Director, Revenue Enablement EMEA in London

Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing.

About The Role

Samsara’s EMEA field is scaling fast – and the enablement function that supports it needs to scale with the same ambition. We’re looking for a Director of Revenue Enablement to own the full enablement motion across our EMEA field: AEs, ADRs, and customer success. This is a leadership role with real scope – you’ll build the regional roadmap, develop a high‑performing team, and set the standard for how great enablement looks and feels at Samsara. This isn’t a role for someone who wants to run playbooks. We’re looking for someone who thinks differently about how enablement gets delivered – who sees AI and automation not as a buzzword but as a genuine competitive lever, and who can bring the EMEA field on that journey with them. You’ll sit at the intersection of sales, RevOps, and PMM, working closely with the EMEA senior leadership team to make sure the right things land with the right people at the right time.

Key Responsibilities

• Own and drive a 6–12 month regional enablement roadmap, built in partnership with EMEA sales leaders and global programme teams.
• Lead, develop, and grow a team of enablement professionals across the EMEA region.
• Ensure global programmes land well locally – adapting, localising, and filling gaps where global content doesn’t reach.
• Build and deliver enablement across the full EMEA field: onboarding, ramp programmes, certifications, product training, sales methodology, leadership development, and sales activations.
• Champion AI‑first enablement – designing programmes that are interactive, in the flow of work, and genuinely more effective than traditional training.
• Track what actually matters: behaviour change, not completion rates. Set targets, measure outcomes, and report results to leadership with transparency.
• Build strong relationships with VP EMEA and his direct reports, Sales Ops, and PMM to ensure enablement is always connected to the business priorities that matter most.

Minimum Requirements

• 8+ years of revenue enablement experience, with at least five years in a leadership role.
• Proven experience managing, hiring, and performance‑managing a diverse team.
• Hands‑on experience rolling out a sales methodology across EMEA – Command of the Message, MEDDIC/Force Management, or equivalent.
• Multi‑territory EMEA experience – worked beyond a single market and understands how the region varies.
• Enterprise SaaS background.
• Strong executive communication skills – comfortable presenting to and influencing senior leaders and field teams alike.
• An AI‑first mindset – already using these tools to build better enablement, with examples to show for it.

The ideal candidate has

• Carried a bag at some point in their career – direct sales experience that gives them instant credibility with the field.
• Enabled the full revenue motion: AEs, ADRs, and customer success, not just the sales team.
• A track record of data‑driven enablement – specific examples of how they’ve set targets, tracked behaviour change, and reported impact beyond vanity metrics.
• A builder’s instinct – prototyped enablement experiences using AI tools, not waited for a team to do it for them.
• Sharp seller intuition – knows when content is too long, when language won’t land, and when a hard behaviour change needs more than a training module to stick.
• The ability to move fast without losing strategic clarity – adapting to changing market conditions and business priorities without dropping the ball on long‑term goals.

Total Rewards

At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why our rewards are designed to fuel high‑impact builders. Our compensation program delivers above‑market total compensation through a combination of base salary, performance‑based bonus/variable pay, and equity (for eligible roles) in a high‑growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above‑market compensation that can outpace the broader market over time.

Beyond compensation, we provide the foundations that enable long‑term success: a flexible, employee‑led remote model, a professional development stipend, comprehensive health and parental leave plans, and more.

Flexible Working

At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in‑person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions.

Belonging at Samsara

At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law.

Accommodations

Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities.

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