Account Development Representatives Team Lead

Kong; Greater London; Hybrid; GBP 90,000 - 130,000; Full time

Benefits offered by this job

Flexible time off

Stock options

U-First Fridays: learning time

Virtual events

Home office stipend

Dedicated unplug days

Job summary

Kong is seeking an ADR Team Lead to guide the NEMEA ADRs across the UK, Benelux, and Nordics. This player-coach role carries your own pipeline targets while actively developing the team and improving processes and tooling.

You’ll report to the Senior Manager for NEMEA, focusing on ramping newer reps, forecasting, and cross-functional collaboration with AE partners to drive regional success.

Qualifications

• Proven leadership of SDR/ADR teams and ability to coach performance.
• Strong track record of meeting or exceeding quota in a fast-paced, allbound model.
• Data-driven decision making with attention to detail and transparency.

Responsibilities

• Lead and coach the ADR team, developing newer reps and building strong coaching routines.
• Own your pipeline targets and contribute to weekly forecasting with the Senior Manager.
• Collaborate with AE partners and RD cadences to align on pipeline and outcomes.
• Drive onboarding and development plans for new ADRs, with 1:1s and regular feedback.
• Improve processes and tooling (Salesforce, Outreach, etc.) without reducing reps’ autonomy.
• Share best practices, sequences and outbound approaches with the wider team.

Skills

Team leadership

Coaching

Pipeline targets

Forecasting

Cross-functional collaboration

Sales process

Tools

Salesforce

Outreach

Pipeline management tools

Job description

• Kong is hiring an ADR Team Lead to support our NEMEA region: the UK, Benelux, and Nordics
• This is a player-coach role
• You’ll carry your own pipeline targets while taking an active hand in developing the team around you, especially the newer ADRs still finding their footing
• You’ll work closely with, and report into, the Senior Manager for NEMEA
• You’re shaping how the team operates, not running it solo
• Think of this as a high-impact individual contributor role with a leadership layer built in: the natural next step for an ADR who’s ready to start making other people better, not just themselves
• Our NEMEA team is already strong
• Driven, independent, hitting their numbers
• What they need isn’t more oversight
• They need someone who sharpens how the team works, especially around process and tooling, while making sure newer reps get the support to ramp fast
• You’ll report to Oscar Winberg
• He moves fast, sets a high bar, and expects people to bring solutions, not just flag problems
• He’s direct, so you’ll always know exactly where you stand, and he expects that same directness back: if you disagree, he wants the pushback, backed by data, not silence
• Earn his trust and he’ll hand you real ownership
• What he won’t do is hand-hold, so this role suits someone who’d rather be given room to run than told exactly what to do
• Carry your own number
• You’ll hit your own pipeline targets as an active ADR
• Your activity and results set the standard for everyone watching
• You’ll contribute to weekly forecasting alongside the Senior Manager
• Support newer ADRs
• You’ll be the first point of contact for less tenured reps, helping them ramp faster and build good habits early
• You’ll help with onboarding alongside the Senior Manager and Enablement, and run regular 1:1s with newer ADRs
• Different reps need different things from you, so you’ll read where each person is and adjust your coaching accordingly rather than running the same playbook on everyone
• You’ll help build individual development plans grounded in a real read of each rep’s attitude, process, and results, and you’ll flag underperformance early, with context, instead of letting it fester
• Coach and upskill the team
• You’ll support team coaching sessions: live dialling, pitch practice, feedback loops
• You’ll run or contribute to upskilling initiatives, on your own or with Enablement
• You’ll share what’s working, best practices, sequences, outbound approaches, with the wider team, and give direct, specific feedback often, recognizing strong work and not letting bad habits slide
• Sharpen process and tooling
• You’ll help spot where the team’s workflows and tooling could run more efficiently, and support the Senior Manager in rolling out improvements without stripping reps of their autonomy
• You’ll be the go-to person for best practice on Salesforce, Outreach, and the team’s automation tools
• Contribute to the wider GTM motion
• You’ll keep strong alignment with your AE partners and take part in pipe review cadences
• You’ll support the Senior Manager in preparing performance updates and regional insights, and join bi-weekly RD cadences where it makes sense

Benefits

• Flexible time off: Take time to take care of yourself and the things that matter most
• Stock options: We want you to share in our success. That’s why stock options are offered to most Kongers
• U-First Fridays: Get 4 hours a month for continuous learning with a book, podcast, or course of your choice
• Virtual events: Stay connected with Donut chats, trivia, fitness challenges, guided meditations, and more
• Home office stipend: Build a home office environment tailored to support your productivity
• Dedicated unplug days: Silence those notifications. Enjoy some well-deserved long weekend where the entire team unplugs

Transparency, especially with leadership, especially when something isn’t on track. We’d rather hear it early than find out laterThe kind of presence the team actually looks up to, not just reports toLanguage skills relevant to the UK, Benelux, or Nordics are a bonus, not a requirementThe ability to juggle competing priorities without dropping the ball. Your own quota, coaching newer reps, and process work will all pull on your time in the same week, and you know how to decide what actually matters right nowA real coach’s instinct. You get energy from making other people better, not just from hitting your own numberReal trust with your AE and RD partners, earned through consistency, not just alignment on paperWe’ll consider strong internal and external candidates. For external hires, the bar is high: we’re looking for someone who brings something genuinely differentiatedA bias for building. You spot what needs fixing and go build it, rather than working only through a list of tasks someone else handed youHands-on ADR or SDR experience. You know what this job feels like from the inside, not just what it looks like from a deckAnalytical rigor. You make calls based on data, not gut feel, and you’re comfortable being specific about why a number moved, including when that number is going the wrong wayStrong time management. This is one we screen for directly, not something we assume comes with experienceYou touch the line. Your metrics back it up: leading indicators (activity, sequence execution, pipeline hygiene) and lagging indicators (quota attainment, pipeline generated) that show a track record of real discipline, not one good quarterSelf-awareness and a genuine investment in growing as a leaderComfort in an allbound model with a heavy outbound emphasis