How we’ll measure success:

• Main KPI 1: ARR generated from enterprise accounts

• Main KPI 2: Pipeline coverage

• Main KPI 3: Forecasting accuracy and CRM discipline for long-cycle, high-value deals

• Main KPI 4: End-to-end ownership of complex enterprise sales processes

⚡ Reality Check - What Makes This Role Hard

This role sits at the intersection of complex buying, internal politics, risk, and long time horizons.

You’re not “selling a tool”, you’re entering a big organization and getting it to agree to change how compensation and benefits work (which impacts budgets, compliance, employees, and leadership reputation).

Here’s what makes it challenging:

• Enterprise sales cycles are long (and don’t follow a straight line): you’ll need patience, stamina, and strong deal orchestration

• Deals are multi-stakeholder and political: HR, Finance, Legal, Procurement, and leadership may all need to align

• You’ll handle high risk sensitivity: decisions involve budget, employee impact, and regulatory considerations

• Most of your pipeline will be self-generated: outbound discipline and consistency are non-negotiable

• You’ll need to stay sharp through ambiguity and constant context-switching, while still forecasting accurately and delivering results

👤 You

Must-haves (evidence, not years)

• Experience in B2B/Enterprise software sales

• Experience with inside and outside sales, including inbound and outbound prospecting

• Ability to create strong relationships with prospects in a growth environment

• Strong work method to organize and prioritise a full pipeline

• Exceptional communication skills

• Fluent in English and Portuguese (internally, we communicate exclusively in English)

Nice-to-have

• Experience with Hubspot or other CRMs

• Insurance or benefits market experience

🧬 Your DNA

• Passion, drive and desire to make a real difference

• Motivated by being part of a growing team

• Focused on continuous self-improvement

• Resilient when things get hard

• Autonomous and proactive in how you work

You’ll probably find this frustrating if…

• You don’t love to communicate

• You don’t love to be in the driver seat

• You don’t like to influence decisions

• You are not persuasive

• You are not an active listener

👥 Manager & Team

Meet Your Manager

Hiring Manager: Inês Odila - GM Portugal

Location: Portugal

LinkedIn Profile:

Profile Snapshot:

• Energy: Goal-driven and relentless, but always valuing people and team effort.

• Communication: Direct, no fluff. Says what he means and means what he says.

• Feedback Style: Open door, both ways. Bruno welcomes honest feedback and gives it just as freely.

How to work with me - in the Manager's own words:

"I've spent 8 years in sales, so I'm wired for results, but I've learned that the best results come through people, not despite them. I'm pragmatic: if something isn't working, let's fix it fast and move on. I don't do politics. Tell me what you think, even if it's uncomfortable. I'd rather have a hard conversation on day one than a slow problem."

Your Team

You’ll work day-to-day with the other Account Executives and General Manager.

Key Stakeholders:

• Sales Team

• Success Team

• Marketing

• Product

Team Rituals:

• Weekly team meeting

• Pipeline check

• 1:1s with Manager

💜 Access & Belonging (Equal Opportunity)

We hire for impact and potential, not pedigree.

We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.

No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, gender, sexual orientation, or any other protected ground.

Assessment fairness:

We anchor on evidence of outcomes (what you shipped, moved, or influenced).

We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time (we won’t know your name, gender, or personal info until the interview stage).

📬 Application Clarity

No cover letter required.

Apply with your LinkedIn or upload your CVin English.

You may be asked a few short, relevant questions.

Total candidate time investment: ~4 hours end-to-end.

🧩 Hiring Stages (What to Expect, Why & How Long)

1. CV / LinkedIn Screen / Video — Signal check vs must-haves

• Done by People + Hiring Manager.

• You’ll hear from us within 10 business days.

2. Hiring Manager Interview - Mutual fit & context • 45 min
Structured around outcomes, decisions, and collaboration.

3. Challenge – How you think in enterprise sales • <90 min
Use our case or a real artefact from a complex deal.
We assess judgement, decision quality, stakeholder leadership, and ethics.

4. People Interview - Allow us to know you better! • 45 min
With People. Stress-free virtual coffee, focused on getting to know you as a person. We talk about culture, beliefs, and purpose.

5. Final Conversation (CEO / C-Level) — Values, strategy, and your growth • 30 min

🤖 AI & Hiring Tools Transparency

We use a few tools to reduce bias and improve documentation, not to make hiring decisions.

• Teamtailor anonymisation: profiles are reviewed without relying on names/personal identifiers.

• Meeting recorder (e.g., Talka.ai, Granola): may be used to capture interviews so we can focus on the conversation.

• ChatGPT: may be used to turn interview notes/transcripts into clear, structured summaries.

Important: every application is reviewed by a human, and no decision or rejection is made by AI. If recording is used, we’ll be transparent and (where required) ask for consent.

⏱️ Speed & Communication

• Decision: within 4 weeks of your application.

• Updates: weekly if the process runs longer.

• Scheduling: interviews between 10:00–16:00 CET (flexible across Europe).

• Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback - what went well, and what to strengthen next time.

Originally posted on Himalayas