Senior Director, EMEA Sales Development

Spain·Barcelonafull-timesenior

OtherSales Development

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Quick Summary

Key Responsibilities

cadences, playbooks, tooling, and ways of working, and redesign it as priorities shift (e.g., the current Launchpad/Nursery ramp program, the SDR-to-SE career path,

Technical Tools

OtherSales Development

About the Role

~1 min read

As Senior Director, Sales Development, you’ll own the strategy, structure, and performance of Perk’s Inbound and Outbound SDR organisation across all global markets outside North America. You’ll lead close to 140 reps and a team of 20 first and second-line managers.

Reporting directly to the Chief Revenue Officer, you’ll shape how the organisation is built, resourced, and coached as the business scales. You’ll set the standard for SDR hiring, performance, and process across every region you lead.

Responsibilities

~1 min read

Define and evolve the outbound and inbound prospecting strategy, balancing net-new generation with lead recycling to optimize pipeline quality and coverage against revenue targets.
Own the SDR operating model: cadences, playbooks, tooling, and ways of working, and redesign it as priorities shift (e.g., the current Launchpad/Nursery ramp program, the SDR-to-SE career path, and the shift to a centralised inbound function).
Decide how the org is structured and resourced: where managers sit, how territories are split, and when to add, remove, or reshape roles as the business changes.

Own decisions on the SDR tech stack and how the team uses it, sequencing and engagement tools, intent/enrichment data, call intelligence, and automation of non-selling work.
Set the bar for how the team evaluates and adopts new tools and AI-assisted workflows, balancing productivity gains against quality and compliance

Lead, coach, and develop the SDR managers and team leaders across all regions, and build the leadership bench beneath them.
Own hiring and termination decisions for the SDR function, partnering with TA on headcount needs, hiring strategy, sourcing capacity, hiring process, and comp positioning.
Build and maintain SDR career paths (SDR → Senior SDR → SE and adjacent tracks) and succession plans for both individual contributors and managers.
Drive a culture of accountability and performance: clear expectations, consistent coaching cadence, and fast, fair action on underperformance.

Ensure high-quality pipeline generation across all regions, with clear KPIs, activity standards, and conversion benchmarks by segment and channel (inbound/outbound).
Own SDR productivity and ramp metrics and act on the data. This role is accountable for pipeline generation and rep productivity.
Build and maintain leadership-level reporting on team performance, capacity, and risk, and use it to drive decisions rather than just track status.

Partner closely with Marketing and RevOps on lead quality, routing, RoE definitions, and tooling (sequencing, intent data, dialler, CRM).
Act as a trusted partner to regional Sales leadership (Senior Managers/VPs) and the Revenue Leadership Team, aligning on priorities, resourcing, and governance across regions.
Partner with TA on hiring capacity, process design, and comp positioning for the function.

A track record of leading a multi-region SDR or sales development function at meaningful scale, you can point to specific decisions you made about org structure, coverage, or resourcing and what happened as a result.
Demonstrated ownership of hiring and performance decisions for a function this size, including how you've handled underperformance and built succession plans.
Evidence that you've redesigned or meaningfully changed an operating model (career path, coaching model, territory structure, tooling) in response to a business need, not just run an existing one.
A working point of view on how AI and automation change SDR work today, and where you'd draw the line between adopting a tool and trusting it blindly.
Comfort operating with matrixed reporting lines and multiple regional stakeholders, where alignment has to be earned rather than assumed.
Fluency in reading pipeline and productivity data well enough to challenge a number, not just report it.

What We Offer

~1 min read

At Perk, we take an IRL-first approach to work, where our team works together in-person 3 days a week. As such, this role requires you to be based within commuting distance of our hubs. We fundamentally believe in the value of meeting in real life to improve connectivity, productivity, creativity and ultimately making us a great place to work.

For certain roles, we can help with relocation from anywhere in the world, English is the official language at the office. Please submit your resume in English if you choose to apply. Do not forget to submit an updated portfolio and/or resume.

Perk is a global company with a diverse customer base, and we want to make sure the people behind our product reflect that. We’re an equal opportunity employer, which means you’re welcome at Perk regardless of how you look, where you’re from, or anything else that makes you, well, you.

All official communication from Perk will always come from email addresses ending in @perk.com or @externalperk.com, our verified social media channels, or recruiters listed on our official LinkedIn page. We will never ask you to pay for equipment, training, or fees, request sensitive personal information such as bank details early in the process, or communicate through unofficial apps like WhatsApp, Telegram, or Signal. If you receive a message claiming to be from Perk that seems suspicious, please do not respond. Forward it to security [at] perk .com, and we will confirm whether it is legitimate.

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