Sales Performance Consultant, Sales Development

Job description

Job Description
This role is based in our Dublin office.

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. 
This role is ideal for someone who's passionate about closing performance gaps and building both sellers and the leaders who develop them. Imagine unlocking the potential and changing the career trajectory of hundreds of early career professionals, and the frontline managers who coach them, at LinkedIn. We are looking for a Sales Performance Consultant to partner with Sales Development (SD) leadership across EMEA and NAMER, and with our global SD organization, collaborating closely with Sales Operations, Acquisition Operations, Insights & Measurement, and our Global Sales Enablement teams to accelerate rep and manager performance.
The four capabilities that matter most in this role: performance diagnosis, stakeholder influence, building and delivering solutions that change behavior, and AI fluency.
As a Sales Performance Consultant supporting the Sales Development organization, you will diagnose what separates top performing SD reps and managers from the rest, and close that gap. You are highly attuned to the SD organization's strategy and goals, acting as an extension of its leadership team. Using both qualitative and quantitative analysis, including call recordings and insights, activity and conversion data, and manager and leadership input, you'll uncover what's actually driving performance across prospecting, outreach, discovery, qualification, and handoff, as well as across the frontline management capabilities behind them: coaching, team inspection, and talent development. Critically, you'll know the difference between a genuine knowledge or skill gap and a problem rooted in process, tooling, targeting, incentives, or management. You'll have the credibility to say so, and to point leaders toward the right owner, rather than defaulting to training.
With these insights, you'll create strategic skill building plans, partnering with a dedicated Enablement lead to build out larger scale programming, including the LinkedIn Sales Academy and the SD Manager Development Academy, while remaining hands on enough to build and deliver solutions yourself. You'll also help the SD organization navigate how AI is reshaping the seller and manager roles themselves: what reps and managers now need to do well, what the technology takes off their plate, and what that means for the skills we build. In your own work, you'll apply AI responsibly to analyze needs, accelerate content development, and measure impact, always validating outputs and exercising sound judgement. The result: SD reps ramp faster and master their role, and SD managers multiply that impact across their teams.
Key Responsibilities:

• Serve as a key business partner to SD leaders across EMEA, NAMER, and the global SD org, defining what SD rep and SD manager excellence looks like and diagnosing the knowledge, skill, and behavioral drivers behind performance gaps

• Conduct data driven analysis of rep and manager performance to root cause what's limiting pipeline creation and conversion, and identify when the answer isn't enablement, redirecting to the right owner with a clear, evidence backed recommendation

• Design, build, and deliver enablement solutions, including training, playbooks, workshops, call frameworks, coaching guides, job aids, and reinforcement content, while partnering with a dedicated Enablement lead on larger scale programming such as the Sales Academy and the SD Manager Development Academy

• Raise frontline manager capability: assess coaching quality, performance conversations, pipeline inspection, and team development; equip managers to coach to the behaviors that drive results; and embed reinforcement into existing team cadences so learning sticks after the workshop ends

• Support the development and next play readiness of early career SD talent and new and aspiring SD managers as part of the broader career acceleration strategy

• Influence stakeholders and prioritize enablement demand, using data and trade off conversations to align leaders on sequencing, scope, and expected impact, and build coalitions of executive sponsors who secure buy in and durable adoption

• Measure skill building effectiveness and enablement ROI in partnership with SD Acquisition Operations, Insights & Measurement, and Sales Operations, and use those results to drive continuous improvement

• Bring an informed point of view on how AI is changing the SD rep and manager roles and translate that into the capabilities we build, while applying AI responsibly to accelerate needs analysis, content development, and impact measurement

• Partner with GTME team members

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• Minimum Window Substring — Hard
• Search in Rotated Sorted Array — Medium
• Lowest Common Ancestor of a Binary Search Tree — Medium
• Maximum Depth of Binary Tree — Easy
• Serialize and Deserialize Binary Tree — Hard
• Merge Intervals — Medium
• Two Sum — Easy
• Merge Two Sorted Lists — Easy
• Merge K Sorted Lists — Hard
• Binary Tree Level Order Traversal — Medium
• Insert Interval — Medium
• Product of Array Except Self — Medium
• House Robber — Medium
• Palindromic Substrings — Medium
• Graph Valid Tree — Medium
• Number of Connected Components in an Undirected Graph — Medium
• Longest Substring Without Repeating Characters — Medium
• Same Tree — Easy
• Reorder List — Medium
• Invert Binary Tree — Easy
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• House Robber II — Medium
• Word Break — Medium
• Unique Paths — Medium
• Best Time to Buy and Sell Stock — Easy
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• Reverse Linked List — Easy
• Linked List Cycle — Easy
• Validate Binary Search Tree — Medium
• Kth Smallest Element in a BST — Medium
• Longest Palindromic Substring — Medium

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