Requirements
- At least 1 year of sales management experience, with direct responsibility for quota-carrying reps
- Proven track record selling and scaling in the SMB segment (£10k–£50k ACV)
- Comfortable as a player/coach - not just managing from a dashboard, but in the work
- Strong process builder: you've created or meaningfully improved a sales playbook, not just followed one
- (Desirable) 2+ years of management experience, ideally at a SaaS or HR-tech company
- (Desirable) Several years at a single org - depth of experience in one GTM motion over job-hopping
- (Desirable) Experience hiring, onboarding, and ramping AEs in a fast-growth environment
- (Desirable) Familiarity with background screening, compliance, or HR-tech buying cycles
What the job involves
- Current Team: 2 Associate AEs + 2 MM AEs Hiring Plan: +1–2 headcount Sep/Oct Segment: SMB | £10k–£50k ACV Quota: £2m annually
- We're looking for a Sales Manager who knows how to win in that environment and who can build a team that does the same. This is a permanent role, initially stepping in to cover a period of maternity leave and leading an established team from day one
- You’ll own the SMB segment end to end: pipeline, process, people, and performance. This isn't a purely strategic role - you'll be in the deals, on the calls, and leading from the front
- Own the SMB number - pipeline health, conversion rates, forecasting accuracy, and revenue delivery against a £2m target
- Player/coach from day one: cover deals when reps are out, join key calls, and model the behaviour you want to see
- Build and maintain best-in‑class SMB playbooks, KPIs, and processes - including pipeline development, forecasting, enablement, and performance management
- Hire well and ramp fast - plan for +1–2 AEs in Sep/Oct and own the full hiring and onboarding process
- Lead with kindness, not niceness - have the hard conversations early, hold the bar, and protect the culture of the team
- Work cross‑functionally with marketing, partnerships, and outbound to ensure the top of funnel is healthy and the hand‑offs are tight
- Coach reps individually: weekly 1:1s, pipeline reviews, call coaching, and clear development plans tied to quota attainment
