Strategic Leadership
· Develop and execute a proactive, long-term strategy to scale the global DSR organisation in line with the company’s ambitious revenue goals.
· Drive team productivity and efficiency by identifying and implementing new processes and tools, with a key focus on leveraging AI to discover and qualify opportunities.
· Have the strategic vision to plan what the DSR organisation needs to look like as the company grows to $2B and beyond, moving from a reactive to a proactive model.
· Conduct market analysis to identify new opportunities and refine sales approaches, ensuring the team is always focused on the most valuable activities.
Team Development & Performance Management
· Lead a group of DSR Managers, coaching-focused, spending significant time on go to market with cross functional leadership.
· Recruit, hire, train, and develop high-performing DSRs, maintaining full headcount and a strong pipeline of future talent.
· Design and implement a clear, data-driven framework for measuring DSR performance and readiness for promotion into Account Executive roles, ensuring we develop our future sales leaders.
· Conduct weekly one-on-one meetings with front line managers to review activity metrics, pipeline, and provide personalised coaching.
Stakeholder Collaboration & Business Partnership
· Build strong, collaborative relationships with senior regional sales leaders (VPs), operating as a credible peer with the gravitas to hold stakeholders accountable.
· Use data from SFDC and other sources to drive conversations, manage expectations, and ensure alignment between the DSR organisation and the field sales teams.
· Liaise effectively with key internal partners across Marketing, Sales Operations, and Corporate functions to ensure seamless execution.
THE PATH TO SUCCESS: AN EARLY IMPACT ASSESSMENT
The Path to Success: An Early Impact Assessment
Month 1: Foundation & Assessment
Month 1: Foundation & Assessment
· Complete all onboarding sessions with a clear plan to understand the business, our identity management solutions, and our value proposition.
· Evaluate the status quo of the global DSR organisation, analysing People, Processes, Cadence, and Structure to identify immediate strengths and weaknesses.
· Meet with your direct manager (Global VP) and key senior stakeholders, including the regional Sales VPs and the Head of EMEA Sales, to understand their priorities and build foundational relationships.
· Begin evaluating the existing technology stack (including SFDC) and processes, with a specific focus on understanding the "do more with less" mandate and where AI can create efficiencies.
· Hold initial meetings with your direct reports and the wider DSR team to understand their perspective and establish your leadership.
Month 2: Strategy Formulation
Month 2: Strategy Formulation
· Synthesise your Month 1 findings into a preliminary strategic plan outlining your vision for scaling the DSR organisation to support the company’s growth to $2B.
· Present the initial framework of this plan to the Global VP, focusing on key pillars such as talent development, process efficiency (including AI), and stakeholder alignment.
· In collaboration with Talent Acquisition, refine the hiring profile for DSRs and begin actively participating in the recruitment process for any open roles.
· Evaluate the quality of the team’s current pipeline generation and forecasting process, identifying opportunities for immediate improvement.
Month 3: Plan Presentation & Early Execution
Month 3: Plan Presentation & Early Execution
· Develop and present a comprehensive 12-month and 3-year plan for your organisation, broken down by milestones, to senior leadership.
· Socialise this plan with the regional Sales VPs to gain their buy-in and establish clear rules of engagement and mutual accountability.
· Launch the first initiative from your plan, likely focused on a key area like coaching cadence, a new efficiency tool, or a revised process for lead qualification.
· Implement your data-driven framework for DSR performance tracking and career progression, making it transparent to the entire team.
By 6 Months: Demonstrating Impact
· Your refined organisational structure, processes, and operating cadence should be fully implemented and showing early signs of success.
· Be able to demonstrate measurable improvements in key DSR metrics (e.g., pipeline generation, lead conversion, activity levels) as a result of your new initiatives.
· The relationship with senior sales stakeholders should be strong and collaborative, with a clear reduction in friction
· You should have a robust and accurate forecasting process in place for the DSR organisation.
By 12 Months: Driving Scalable Growth
· You should have achieved the initial goals and milestones set out in your 12-month plan and be clearly tracking toward your 3-year vision.
· The DSR team should be operating as a highly efficient and predictable engine for pipeline generation, respected across the business.
· The DSR-to-AE promotion path should be proven, with the first cohort of reps successfully transitioning based on your data-driven framework.
· You are viewed as a strategic leader and thought leader within the company for all things related to inside sales and sales development.
ABOUT YOU
· Experience**: 4+ years of success managing an Inside Sales or Digital Sales team in a high-tech software environment is essential. Overall 12+ years experience in sales and/or sales leadership.
· Strategic Acumen**: You have experience working in a large, mature enterprise software company (e.g., Salesforce, Oracle, Microsoft, IBM) and understand what it takes to scale a sales function in a billion-dollar organisation.
· Leadership Style**: You are a hands-on, "player-coach" who is credible and effective at training and developing reps through active participation. You are not an "ivory tower" manager.
· Gravitas & Stakeholder Management**: You possess the confidence and business acumen to be a credible, respected partner to senior sales VPs, able to use data to drive alignment and accountability.
· Analytical Mindset**: You are highly analytical and skilled at using data from CRM (SFDC expertise is a plus) and other tools to inform strategy, drive decisions, and report on results.
Education**: Bachelor's degree or equivalent experience
SailPoint is an equal opportunity employer and we welcome all qualified candidates to apply to join our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other category protected by applicable law.
Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact [email protected] or mail to 11120 Four Points Dr, Suite 100, Austin, TX 78726, to discuss reasonable accommodations. NOTE: Any unsolicited resumes sent by candidates or agencies to this email will not be considered for current openings at SailPoint.
