Inside Sales Director, Account Development

Samsara's EMEA Account Development team closed a strong FY26. Now the expectation has been raised — significantly. With new GTM leadership across the region, this is a moment to build something bigger, not maintain what exists. This Director role owns the entire EMEA ADR function — UK&I, France, Germany and Netherlands — leading a team of five managers and roughly 48 ADRs. The foundation is strong. The brief is to accelerate. You'll be the only leader on the VP's team who owns a full international region — not a segment, not a market, an entire region with its own commercial fabric, leadership chain, and growth trajectory. That's an unusual scope, and it comes with real latitude. The new GTM leadership team in EMEA is in place and the targets ahead are serious. What's needed is a senior ADR leader who brings credibility at every level — with their team, with the AE org they support, and with the commercial leaders they sit alongside. Someone who has been here before: owned a number, built a culture, and ran a multi-market function without needing a playbook handed to them. • Own EMEA ADR performance end-to-end — pipeline attainment, forecasting accuracy, and the KPIs that matter to the business. You report the numbers; you also own them. • Lead a tenured management bench across the region. These are experienced managers — your job is to raise the ceiling on what they and their teams can achieve, not to stabilise a rebuild. • Operate across multiple markets simultaneously, each with different commercial dynamics, stakeholder structures, and pipeline expectations. You hold the full picture while your managers run their patches. • Partner directly with the AE and sales leadership org as an equal — contributing to pipeline strategy, territory planning, and cross-functional decisions, not just executing against a plan handed down. • Drive the talent pipeline into the broader GTM organisation. The ADR function should be where future AEs, managers, and leaders are built. You set that standard and make it real. • Embed AI tooling and data-driven operating rhythms across the team. We expect our leaders to be ahead of the curve here, not experimenting for the first time. • Work at pace with a VP and regional GTM leadership team that move fast, communicate directly, and have high expectations. You'll need to match that energy and hold your own in the room. • Champion Samsara's cultural principles — Focus on Customer Success, Build for the Long Term, Adopt a Growth Mindset, Be Inclusive, Win as a Team — and embed them in how the EMEA ADR team operates.

• Second-line leadership experience in an ADR, SDR, or BDR function — you have managed managers, not just reps • Demonstrable ownership of an EMEA or multi-market region: UK and at least one continental European market • A track record of consistent pipeline attainment across multiple consecutive periods — not a single strong year • Strong operational and analytical skills: you run your business from data, not instinct alone • Excellent cross-functional credibility — you've worked alongside AE leadership, revenue operations, and enablement as a genuine peer • Based in or willing to relocate to London, with the ability to be in the UK office three days per week The strongest candidates will bring most of the following. No one will tick every box — be straight with us about where you're strong and where you're still building. • Experience carrying a quota as an AE or AM earlier in their career — this gives you credibility with the AE org you partner with, and with the stakeholders who will scrutinise this hire • A track record of developing people into their next role — your proof points are promotions and exits into strong positions, not just retention numbers • Experience managing across multiple European markets with different languages, buyer behaviours, and go-to-market motions • Active use of AI tools in how you run an ADR team — not as a talking point, but as a genuine operational choice you can speak to concretely • Comfort operating in a fast-moving environment with leadership that is hands-on, direct, and willing to change course quickly when the data says to • The kind of presence that earns trust quickly — with your team, with AE counterparts, and with senior commercial leaders — without needing time to establish it

At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why our rewards are designed to fuel high-impact builders. Our compensation program delivers above-market total compensation through a combination of base salary, performance-based bonus/variable pay, and equity (for eligible roles) in a high-growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above-market compensation that can outpace the broader market over time. Beyond compensation, we provide the foundations that enable long-term success: a flexible, employee-led remote model, a professional development stipend, comprehensive health and parental leave plans, and more. If you’re ready to build for the long term and own the outcome, your journey starts here.