Director, Mid-Market Sales - Mainland Europe

Who we are

Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing — and we are excited to help digitally transform their operations at scale.

Working at Samsara means you’ll help define the future of physical operations and be on a team that’s shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you’ll have the autonomy and support to make an impact as we build for the long term.

About the role:

We're hiring a Director of Mid-Market Sales to lead and scale our go-to-market motion across France, Germany and the Netherlands. This is a second-line leadership role reporting to the VP of EMEA, with responsibility for an existing team of 5 first-line managers and account executives.

You'll be joining at a pivotal moment — the foundation is in place, but the playbook still needs to be built. You'll own market strategy, team development, and the operational rigour required to turn early traction into a repeatable, scalable business. This isn't a role for someone who wants to manage; it's a role for someone who wants to build.

In this role you will:

• Develop and own the mid-market go-to-market strategy for France and Germany, including market segmentation, channel plays, and local legislative considerations


• Lead, coach, and hold accountable a team of first-line sales managers, shifting their focus from individual deal involvement to building sustainable business processes


• Design and execute MVP strategies, test assumptions quickly, and pivot based on data and feedback — scaling what works


• Drive operational cadence across the team: weekly pipeline generation, forecast accuracy, and consistent enablement rhythms


• Own recruitment and onboarding for the team, building out talent from target companies and adjacent markets


• Partner cross-functionally with product, marketing, and enablement to adapt global programmes for local market needs


• Report performance, risks, and opportunities clearly to VP-level stakeholders, maintaining transparency on forecast vs. productivity metrics

Minimum requirements for the role:

• Proven experience in a second-line sales leadership role within a mid-market SaaS environment


• Track record of building and scaling go-to-market motions in European markets, specifically France and/or Germany


• Fluency in English; working proficiency in French or German strongly preferred


• Comfortable with regular travel across the region to support team and customer-facing activities


• Based in or willing to relocate to Paris or a major German city, with regular travel to the UK


• Demonstrated ability to develop first-line managers, not just individual contributors — including running the business through leading indicators (activity metrics, pipeline coverage, ramp attainment) rather than lagging results alone

An ideal candidate also has:

• A bias for operational rigour: you set high standards, follow through on accountability, and build systems that don't depend on heroics


• "Figure it out" mentality — comfortable in ambiguity, able to build an MVP strategy with limited data, and quick to read signals and adjust


• Thrives as the challenger — knows how to reframe the conversation and displace incumbents rather than competing on features


• Has built pipeline in markets where demand isn't fully established — coaches teams to create opportunities, not just close them


• Experience coaching managers who over-index on individual deals, and the leadership style to shift behaviour without losing talent


• Strong instincts around hiring: you know what good looks like across cultures and can recruit, assess, and land strong candidates


• A leadership style that complements executive-level stakeholders — you handle the detail, accountability, and day-to-day operational grip so they can focus on the bigger picture