasting to optimize labor utilization and ensure appropriate staffing levels," said Sanish Mondkar, CEO of Legion Technologies in a statement. In May 2023 Dollar Tree faced pressure from activist investors over low worker pay and a lack of diversity in upper levels of management, and the retailer has also come under fire with the U.S. Department of Labor's Occupational Safety and Health Administration (OSHA) for workplace safety violations. In August 2025 Dollar Tree partnered with Uber Eats for on-demand deliveries from its stores, but these store-based deliveries often put additional pressure on associates, increasing the need for workforce and task management solutions.