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Head of Outbound (HRTech Company)
Our Client
Our client has quietly become one of the most respected names in HRTech. They’ve built an automated, candidate-first background-checking platform, reducing checks from weeks to hours. Their G2 rating is 4.7/5, and their customer base includes top-scale-ups across Europe.
The commercial growth is impressive:
- £2.5M ARR to £26M ARR in 4 years
- 3x revenue for three consecutive years, targeting £33M by year end
- Profitable by Q4 2026, no staff layoffs, and glowing reviews on Glassdoor and RepVue
Based in London, the company now has 160 employees, with an evolving Go-To-Market (GTM) function. AI and automation are already a core part of the SDR (Sales Development Representative) stack, supported by a dedicated GTM Engineer.
What You’ll Get
- Base salary: £62,000 – £76,000
- OTE (On-Target Earnings): 50% of base
- Health allowance: £100/month via Thankben
- Cycle-to-work scheme + nursery salary sacrifice
- 1 month work-from-anywhere privilege per year
- Employee perks:
- Thursday drinks
- Weekly cross-team lunches
- Annual company retreat (Italy this year, 2024)
- Unmatched opportunity to shape the future of the outbound team—not just a maintenance role.
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What You’ll Do
Key Responsibilities
- Manage and develop 8–10 SDRs daily, focusing on coaching over micromanagement.
- Mentor an internal candidate transitioning into a junior team lead position.
- Collaborate with the dedicated GTM Engineer to integrate AI-native tooling into the SDR workflow.
- Build repeatable processes and playbooks within the evolving outbound function.
- Report directly to the Head of Outbound, with visibility into the CRO (Chief Revenue Officer).
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Current team: The Head of Outbound currently leads 15 SDRs solo (including five new hires). Your priority: recruitment, development, retention, and performance improvement to drive quota fulfillment and beyond.
What You’ll Need
- Proven management experience leading an SDR/outbound team—individual contributor success isn’t enough.
- Passion for talent development: The top priority here is people-first coaching (not just crushing quotas).
- Ramp at 100% capacity: The role expects immediate leadership—no gradual onboarding.
- Result-driven&Aidable to articulate specific, measurable results (no generic answers).
- Strong resilience, emotional intelligence, and energy to thrive in a fast-paced, growing environment.
No textbook metrics apply—only real-world delivery.
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
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