Manager, Sales Development | UKI

As the Manager, Sales Development at Deel, your key responsibilities will include managing and developing a team of SDRs, ensuring they achieve and exceed sales goals. You will track sales metrics, report to senior leadership, and continuously seek improvement in processes. This role requires you to motivate your team creatively while embodying and promoting Deel's unique company culture.

To qualify for the Manager, Sales Development role at Deel, candidates should have a minimum of 3 years of experience in a sales or sales leadership position, preferably in a high-growth tech environment targeting mid-market and enterprise clients. Strong backgrounds in designing outbound sales playbooks, as well as proven success in scaling SDR teams, are crucial.

At Deel, we are dedicated to the career advancement of our Sales Development Representatives. As the Manager, Sales Development, you will be responsible for crafting career paths, creating compensation plans, and ensuring team segmentation to provide clear growth trajectories for all SDRs. Investing in their professional development is a core priority for us.

Deel fosters a dynamic and inclusive company culture that celebrates diversity and innovation. As the Manager, Sales Development, you will play a pivotal role in maintaining high employee engagement levels and a collaborative atmosphere. Our goal is to cultivate a workplace where everyone feels empowered to contribute actively and share their unique perspectives.

Working at Deel as a Manager, Sales Development comes with various advantages, including competitive pay, tailored computer equipment for your role, stock grant opportunities, and flexible remote work options. Additionally, you'll enjoy a supportive environment that is committed to diversity and inclusion, with flexible perks depending on your location.

Motivating a team of SDRs calls for a mix of recognition, rewards, and an inspiring work environment. I believe in creating a culture where achievements are celebrated, and team members feel valued. Using creative incentives and gamifying sales goals can drive a sense of competition and camaraderie among SDRs.

Certainly! A successful outbound sales playbook outlines the best practices for prospecting, outreach strategies, and follow-up techniques. I’ve developed playbooks that include cadences tailored to our target market, equipped with templates for effective communication, which have proven to optimize our outreach efforts significantly.

Measuring success involves both quantitative and qualitative metrics. I track key performance indicators such as conversion rates, lead response times, and total meetings booked. Regular one-on-ones with SDRs also help gauge their personal development and obstacles, ensuring we address challenges head-on.

When dealing with underperformance, I believe in proactive measures. First, I engage in open, honest conversations to understand the root causes. I work on providing targeted training and resources to help them improve. Setting clear expectations and regular check-ins often lead to new insights and growth.

I utilize a blend of coaching, role-playing, and continuous learning. Regular training sessions that involve real-life scenarios equip SDRs with the skills they need to overcome objections. Sharing success stories and best practices also fosters an environment where they learn from one another.

I believe the most critical quality is the ability to inspire and lead a diverse team. A successful Sales Development Manager must be able to motivate team members, foster a collaborative atmosphere, and cultivate an environment where everyone feels empowered to contribute and perform their best.

Alignment between sales and marketing is vital for success. I recommend regular communication through joint meetings where both teams discuss pain points, share insights, and collaborate on lead generation strategies. This creates a unified approach, optimizing our efforts across both departments.

Some essential tools include CRM software for tracking interactions, analytics platforms for performance monitoring, and outreach tools that streamline communication. I also advocate for using project management software to ensure transparency and collaboration among the team.

Recruiting top talent requires a strategic approach. I focus on identifying key traits that align with our company culture and mission during the hiring process. Utilizing employee referrals, leveraging social media, and emphasizing our global reach in job postings are all effective strategies for attracting potential candidates.

Staying updated on industry trends involves a multifaceted approach: following sales thought leaders on social media, attending webinars, and subscribing to relevant newsletters. Engaging with industry communities and networks also helps me gain insights and exchange ideas with fellow professionals.