semgrep - Outbound Sales Development Representative
Requirements
• Excellent written and verbal communication skills. • At least one year of experience in a quota based sales or business development role. • Self-starter attitude. • Ability to prospect into new accounts directly as an Outbound Sales Development Representative. • Experience with Semgrep’s systems, such as Salesforce and LinkedIn for lead generation (implied but not explicitly stated). • Skills in identifying and analyzing target prospects based on market signals (implied but not explicitly stated). • Ability to establish relationships with key stakeholders within the company's target accounts. • Experience or skills working remotely, as this role is expected to be remote from Singapore or Australia.
Responsibilities
• Generate interest and convert marketing leads into prospective customers. • Push the limits of your sales quotas, territory revenue, and growth objectives. • Provide accurate lead distribution to assigned Account Executives for follow-up. • Identify and analyze target prospects based on various signals such as market trends, firmographic data, and product relevance. • Utilize Semgrep’s systems and sales enablement tools (e.g., Salesforce, LinkedIn) for effective lead generation activities. • Establish relationships with key stakeholders within target accounts to facilitate business development efforts.
Benefits
• The estimated starting annual salary range for this position is $65,000-$73,000 USD. The actual base salary will be determined based on a number of factors, which may include job-related skills, relevant experience, qualifications, location, internal equity, and market data. In addition to base salary, total compensation may include equity, variable compensation, and benefits. We view equity as a meaningful part of our compensation philosophy and a way for employees to share in the long-term value they help create. • Our goal is to competitively and fairly compensate every Semgrep employee with a system that equally rewards those who are vocal and those who are less comfortable making demands during the final steps of the hiring process. To that end, we generate internal compensation bands that are used when discussing and negotiating salaries. We update these based on market data to make sure they’re above the average for comparable roles. • We invest in our employees’ well-being and long-term success through a competitive, market-aligned benefits program that meets or exceeds local market standards across all of the regions in which we hire. Benefits offerings vary by location to reflect local requirements and norms. For more detailed, location-specific information, please visit Semgrep Benefits.
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