Outbound GTM Lead (Remote) | Philippines

HireHawk Inc.; Philippines; Remote; PHP 1,200,000 - 2,000,000; Full time

Job summary

HireHawk is seeking an Outbound GTM Lead in the Philippines to build and scale HireHawk’s phone-based outbound motion. You will own the infrastructure, workflows, and day-to-day systems across Apollo, CRM, and sales engagement tools, ensuring SDRs have high-quality prospects and effective scripts to drive qualified meetings.

You will design multichannel outbound programs, coach the SDR team, develop playbooks, and measure performance to create a predictable outbound pipeline aligned with

Qualifications

• Experience building outbound prospecting workflows and SDR enablement.
• Track record of improving outbound performance through scripts and processes.
• Ability to analyze outbound funnel data and translate into action.

Responsibilities

• Build outbound infrastructure across Apollo, CRM systems, and engagement tools.
• Own lead list creation, segmentation, enrichment, and campaign execution.
• Develop multichannel outbound programs (phone, email, LinkedIn) and follow-ups.
• Coach SDRs on openings, value propositions, objections, and meetings conversion.
• Create repeatable playbooks, SOPs, and training materials.
• Maintain CRM hygiene and reporting to improve targetting and messaging.

Skills

Outbound prospecting

Sales enablement

CRM usage

Data analysis

Process design

Training and coaching

Team collaboration

Tools

Apollo

HubSpot

Salesforce

LinkedIn Sales Navigator

Job description

HireHawk is a fast-growing staffing and recruitment solutions company helping businesses build high-performing teams through both onshore and offshore hiring support. We partner with companies across multiple industries to solve hiring challenges, improve recruiting efficiency, reduce operational friction, and connect them with rigorously vetted talent.

HireHawk goes beyond traditional staffing by supporting the full hiring infrastructure companies need to scale, including recruiting, talent sourcing, payroll coordination, compliance support, onboarding workflows, and ongoing workforce management.

About the Role

This is a hands-on outbound GTM and sales execution role for someone who can build, manage, and continuously improve a scalable outbound engine.

The Outbound GTM Lead will own the infrastructure, workflows, and day-to-day systems required to keep HireHawk’s SDR team operating at full capacity. This includes lead list creation, prospect segmentation, contact enrichment, Apollo workflows, call prioritization, CRM processes, SDR enablement, call review, outbound reporting, and multichannel campaign development.

The immediate priority for this role is to strengthen and scale HireHawk’s phone-based outbound motion by ensuring SDRs consistently have high-quality, relevant prospects to call, clear scripts and qualification criteria, structured follow-up processes, and actionable coaching based on call performance.

As the outbound engine matures, this role will also build and optimize additional outbound channels, including email and LinkedIn, to support or independently generate qualified opportunities.

This is not a pure marketing role and not a traditional Account Executive role. The focus is on building the systems, processes, messaging, and SDR execution required to generate more qualified meetings and create a predictable outbound pipeline.

The Outbound GTM Lead will work closely with SDRs, sales leadership, and account management to ensure HireHawk’s outbound motion is structured, measurable, repeatable, scalable, and aligned with our staffing and recruitment services.

Responsibilities:

Outbound Infrastructure & List Building

• Build, optimize, and manage HireHawk’s outbound infrastructure across Apollo, CRM systems, sales engagement tools, data enrichment platforms, and reporting systems.
• Own lead list creation, prospect segmentation, contact enrichment, phone-number validation, sequence setup, and outbound campaign execution.
• Develop high-quality prospect lists segmented by ICP, industry, buyer persona, geography, company size, hiring activity, hiring signals, and staffing need.
• Ensure SDRs consistently have sufficient volumes of high-quality, phone-ready prospects to maintain strong daily calling activity.
• Build repeatable systems for sourcing, enriching, validating, prioritizing, and routing leads to SDRs.
• Continuously improve list quality based on connect rates, conversation quality, meeting conversion, and SDR feedback.
• Identify and test new prospecting signals, data sources, and enrichment methods that improve outbound performance.

SDR Enablement & Call Performance

• Partner closely with SDRs to improve daily outbound execution, call prioritization, productivity, follow-up discipline, and qualified meeting conversion.
• Regularly review SDR call recordings and live call performance to identify opportunities for improvement.
• Provide actionable feedback and coaching on call openings, value propositions, qualification, objection handling, follow-up, and meeting conversion.
• Develop and continuously improve cold-call scripts, talk tracks, objection-handling frameworks, and follow-up cadences.
• Track recurring objections and market feedback and use those insights to improve targeting, messaging, scripts, and campaign strategy.
• Help establish realistic activity and conversion benchmarks for SDR performance.
• Build repeatable SDR playbooks, SOPs, workflows, training materials, and call-review processes.

Outbound Strategy & Multichannel Growth

• Build and optimize outbound workflows across cold calling, email, LinkedIn, and CRM-based follow-up.
• Prioritize channels based on measurable business impact rather than activity alone.
• Initially focus on strengthening HireHawk’s phone-based outbound engine before scaling additional outbound channels.
• Develop email and LinkedIn outbound programs once the core SDR calling process is operating effectively.
• Determine when email and LinkedIn should function as follow-up and air-cover channels versus independent lead-generation channels.
• Develop persona-specific and industry-specific messaging based on buyer pain points, market feedback, and campaign performance.
• Run structured outbound experiments across ICPs, messaging, channels, call scripts, and hiring signals.

Analytics, Reporting & Process Improvement

Analyze SDR activity and outbound campaign performance across:

• dials
• connect rates
• conversations
• positive conversations
• meetings booked
• show rates
• qualified meetings
• qualified opportunities
• conversion rates
• performance by list, persona, industry, and campaign

• Identify where outbound conversion is breaking down across list quality, targeting, messaging, call execution, follow-up, or qualification.
• Build and maintain dashboards that make outbound performance clear and actionable.
• Use performance data to continuously improve lists, scripts, workflows, SDR execution, and campaign strategy.
• Maintain CRM hygiene, accurate lead stages, follow-up tasks, campaign attribution, and reporting discipline.
• Reduce unnecessary manual work through automation while maintaining high data quality and strong SDR execution.

• Previous experience in a staffing agency, recruitment firm, RPO, talent acquisition company, HR services business, or workforce solutions company.

• Strong hands-on experience building and managing outbound prospecting workflows using Apollo or similar sales intelligence and engagement platforms.
• Demonstrated experience creating, enriching, validating, segmenting, and prioritizing outbound prospect lists.
• Strong understanding of outbound cold calling, SDR workflows, call prioritization, prospecting sequences, follow-up cadences, and qualified meeting generation.
• Experience working directly with SDRs or BDRs and improving their performance through call review, coaching, scripts, objection handling, and process development.
• Ability to analyze outbound funnel performance and identify whether problems are caused by targeting, list quality, messaging, call execution, follow-up, or qualification.
• Experience building or improving outbound sales systems and processes from the ground up.
• Experience creating multichannel outbound campaigns across phone, email, LinkedIn, and CRM-based follow-up.
• Strong understanding of staffing and recruitment buyer personas, pain points, objections, and sales motions.
• Experience creating outbound messaging, cold-call scripts, email copy, LinkedIn messaging, and objection-handling frameworks.
• Experience using AI and automation tools to improve list quality, prospect research, hiring-signal identification, segmentation, personalization, campaign development, and workflow efficiency.
• Strong analytical and operational mindset with the ability to translate outbound performance data into practical improvements.
• Highly organized, process-driven, and comfortable operating independently in a fast-paced startup environment.
• Comfortable joining live sales calls, listening to SDR recordings, reviewing call notes, and providing direct performance feedback.
• Comfortable being hands-on with execution rather than operating only at a strategy or management level.

Preferred Qualifications:

• Experience with HubSpot, Salesforce, Outreach, Salesloft, LinkedIn Sales Navigator, ZoomInfo, Clay, Instantly, Smartlead, Zapier, Make, or similar GTM tools.
• Experience managing or supporting high-volume cold-calling environments.
• Familiarity with power dialers, parallel dialing, call analytics, and SDR productivity tools.
• Experience developing outbound motions targeting U.S.-based SMBs and mid-market companies.
• Experience building outbound systems in a startup or high-growth environment with limited resources.
• Experience improving outbound performance without significantly increasing SDR headcount.
• Familiarity with AI-assisted lead research, enrichment, segmentation, call analysis, and messaging workflows.

What success looks like:

Within the first 30-60 days:

• SDRs consistently have enough high-quality, phone-ready prospects to maintain strong daily outbound activity.
• Prospecting and list-building workflows are structured, repeatable, and increasingly automated.
• Call scripts, objection handling, qualification criteria, and follow-up processes are clearly documented and actively improving.
• SDR calls are reviewed regularly and coaching is tied to measurable performance data.
• Outbound reporting clearly identifies where conversion is succeeding or breaking down.

Within the first 90 days:

• HireHawk has a repeatable and scalable phone-first outbound system.
• Manual list-building requirements have been significantly reduced.
• SDR productivity and qualified meeting generation have improved.
• Clear outbound playbooks and SOPs are in place.
• Email and LinkedIn campaigns are being tested and scaled based on their ability to support or independently generate qualified opportunities.
• The outbound engine is structured well enough to support additional SDR headcount without creating operational bottlenecks.