Manager, Sales Development | Benelux

As the Manager, Sales Development at Deel, your primary responsibilities will include leading and developing a team of Sales Development Representatives (SDRs), tracking and reporting their performance metrics, and implementing strategies to enhance efficiency and productivity. You'll also play a crucial role in hiring talented individuals and fostering a workplace culture that promotes high performance and engagement.

To qualify for the Manager, Sales Development role at Deel, candidates should have at least 3 years of experience in sales or sales leadership, particularly in high-growth tech environments. Fluency in Dutch and experience with outbound sales development playbooks are also essential. Strong analytical skills and a knack for motivating teams to high levels of performance will set you apart.

The Manager, Sales Development role is critical to Deel's success as it directly influences the initial interaction prospective customers have with the company. By developing and leading a high-performing SDR team, you'll ensure that Deel effectively connects with potential clients, ultimately driving growth and expansion in the global market.

Deel prides itself on fostering a diverse and inclusive culture. The Sales Development team thrives on collaboration, creativity, and accountability. As the Manager, you'll be key to maintaining this culture by engaging your team with innovative incentives and practices while promoting a sense of belonging and purpose which reflects Deel's mission.

At Deel, the Manager, Sales Development will find ample opportunities for professional growth. The role offers the chance to scale the SDR team, design career paths, and influence compensation strategies. As Deel continues to expand globally, there are numerous avenues for career advancement within the company, making it an exciting time to invest your talents here.

To effectively motivate a sales development team, I employ a combination of recognition, goal-setting, and tailored incentives. I've found that celebrating small wins and regularly revisiting team goals fosters a positive environment that encourages high performance, while also adjusting incentives to meet the unique motivations of individual team members.

Scaling an SDR team requires a comprehensive approach, from defining clear roles and career paths to establishing strong training programs. In my previous role, I focused on hiring individuals who were not just skilled but also aligned with our company values, ensuring that as we grew, our culture remained intact.

The most essential sales metrics include lead conversion rates, the number of qualified leads generated per month, and retention rates of top performers. By continually tracking and analyzing these metrics, I can gain insight into team performance and identify areas needing improvement which aligns directly with achieving our sales objectives.

When addressing underperformance, I approach the situation with empathy and an aim to understand the root cause. After assessing their needs, I provide support through additional training, resources, or one-on-one coaching to help them align with team goals, while ensuring they feel valued and not isolated.

In developing a successful outbound sales process, I advocate for a structured approach that includes clear lead qualification criteria and personas, well-defined messaging, and consistent follow-ups. Frequent adjustments based on feedback and data analysis help optimize the cadences and ensure the process remains effective.

I use various sales tools and CRM systems to meticulously track data such as lead activity, conversion rates, and overall sales cycle duration. Regularly analyzing this data helps me make data-driven decisions that refine our strategies and improve team performance.

Context is vital in sales strategy; understanding each prospect's unique challenges and opportunities allows me to tailor messaging and approach effectively. This personalized strategy increases engagement and the likelihood of converting leads into clients.

To keep my team aligned with the company's culture, I prioritize regular communication about company values, celebrate cultural milestones, and encourage collaboration among team members. I also integrate cultural goals into performance reviews to ensure everyone feels connected to the overall mission.

I encourage continuous learning by providing opportunities for professional development through workshops, mentorship programs, and access to online resources. Regular team training sessions foster an environment where knowledge sharing is routine, making growth a collective goal.

Building a successful pipeline requires a systematic approach to prospecting, consistent follow-ups, and relationships built on trust and authenticity. I focus on developing targeted outreach strategies, ensuring that leads are nurtured and educated about our solutions, leading to long-term partnerships.