Manager of EMEA Account Development

Requirements

• 5 years of management experience leading SDR, ADR, or BDR teams in a tech or SaaS environment
• Proven success building and scaling high-performance outbound teams, particularly in an enterprise context
• Strong background in coaching, enablement, and AE readiness. You think about career paths the same way you think about quota attainment, proactively
• A clear point of view on what good enterprise outbound looks like, and the competence to build it
• Experience at a playbook-driven, process-oriented organisation is highly valuable
• Prior AE experience is a big plus
• The ability to build accurate forecasts that people actually trust and deliver the number with enough visibility that there are no surprises
• Versatility across people leadership, cross-functional collaboration, and pipeline management
• Fluent in English; German and Arabic is highly beneficial but not required
• Genuine drive to operate in a fast-paced, scale-up environment on the path to IPO
• At or entering the Senior Manager stage of your ADR Leadership journey with the ability to run your business mostly independently

What the job involves

• We are looking for an ADR Leader to build and lead our EMEA Account Development Representative team from our central London office (walking distance from Bank Station and London Bridge)
• This hybrid role offers the best of both worlds: the energy of in-person collaboration 2–3 days a week, combined with the flexibility of remote work
• As ADR Leader, you won’t just manage a team – you’ll be entrusted with something bigger. Our EMEA SDR leadership team are the market makers and drivers of growth at Kong
• We don’t just build pipeline; we define the blueprint for ADR excellence, shaping the next generation of top sales talent and driving winning outcomes for the business
• You’ll show up with integrity, energy, and purpose and you’ll build a team that does the same!
• Lead & Inspire: Build a culture that is high-performing and deeply human. ADRs on your team should be motivated, supported in their growth, and clear on what great looks like every day
• Hire & Plan for Talent: Own the talent pipeline end-to-end. Align with Recruiting on headcount and profiles, anticipate gaps before they land, and source proactively
• Ramp & Enable: Get new hires to productivity fast. Support the enablement team with running structured bootcamps, build individual development plans, and coach to certification. Every new hire should feel like they joined a team with a plan
• Coach for Excellence: Deliver regular call reviews, structured 1‑1s, and AE-readiness programs. Coach to Attitude, Process, and Results — and know which leg of the stool is wobbling before the rep does
• Drive Pipeline: Own your team’s contribution to EMEA pipeline targets with the forecasting discipline and visibility that Regional Directors can actually bet on
• GTM Ecosystem Alignment: Partner closely with Regional Directors, Marketing, RevOps, Partners, and Enablement. You’re not managing in a silo, you’re a connector as much as your reps are
• Data-Driven Leadership: Track KPIs, analyse team performance, and drive process improvements that maximise efficiency and results
• Champion Tools & Process: Drive effective use of Salesforce, Outreach, LinkedIn Sales Navigator, and other prospecting tools across the team

#J-18808-Ljbffr…