Sales Team Lead

SALES TEAM LEAD — FOUNDING COMMERCIAL TEAM

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glooh · Brussels (Hybrid) · Full-time · Trilingual NL/FR/EN


THE SHORT VERSION


You've closed enterprise deals. You've probably managed people. And you're starting to feel the ceiling: great numbers, but someone else's playbook, someone else's equity, someone else's story.


This is the other path. Glooh is hiring its first Sales Team Lead — the person who closes our flagship accounts hand-to-hand from day 1, then builds and leads the sales team that scales it. Founding team position. Real equity. A defined 12-month path to General Manager.




WHY NOW (AND WHY THIS ISN'T A "BUILD IT FROM SCRATCH" GAMBLE)


Glooh is a Belgian scale-up creating a new category: SocialDOOH — we turn social and digital content into hyper-local out-of-home campaigns, on the screens people actually walk past. Brands get the creativity and targeting of social, made real in the street.


Here's what makes this role different from the usual "first sales hire" trap: the foundations are already built.


Over the past months, our Fractional CRO — ex-founder & CEO of Sortlist, which he scaled to ~€10M ARR across 9 European markets — has put in place:


• A retention-first commercial strategy (recurring media revenue, not one-shot campaigns)
• A structured SDR → AE → CSM sales system, with an SDR already ramping and feeding qualified demos
• A documented sales playbook: ICP, value ladder, pricing discipline, pitch, objection handling
• A product that works, with live flagship accounts (Partenamut, AXA, Warner Bros, Proximus, and more)


You're not walking into chaos. You're walking into a machine that's been designed, tested and primed — at the exact moment it needs its first full-time commercial leader to accelerate it.


And you won't be doing it alone. You'll work side-by-side with the CRO — daily coaching, deal reviews, pipeline strategy — and directly with the founders: the CEO opens doors to large advertisers and partnerships, the CPO ships the product with you in the loop. This is an apprenticeship in scaling from someone who's done it, combined with founding-team access most sales leaders never get. Then, progressively, you take the reins.




THE MISSION


From day 1:


• Take ownership of the existing enterprise portfolio (Partenamut, Proximus, and other flagship Belgian accounts)
• Drive target accounts through the pipeline — banking, insurance, retail, D2C
• Close. Hand-to-hand, using the playbook — and making it better as you go
• Daily contact with the founders and the CRO — morning and evening syncs, deal-by-deal coaching, open access. A tight, fast feedback loop, not a quarterly check-in


Then, the roadmap. The role is structured around 4 milestones, assessed quarterly:


Q1 — SELL
Milestone: Hit your direct sales target, hand-to-hand
What you prove: You master the pitch and the market


Q2 — RECRUIT
Milestone: Hire and onboard your first sales hire
What you prove: You can attract and ramp talent


Q3 — STRUCTURE
Milestone: Add a CSM motion to farm the portfolio while the team hunts
What you prove: You can design an org, not just close deals


Q4 — SCALE
Milestone: Lead a mini-team that grows revenue without you on every deal
What you prove: You're a GM in the making


Hit these milestones → you step into a General Manager role, with the scope to own a full region.




WHO YOU ARE


The non-negotiables:


• Trilingual: Dutch, French, English — you sell comfortably to a Flemish CMO in the morning and a Brussels marketing director in the afternoon
• Brussels-based (hybrid), full-time, fully committed — no side businesses, no fractional setups
• Proven B2B enterprise sales track record — outbound cycles (email + phone + LinkedIn), verified before any interview
• You've managed people before — even a small team, even informally, but it's real and verifiable
• International exposure is real, not aspirational — you've worked, studied or lived abroad, and you're at ease switching between cultures (and not just languages) in the same day


You recognise yourself in our three values:
• Authenticity — real connections, no persona
• Humility — hungry but never full of yourself, listen first, contribute over credit
• Solution Maker — curious like a 5-year-old, you've actually gone to see the world, and you fix things rather than spot them


The profile:


• Hungry. You've learned on the field. You're not afraid to get your hands dirty. Degrees are a bonus, not mandatory.
• Coachable and resilient. You can take a hard remark, digest it, and come back stronger. Defensiveness at first feedback is an eliminatory red flag.
• A challenger, not a yes-man. You push back — with solutions, not objections.
• A team builder, not just a closer. Excellent solo sellers who can't build teams exist. We need both in one person.
• Comfortable with a demanding, direct, ambitious founding team — the kind of person who says "got 15 minutes? We need to talk" without hesitating.


You've built something before — a project, a company, a non-profit — and you hit walls doing it. We don't care if it worked. We care that you know what it costs.




THE PACKAGE


• Attractive total package: fixed + uncapped variable, designed for a senior profile who delivers
• Equity — defined in black and white from day one. Not a vague promise: a written, vested stake in the company you're helping build
• A real horizon: someone who commits for the long run rides this to the exit
• Founding team status: you work daily with the founders and are mentored by a CRO who scaled a company to €10M ARR — the kind of learning curve you can't buy
• A GM path with regional scope


We'll discuss numbers openly and early in the process — no games.




THE HIRING PROCESS


We practice what we preach: structured, fast, no fluff.


1. Scorecard screening — objective criteria first (sold before? managed before? verifiable track record?)
2. Practical assessment — a real-world simulation: messy documents, conflicting priorities, numbers to untangle
3. Founder interview — the human fit. Can we work together every single day?
4. The plan — we give you the targets. You come back with 3 slides, not one more, showing your first 90 days




HOW TO APPLY


Apply via LinkedIn or send your CV to


Skip the cover letter — instead, tell us in 5 lines about the hardest deal you ever closed and what it taught you.


Glooh Media — SocialDOOH. xqknzec Social content, made real in the streets.