Director of Inside Sales

Our client a fast-growing B2B marketplace is seeking a Director of Inside Sales to build lead and scale a high-performing outbound sales organization. This leader will oversee SDRs and closers across SF and NYC drive multi-million-dollar revenue targets and design the systems and processes that take the company from $20M to $50M ARR.

This is an ideal role for a data-driven sales operator who has risen from SDR AE Sales Leader and knows how to turn strong sellers into top performers.

What Youll Do

• Lead and expand an inside sales team of 10 SDRs and Account Executives across two major hubs
• Own and grow the outbound sales engine across SMB and mid-market segments
• Carry a team quota of $5-10M ensuring a consistent predictable pipeline and revenue
• Recruit onboard and elevate sales talentdeveloping a culture of excellence and upward mobility
• Build and optimize sales processes : forecasting dashboards CRM discipline enablement and training
• Partner closely with SDR leadership marketing and RevOps to shorten sales cycles and improve efficiency
• Drive accountability and performance using weekly metrics coaching rhythms and data-driven insights

What Were Looking For

OTE - 260k to 350k plus equity

RECRUITING ADVICE

Target Mid-Career Sales Leaders Ready to Level Up : Look for senior managers or directors whove been recently promoted and want to learn from a proven leader. They should be hungry to grow into VP roles but humble enough to value mentorship.

Focus on Data-Driven Candidates : This is critical - find people who love analytics and can speak about how data drove actionable decisions in their past roles. Ask specific questions about metrics they tracked and pivots they made based on data.

Prioritize Team Builders with Followership : Look for candidates who can bring 3-5 people with them or have a strong network of high-performing reps. Ask about their hiring track record - they should have made 10 lifetime hires with 3-5 growing into $1M producers.

Emphasize Individual Contributor Success : Only consider candidates who were top-performing ICs before moving into management. The existing team are all former top performers so this person needs credibility to earn respect.

Screen for Early-Stage Experience : Ask about inflection points and pivots at previous companies. If they cant articulate specific moments where strategy changed based on learnings they probably werent involved in key decisions.

Avoid Certain Backgrounds : Stay away from payroll / HR tech candidates - Henry specifically mentioned poor success with these backgrounds. Also be cautious with extremely long sales cycle environments.

Emphasize Growth Trajectory : This role will own 60% of the companys revenue with $30M growth planned next year. Position it as a fast track to VP level with massive upside potential.

Sample place to recruit from - Toast Uber Eats Hubspot Grubhub Resy Clover

Key Skills

Crisis Management,Marketing,Public Relations,Fundraising,Media Relations,Constant Contact,Strategic Planning,Social Media Management,Team Management,Public Speaking,Wordpress,Writing Skills

Employment Type : Full Time

Experience : years

Vacancy : 1