Senior Director of International Sales

About the role

This role owns the design and execution of international sales strategy for the Ataccama business, translating corporate vision into coherent market approaches across assigned regions. You will set the direction for your international teams by defining priorities, aligning resources, and establishing clear conditions for sustainable growth. The position requires you to build robust partnerships with both internal stakeholders and external customers, ensuring that value propositions are compelling and consistently articulated. You will be accountable for converting complex data strategy into concrete business outcomes that are recognized and valued by the market. Success in this role is defined by your ability to lead through influence, remove barriers for your people, and maintain predictable, visible leadership. You will coach and develop sales professionals, holding them accountable while fostering an environment of collaboration and high performance. The role demands strategic thinking, decisive action, and a commitment to building diverse, high-trust teams that deliver results over the long term.

Key facts

What you'll do

This positioning guides capability building that converts data strategy into measurable business value across international markets. You will mentor and coach regional sales teams, broadening their coverage and effectiveness through structured development and feedback. These outcomes validate growth capability and open new markets through focused demand creation and disciplined execution. You will scale the international sales organization by applying structured frameworks that prepare the organization for enterprise-level demand. Enterprise sales leadership across multiple geographic markets is required to navigate diverse customer environments and stakeholder structures effectively. Booking growth and new logo acquisition will be driven to prove growth capability and successfully penetrate new markets. You will set and track targets that align team execution with market opportunity and evolving customer needs. Practical notes regarding interview steps and career growth will be integrated into how you build and lead your team. You will lead strategy case discussions, people scenarios, and values conversations that assess readiness for complex international challenges. Past results will be examined closely, with emphasis on how decisions were made and the consequences of those choices.

Requirements

A Bachelor's degree is mandatory for this international sales leadership position, setting the baseline for professional expectations and credibility. Candidates must hold eligibility to work in the UK without sponsorship, a requirement confirmed at hire to ensure legal compliance and operational continuity. Teams are scaled to build and mentor distributed sellers, creating a solid sales foundation across markets using proven methodologies. Scaling follows structured frameworks that prepare the organization for enterprise demand while maintaining clarity of purpose. Enterprise sales leadership across multiple geographic markets is required to navigate diverse customer environments and stakeholder structures effectively. Leaders apply these frameworks to manage complex pipelines and guide teams through dynamic sales cycles. Booking growth and new logo acquisition are driven to prove growth capability and successfully penetrate new markets with measurable impact. Targets are set, tracked, and reported to ensure alignment between individual performance, team execution, and market opportunity. Practical notes in the hiring process outline the expectations for interviews, decision making, and readiness for leadership at this level. Typical interview steps include a strategy case, a people scenario, and a values conversation where candidates may be asked to turn around a struggling team or plan for growth.

Nice to have

The source material does not specify any preferred or nice-to-have qualifications, skills, or experiences for this role. All criteria listed are required or explicitly stated conditions.

Practical notes

Typical interview steps for this leadership hiring process include a strategy case, a people scenario, and a values conversation. Candidates may be asked to turn around a struggling team or plan for growth based on realistic business conditions. Past results are examined closely, with a focus on how decisions were made and the consequences of those actions. Preparing two or three decision stories that include numbers and lessons is recommended as the best use of preparation time. Questions to ask during the interview process should focus on how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve in the current year. Asking what past hires did well is suggested as a strong final question to close the interview. It is advised to keep the list of questions short and to select only those that matter most to the candidate. Career growth paths for leadership roles move from manager to senior manager, director, and executive levels, with each step adding more scope and responsibility for outcomes. The best leaders continue learning how to delegate, communicate, and decide effectively, with rewards tied to building and developing people over time. Leadership careers at this level influence the organization broadly, as higher-level communication shapes the entire company.