Global Head Of Inside Sales F - M H/F - Veesion

Context

Veesion is a fast-growing Series B scale-up delivering AI-powered theft detection to retailers across France, Italy, Spain, the US, Brazil, and beyond.

As we grow, we're looking for a charismatic, hands-on Head Of Sales, who loves coaching salespeople more than building strategies. Your mission is simple: create an environment where every rep performs at their best, improves every week, and enjoys coming to work.

If your favorite part of the job is listening to calls, celebrating wins, removing blockers, and helping people succeed, you'll love this role.

Why this role exists

Inside Sales SMB is our core acquisition engine. It produces the majority of new logos and underwrites CAC payback discipline for the whole company. It runs in France, Spain, Italy and the US (supported by Brazil). Outbound is delivered two ways: an in-house SDR team in the US, led by a SDR Manager who becomes your direct report, and an external SDR agency covering Europe from inside our CRM. Nobody owns that whole system end to end. That is the seat. Four things need to happen at the same time, and one person needs to own them.

Bring energy to the sales floor, in Paris and everywhere else

This is an important outcome of the role, not a soft side of it. We want a team buzzing with calls every day, reps calling from their desks, deals celebrated out loud, the gong ringing and the floor reacting. The harder part: the Paris floor is only part of the team. Spanish and Italian reps are largely remote, the Brazilian and US team works from US time zones, and the same climate has to reach all of them.

• Be on the floor in Paris. Set the tempo of the day, sit with reps, listen to live calls, intervene in real time on objection handling and pricing.

• Expand that climate remotely: daily video standups per market with cameras on, a Slack space where the gong is heard across geographies, regular on-site weeks in Paris for the remote team.

• Structure your week around the time zones. Europe in the morning, US in the afternoon, a rhythm the US reps can rely on rather than one they have to chase.

• Celebrate wins in every room at once, and hold the standards that energy depends on. You define the standard and you are the one who holds it.

Own the plan and fight to hit the number

You own the Inside Sales section of the MBR and QBR, worldwide. You build the quarterly plan per market, from target back through conversion rates, meetings and activity, down to concrete weekly commitments, then you fight to make it happen. What separates a good Inside Sales leader from a great one is what happens when the plan starts slipping: a great one does not explain the miss, they find another angle.

• Four markets that do not behave the same way, one operating standard. Own the activity and conversion metrics that drive the number, inbound and outbound, and defend the assumptions in front of executive leadership.

• Run a weekly operating rhythm (forecast, pipeline review, deal inspection, 1:1s) that catches drift early instead of explaining it later.

• Push the team to extend itself: reactivate dormant leads, run a focused outbound sprint, change the message, recover deals everyone else has written off.

• Read the funnel yourself. RevOps and Sales Ops support the instrumentation, you find the bottleneck and decide what to do about it. What we already have: HubSpot, call intelligence, BigQuery and Metabase, widespread adoption of Claude, and an internal Sales Ops function to lean on. You are not building the toolset from scratch.

Own the SDR function : outsourced and in-house

Both engines are real levers and both are early. The quality bar, the definition of a qualified meeting, the coaching loop and the reporting need one owner, and one standard that does not bend depending on who signs the rep's invoice.

• Manage and develop the US SDR Manager, who is early in their management career. Set the operating standard, check that the process on paper is the process on the floor, and level them up rather than doing the job for them.

• Own the commercial relationship with the agency: volume commitments, quality thresholds, ramp of new agents, and management of the partnership's performance.

• Define and defend what a qualified meeting is, one definition for both engines. Show rate, qualification rate and pipeline created are your metrics.

• Coach SDRs directly at first, in-house and agency alike, then design a more scalable way to sustain performance. Distance is not an excuse for a lower standard.

• Keep the handoff to your closers clean, and recommend the right delivery model per market with numbers behind it.

Recruit, ramp and develop the team

Part of the job is raising the level of the team. When required, recruiting and ramping the next generation is part of your missions, so the engine has the bodies it needs to scale.

• Recruit across the markets: sourcing, screening, closing offers. Hiring is a continuous activity, not a campaign.

• Build a structured onboarding so ramp time becomes predictable instead of personal: what a new rep should be doing by week 2, month 1, month 3.

• Coach actively through call shadowing, deal reviews and objection drills, and make the career path legible.

What makes this role challenging

• Four markets, four cultures, two continents. Each has its own buyer dynamics, lead supply, channel mix and competition. Running one operating standard without flattening the local nuance is the core of the job.

• Senior scope, hands-on seat. This is a Head of role by scope with a real hands-on dimension: you sit on live calls, you work specific deals, you run the standup yourself. Head of Inside Sales (Global)

• Two-speed top of funnel. A meaningful part of your pipeline is produced by the agency, so you need to manage their results and adjust if needed. The rest comes from an in-house team.

• Retail SMB is specific. Independent grocers, pharmacies, franchise stores. These buyers are not on LinkedIn and they do not download whitepapers. Reaching them takes phone discipline, local networks, referrals and creativity.

• Distributed for the next 12 to 18 months. New European hires will be Paris-based, so the centre of gravity shifts to the office over time, but for now the energy, the cadence and the coaching have to work just as well remotely.

• Operationally coupled. Every deal signed produces install work, support load and churn risk downstream. You cannot push volume by lowering the quality bar, the bill comes back within a quarter through CAC payback and churn.

Your Profile

• You have 5+ years of experience managing Inside Sales teams in B2B SaaS, with direct experience in SMB sales motions. You've also had the opportunity to manage across multiple countries, including a team of at least 10 people.

• You're a high-energy, positive sales leader who genuinely loves winning deals and getting a team to a target. This is the defining trait we're looking for. You bring energy to the team, you enjoy the competition, and you know how to turn ambition into results.

• You have a proven track record of over-achieving targets. Not just consistently landing around 100% ; you've repeatedly delivered above the number, first as a sales rep and then as a manager. You know what it takes to get a team past 100%, not just to it.

• You're driven and resourceful. When a quarter is behind plan, you don't accept the miss before the quarter is over. You look for ways to change the outcome, and your team responds because they see that same determination in you.

• You're ready for a global remit, but you still want to be close to the action. You don't see yourself as a manager who sits on the sidelines - you want to join calls, coach in real time, understand what's happening with customers, and stay connected to the sales floor.

• You're a real coach and a builder of teams. You can listen to a sales call, immediately identify what the rep missed, and explain it in a way they can apply the next day. You've recruited, ramped and retained salespeople, and you're comfortable making difficult people decisions fairly and decisively when needed.

• You're comfortable owning the plan and the numbers, with Sales Ops as your partner. You know how to read a funnel in HubSpot or Metabase, understand what the metrics are telling you, and confidently defend your performance and forecasts in Monthly Business Reviews.

• You're fluent in French and English. French is essential because the Paris team works in French and France is our largest market. English is equally important because you'll manage the US team, and many of our Spanish and Italian-speaking reps don't speak French. Spanish or Italian is a strong plus.

• You're AI-native. You already use AI tools and agents to make yourself more effective and compress the amount of manual work you do. At Veesion, agentic AI is already widely used across the company, and you'll have access to a Claude subscription from day one.

Perks

• Report to: CRO

• Location: Paris, on-site 4 to 5 days per week

• Compensation package 100/120K€ uncapped

• Travel: occasional

• Health insurance, lunch voucheon

Veesion is a fast-growing Series B scale-up delivering AI-powered theft detection to retailers across France, Italy, Spain, the US, Brazil, and beyond.

As we grow, we're looking for a charismatic, hands-on Head Of Sales, who loves coaching salespeople more than building strategies. Your mission is simple: create an environment where every rep performs at their best, improves every week, and enjoys coming to work.

If your favorite part of the job is listening to calls, celebrating wins, removing blockers, and helping people succeed, you'll love this role.

Inside Sales SMB is our core acquisition engine. It produces the majority of new logos and underwrites CAC payback discipline for the whole company. It runs in France, Spain, Italy and the US (supported by Brazil). Outbound is delivered two ways: an in-house SDR team in the US, led by a SDR Manager who becomes your direct report, and an external SDR agency covering Europe from inside our CRM. Nobody owns that whole system end to end. That is the seat. Four things need to happen at the same time, and one person needs to own them.

This is an important outcome of the role, not a soft side of it. We want a team buzzing with calls every day, reps calling from their desks, deals celebrated out loud, the gong ringing and the floor reacting. The harder part: the Paris floor is only part of the team. Spanish and Italian reps are largely remote, the Brazilian and US team works from US time zones, and the same climate has to reach all of them.

• Be on the floor in Paris. Set the tempo of the day, sit with reps, listen to live calls, intervene in real time on objection handling and pricing.

• Expand that climate remotely: daily video standups per market with cameras on, a Slack space where the gong is heard across geographies, regular on-site weeks in Paris for the remote team.

• Structure your week around the time zones. Europe in the morning, US in the afternoon, a rhythm the US reps can rely on rather than one they have to chase.

• Celebrate wins in every room at once, and hold the standards that energy depends on. You define the standard and you are the one who holds it.

Be on the floor in Paris. Set the tempo of the day, sit with reps, listen to live calls, intervene in real time on objection handling and pricing.

Expand that climate remotely: daily video standups per market with cameras on, a Slack space where the gong is heard across geographies, regular on-site weeks in Paris for the remote team.

Structure your week around the time zones. Europe in the morning, US in the afternoon, a rhythm the US reps can rely on rather than one they have to chase.

Celebrate wins in every room at once, and hold the standards that energy depends on. You define the standard and you are the one who holds it.

You own the Inside Sales section of the MBR and QBR, worldwide. You build the quarterly plan per market, from target back through conversion rates, meetings and activity, down to concrete weekly commitments, then you fight to make it happen. What separates a good Inside Sales leader from a great one is what happens when the plan starts slipping: a great one does not explain the miss, they find another angle.

• Four markets that do not behave the same way, one operating standard. Own the activity and conversion metrics that drive the number, inbound and outbound, and defend the assumptions in front of executive leadership.

• Run a weekly operating rhythm (forecast, pipeline review, deal inspection, 1:1s) that catches drift early instead of explaining it later.

• Push the team to extend itself: reactivate dormant leads, run a focused outbound sprint, change the message, recover deals everyone else has written off.

• Read the funnel yourself. RevOps and Sales Ops support the instrumentation, you find the bottleneck and decide what to do about it. What we already have: HubSpot, call intelligence, BigQuery and Metabase, widespread adoption of Claude, and an internal Sales Ops function to lean on. You are not building the toolset from scratch.

Four markets that do not behave the same way, one operating standard. Own the activity and conversion metrics that drive the number, inbound and outbound, and defend the assumptions in front of executive leadership.

Run a weekly operating rhythm (forecast, pipeline review, deal inspection, 1:1s) that catches drift early instead of explaining it later.

Push the team to extend itself: reactivate dormant leads, run a focused outbound sprint, change the message, recover deals everyone else has written off.

Read the funnel yourself. RevOps and Sales Ops support the instrumentation, you find the bottleneck and decide what to do about it. What we already have: HubSpot, call intelligence, BigQuery and Metabase, widespread adoption of Claude, and an internal Sales Ops function to lean on. You are not building the toolset from scratch.

Both engines are real levers and both are early. The quality bar, the definition of a qualified meeting, the coaching loop and the reporting need one owner, and one standard that does not bend depending on who signs the rep's invoice.

• Manage and develop the US SDR Manager, who is early in their management career. Set the operating standard, check that the process on paper is the process on the floor, and level them up rather than doing the job for them.

• Own the commercial relationship with the agency: volume commitments, quality thresholds, ramp of new agents, and management of the partnership's performance.

• Define and defend what a qualified meeting is, one definition for both engines. Show rate, qualification rate and pipeline created are your metrics.

• Coach SDRs directly at first, in-house and agency alike, then design a more scalable way to sustain performance. Distance is not an excuse for a lower standard.

• Keep the handoff to your closers clean, and recommend the right delivery model per market with numbers behind it.

Manage and develop the US SDR Manager, who is early in their management career. Set the operating standard, check that the process on paper is the process on the floor, and level them up rather than doing the job for them.

Own the commercial relationship with the agency: volume commitments, quality thresholds, ramp of new agents, and management of the partnership's performance.

Define and defend what a qualified meeting is, one definition for both engines. Show rate, qualification rate and pipeline created are your metrics.

Coach SDRs directly at first, in-house and agency alike, then design a more scalable way to sustain performance. Distance is not an excuse for a lower standard.

Keep the handoff to your closers clean, and recommend the right delivery model per market with numbers behind it.

Part of the job is raising the level of the team. When required, recruiting and ramping the next generation is part of your missions, so the engine has the bodies it needs to scale.

• Recruit across the markets: sourcing, screening, closing offers. Hiring is a continuous activity, not a campaign.

• Build a structured onboarding so ramp time becomes predictable instead of personal: what a new rep should be doing by week 2, month 1, month 3.

• Coach actively through call shadowing, deal reviews and objection drills, and make the career path legible.

Recruit across the markets: sourcing, screening, closing offers. Hiring is a continuous activity, not a campaign.

Build a structured onboarding so ramp time becomes predictable instead of personal: what a new rep should be doing by week 2, month 1, month 3.

Coach actively through call shadowing, deal reviews and objection drills, and make the career path legible.

• Four markets, four cultures, two continents. Each has its own buyer dynamics, lead supply, channel mix and competition. Running one operating standard without flattening the local nuance is the core of the job.

• Senior scope, hands-on seat. This is a Head of role by scope with a real hands-on dimension: you sit on live calls, you work specific deals, you run the standup yourself. Head of Inside Sales (Global)

• Two-speed top of funnel. A meaningful part of your pipeline is produced by the agency, so you need to manage their results and adjust if needed. The rest comes from an in-house team.

• Retail SMB is specific. Independent grocers, pharmacies, franchise stores. These buyers are not on LinkedIn and they do not download whitepapers. Reaching them takes phone discipline, local networks, referrals and creativity.

• Distributed for the next 12 to 18 months. New European hires will be Paris-based, so the centre of gravity shifts to the office over time, but for now the energy, the cadence and the coaching have to work just as well remotely.

• Operationally coupled. Every deal signed produces install work, support load and churn risk downstream. You cannot push volume by lowering the quality bar, the bill comes back within a quarter through CAC payback and churn.

Four markets, four cultures, two continents. Each has its own buyer dynamics, lead supply, channel mix and competition. Running one operating standard without flattening the local nuance is the core of the job.

Senior scope, hands-on seat. This is a Head of role by scope with a real hands-on dimension: you sit on live calls, you work specific deals, you run the standup yourself. Head of Inside Sales (Global)

Two-speed top of funnel. A meaningful part of your pipeline is produced by the agency, so you need to manage their results and adjust if needed. The rest comes from an in-house team.

Retail SMB is specific. Independent grocers, pharmacies, franchise stores. These buyers are not on LinkedIn and they do not download whitepapers. Reaching them takes phone discipline, local networks, referrals and creativity.

Distributed for the next 12 to 18 months. New European hires will be Paris-based, so the centre of gravity shifts to the office over time, but for now the energy, the cadence and the coaching have to work just as well remotely.

Operationally coupled. Every deal signed produces install work, support load and churn risk downstream. You cannot push volume by lowering the quality bar, the bill comes back within a quarter through CAC payback and churn.

• You have 5+ years of experience managing Inside Sales teams in B2B SaaS, with direct experience in SMB sales motions. You've also had the opportunity to manage across multiple countries, including a team of at least 10 people.

• You're a high-energy, positive sales leader who genuinely loves winning deals and getting a team to a target. This is the defining trait we're looking for. You bring energy to the team, you enjoy the competition, and you know how to turn ambition into results.

• You have a proven track record of over-achieving targets. Not just consistently landing around 100% ; you've repeatedly delivered above the number, first as a sales rep and then as a manager. You know what it takes to get a team past 100%, not just to it.

• You're driven and resourceful. When a quarter is behind plan, you don't accept the miss before the quarter is over. You look for ways to change the outcome, and your team responds because they see that same determination in you.

• You're ready for a global remit, but you still want to be close to the action. You don't see yourself as a manager who sits on the sidelines - you want to join calls, coach in real time, understand what's happening with customers, and stay connected to the sales floor.

• You're a real coach and a builder of teams. You can listen to a sales call, immediately identify what the rep missed, and explain it in a way they can apply the next day. You've recruited, ramped and retained salespeople, and you're comfortable making difficult people decisions fairly and decisively when needed.

• You're comfortable owning the plan and the numbers, with Sales Ops as your partner. You know how to read a funnel in HubSpot or Metabase, understand what the metrics are telling you, and confidently defend your performance and forecasts in Monthly Business Reviews.

• You're fluent in French and English. French is essential because the Paris team works in French and France is our largest market. English is equally important because you'll manage the US team, and many of our Spanish and Italian-speaking reps don't speak French. Spanish or Italian is a strong plus.

• You're AI-native. You already use AI tools and agents to make yourself more effective and compress the amount of manual work you do. At Veesion, agentic AI is already widely used across the company, and you'll have access to a Claude subscription from day one.

You have 5+ years of experience managing Inside Sales teams in B2B SaaS, with direct experience in SMB sales motions. You've also had the opportunity to manage across multiple countries, including a team of at least 10 people.

You're a high-energy, positive sales leader who genuinely loves winning deals and getting a team to a target. This is the defining trait we're looking for. You bring energy to the team, you enjoy the competition, and you know how to turn ambition into results.

You have a proven track record of over-achieving targets. Not just consistently landing around 100% ; you've repeatedly delivered above the number, first as a sales rep and then as a manager. You know what it takes to get a team past 100%, not just to it.

You're driven and resourceful. When a quarter is behind plan, you don't accept the miss before the quarter is over. You look for ways to change the outcome, and your team responds because they see that same determination in you.

You're ready for a global remit, but you still want to be close to the action. You don't see yourself as a manager who sits on the sidelines - you want to join calls, coach in real time, understand what's happening with customers, and stay connected to the sales floor.

You're a real coach and a builder of teams. You can listen to a sales call, immediately identify what the rep missed, and explain it in a way they can apply the next day. You've recruited, ramped and retained salespeople, and you're comfortable making difficult people decisions fairly and decisively when needed.

You're comfortable owning the plan and the numbers, with Sales Ops as your partner. You know how to read a funnel in HubSpot or Metabase, understand what the metrics are telling you, and confidently defend your performance and forecasts in Monthly Business Reviews.

You're fluent in French and English. French is essential because the Paris team works in French and France is our largest market. English is equally important because you'll manage the US team, and many of our Spanish and Italian-speaking reps don't speak French. Spanish or Italian is a strong plus.

You're AI-native. You already use AI tools and agents to make yourself more effective and compress the amount of manual work you do. At Veesion, agentic AI is already widely used across the company, and you'll have access to a Claude subscription from day one.

• Report to: CRO

• Location: Paris, on-site 4 to 5 days per week

• Compensation package 100/120K€ uncapped

• Travel: occasional

• Health insurance, lunch voucheon

Report to: CRO

Location: Paris, on-site 4 to 5 days per week

Compensation package 100/120K€ uncapped

Travel: occasional

Health insurance, lunch voucheon

At Veesion, we combine artificial intelligence (AI) applied to gesture recognition to create a unique and effective solution. Our advanced technology is designed to detect suspicious behaviour in real time, transforming safety into a seamless and secure experience for everyone.