BDR (Business Development Representative)

At Skailer, we’re building a full-cycle HR platform for companies that have outgrown disconnected HR tools and manual processes.

We’re looking for a BDR who wants to do more than send messages and book meetings.

This role is about understanding companies, starting good conversations, watching the numbers behind them, testing new approaches and gradually becoming someone who understands the market well enough to influence how we sell, market and even build the product.

Most of our outbound is focused on the international English-speaking market and happens through LinkedIn.

You’ll work with account pools already prepared in our internal systems. Our own research tools and AI agent help with company context, prospect research and first message drafts, so the job isn’t about spending the whole day manually building lists.

Your job is to use that context well.

You’ll:

• work through roughly 165–200 target accounts per month;
• identify the right HR / People stakeholders inside them;
• send connection requests and start personalised conversations;
• explore LinkedIn yourself when you notice an interesting company, previous employer or another useful path into an account;
• adapt and challenge AI-generated outreach rather than blindly sending it;
• handle replies and follow-ups;
• keep account and funnel data accurate;
• join meetings together with an AE to understand what happens after your outreach;
• take part in SQL reviews, marketing discussions and outbound experiments.

We care about volume, especially while you’re ramping, but we don’t optimise for the number of messages sent.

We care much more about whether the right accounts turn into conversations, meetings and eventually qualified pipeline.

Our core ICP is growing international companies where HR operations are becoming more complex.

Usually that means tech / digital businesses with multiple teams, locations or entities, often in the 200–1,500 employee range.

We normally speak with people responsible for areas such as:

• HR / People leadership;
• People Operations / HR Operations;
• HRIS / People Systems;
• Talent Acquisition;
• other owners of HR processes and systems.

The title matters less than whether the person actually owns the problem we’re discussing.

You’re curious beyond your job description.

If you notice something inefficient, you want to understand why it works that way and whether it can be improved.

You enjoy experimenting with messaging, segments and processes, but you also like looking at the numbers afterwards to understand whether the experiment actually worked.

You’re comfortable with data hygiene. We track the funnel closely, so updating statuses, notes and systems is part of the job, not admin work somebody else will eventually fix.

You can also think for yourself.

Our internal tools can give you research and draft a good first message. Over time, we expect you to understand when the draft is right, when it needs changing and when you disagree with it completely.

Experience that would help

Previous outbound / BDR experience is useful, but we’re also very interested in people who have worked in or around the HR industry.

That could mean HRTech, HR consulting, recruitment agencies, staffing, or another business where you’ve sold to or worked closely with HR teams.

We’d especially value someone who:

• understands how to communicate with an English-speaking market;
• has experience with LinkedIn outreach or knows what gets people to engage there;
• writes clear, natural English;
• understands basic funnel and conversion metrics;
• is comfortable testing ideas instead of following one script forever;
• wants to develop beyond a narrow BDR role.

We know outbound has a time lag.

We don’t expect a new BDR to join and immediately be judged by Closed Won deals from a pipeline that hasn’t had time to mature.

During ramp-up, we look primarily at whether you can maintain the expected account coverage and activity while keeping healthy conversion quality relative to the rest of the team.

SQLs and deals during this period are obviously a good signal, but they aren’t the only measure of whether you’re succeeding.

As your own pipeline matures, the focus gradually shifts towards qualified pipeline and revenue contribution.

Our preferred path is to grow future AEs from inside the BDR team.

We want people to sit in meetings, understand the full sales cycle and gradually learn how opportunities move from the first LinkedIn conversation to a deal.

But we’re still building a company, not a rigid career ladder.

If over time you find yourself especially interested in marketing, operations, product or another area, we’d rather have that conversation than tell you to stay inside your box.

• Fixed salary
• Bonus for qualified SQLs
• Percentage from closed deals

The exact package depends on your experience and level.

We don’t really want people who see sales as convincing somebody to buy something they don’t need.

We want to understand whether there is a real problem, whether Skailer can actually help and whether it makes sense to talk now.

The product helps with that.

It’s the kind of product that makes you start noticing all the strange manual HR processes companies have learned to live with.

And because we’re still building a lot of things ourselves, you won’t join a finished sales machine and operate one tiny piece of it.

You’ll have room to question how we work, test something better and help build the next version of the system.

If that sounds more interesting than simply hitting a message quota, we’d like to meet you.