Sales Development Representative (SDR)

Coverflex

Work changed. Pay didn’t.

Coverflex exists to make compensation work for everyone.

Pay is still rigid, fragmented, and hard to feel.

We turn compensation into choice: one platform, one card, one app, for benefits, meal allowance, insurance and more.

Our platform is simple for HR and meaningful for employees.

We provide choice, smarter compensation tools and empowerment.

TL;DR (The Essentials)

Role: Sales Development Representative

Seniority Level: Junior

Type: Individual Contributor

Languages: Portuguese and English (fluent)

Main Tools: HubSpot, Notion, Slack, Aircall, Claude

Location: Portugal

Contract Type: Fixed Term - 6 months

Compensation:

• Base Salary: €20,000 to €26,000 gross annual package + variable

• Equity: Yes, Stock Options under our Equity Incentive Plan

• Benefits: you can check them below at the end of the page

Your Impact

Coverflex is growing through a product-led model, and our next growth opportunity is increasingly coming from the customers we already have.

While most of our acquisition funnel is becoming self-serve, cross-sell and up-sell still require a human touch - particularly when it comes to insurance. This role exists to turn that demand into closed deals while helping the team maintain coverage across acquisition when needed.

You’ll be a flexible commercial resource across acquisition and cross-sell, shifting focus depending on where the business needs the most capacity.

You’ll know you’re successful when you:

• Consistently close cross-sell and up-sell opportunities

• Keep the inbound pipeline moving, with fast follow-up and low ageing

• Contribute to assisted acquisition where human intervention is still needed

• Help identify opportunities to improve and automate the sales process

  How we’ll measure success:

• Main KPI 1: Cross-sell / up-sell deals won per month - insurance migrations + Starter → Plus

• Main KPI 2: Inbound queue speed - cycle time and % of open requests ageing past 14 days

• Main KPI 3: Assisted-acquisition deals won

• Guardrail: Average deal value and company-size mix

Reality Check - What Makes This Role Hard

Let’s be real: this is a fast-moving, high-volume sales role where the process is still evolving. Your focus will shift between acquisition and cross-sell depending on business priorities, sometimes with little notice. Most inbound leads have limited initial intent, so you’ll need to qualify quickly, disqualify when necessary, and keep opportunities moving.

You’ll also be selling while improving the process around you - spotting broken handoffs, tooling gaps and repetitive work that should eventually be automated. Insurance conversations can be technical, so you’ll need enough product understanding to build credibility while knowing when to bring in the right expert. And because many of these are small-ticket deals, speed matters more than a long consultative sales cycle.

You

Must-haves (evidence, not years)

• Proven experience closing warm/inbound B2B opportunities, ideally in a high-volume, small-ticket environment

• Track record of closing deals and managing a large pipeline without losing opportunities

• Strong commercial drive and genuine motivation to close and earn variable compensation

• Strong pipeline discipline and ability to move opportunities forward with urgency

• Comfortable working in an environment where priorities and processes change quickly

• Experience working in a role where the playbook was not always finished - and you still found a way to sell

Nice-to-have

• Insurance, broker/insurer, benefits, HR-tech or payroll experience

• Experience working with a product-led / self-serve funnel

• Experience building or improving sales sequences, workflows or automations

• Experience selling a technical product

Don’t check every box? That’s fine. If you’re commercially driven, move fast, enjoy closing, and are comfortable figuring things out as you go, we’d still love to hear from you.

Your DNA

• Closer-first: You don’t let good opportunities sit in the queue.

• Fast and decisive: You qualify quickly, make trade-offs and know when to move on.

• Commercially driven: You’re motivated by results, targets and variable compensation.

• Adaptable: Changing priorities don’t throw you off.

• Automation-minded: Your first instinct is often: “Can this be automated?”

• Proactive: You flag blockers early rather than quietly absorbing them.

You’ll probably find this frustrating if…

• You need a finished playbook before you can perform.

• You prefer long relationship-building conversations over closing.

• You’re uncomfortable with changing priorities or evolving processes.

• You’re indifferent to targets or variable compensation.

• You want to own a stable book of business rather than constantly improve how the motion works.

• You’re primarily an outbound dialler and don’t enjoy having technical product conversations.

Manager & Team

Meet Your Manager

Hiring Manager: Mário Tarouca - PLG Team Lead

Location: Portugal

LinkedIn Profile: https://www.linkedin.com/in/mariotarouca/

Profile Snapshot:

Energy: Strategic and high-output. Moves fast, expects the same from the team.

Communication: Direct and async-first - mostly Slack, straight to the point, no fluff.

Feedback Style: Honest and direct, always tied to business outcomes. You'll always know where you stand.

How to work with me - in the Manager's own words:

I care about outcomes, not activity. I give full autonomy to people on my team - but autonomy comes with ownership, and ownership means you drive your numbers and flag blockers proactively, not after the fact. My default question is: what’s the fastest way to validate this? I'm automation-first and expect the same mindset from everyone I work with - if something can be done by a tool or a workflow, we shouldn't be doing it manually. I'm hands-on: I'll be in your experiments, your copy iterations, your dashboards. Not to micromanage, but because I think the best results come from a manager who's close to the work. I'm direct - with feedback, with priorities, with bad news. I expect the same back.

Your Team

You’ll work day-to-day with:

• Mário Tarouca: PLG Team Lead (Hiring Manager)

• João Campos Ferreira: SDR PT, https://www.linkedin.com/in/joão-campos-ferreira-8034121ab/

• Sabrina: SDR, PT, https://www.linkedin.com/in/sabrina-fasté-218998233/

Other stakeholders

• Giada Purini: SDR IT, https://www.linkedin.com/in/giada-purini/

• Sergio Bruno: SDR ES, https://www.linkedin.com/in/sergio-bruno-035681186/

Access & Belonging (Equal Opportunity)

We hire for impact and potential, not pedigree.

We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.

No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, gender, sexual orientation, or any other protected ground.

Assessment fairness:

We anchor on evidence of outcomes, what you shipped, moved, or influenced.

We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time, we won’t know your name, gender, or personal info until the interview stage.

Application Clarity

No cover letter required.

Apply with your LinkedIn or CV.

You may be asked a few short, relevant questions.

Total candidate time investment: ~2-3 hours end-to-end.

Hiring Stages (What to Expect, Why & How Long)

1. CV / LinkedIn Screen -Signal check vs must-haves

• Done by People + Hiring Manager.
• You’ll hear from us within7 business days.

2. Role-Fit Questionnaire (async)

Purpose: capture signals your CV can’t (languages, tools, scenario judgement) and calibrate seniority.

Format: video.

Accessibility: prefer a call? Tell us - we’ll swap for a short chat.

3. People Interview -Allow us to know you better!

• 30 min

With People. Stress-free virtual coffee, focused on getting to know you as a person. We talk about culture, beliefs and purpose.

4. Hiring Manager -Let’s peek into this role’s challenges

• 30 min

Structured around sales experience, commercial judgement, and collaboration in a changing environment.

5. Challenge - To test your skills + Q&A

• 60 min

With the Hiring Manager. A synchronous exercise focused on inbound roleplay, objection handling, prioritisation and commercial judgement. You’ll receive a short brief 24h beforehand so you know what to expect.

You’ll get actionable feedback either way.

6. Final Conversation with a Co-Founder - Values, strategy, and your growth

• 30 min

AI & Hiring Tools Transparency

We use a few tools to reduce bias and improve documentation, not to make hiring decisions.

Teamtailor anonymisation: profiles are reviewed without relying on names/personal identifiers.

Meeting recorder (e.g., Talka.ai, Granola): may be used to capture interviews so we can focus on the conversation.

ChatGPT: may be used to turn interview notes/transcripts into clear, structured summaries.

Important: every application is reviewed by a human, and no decision or rejection is made by AI. If recording is used, we’ll be transparent and, where required, ask for consent.

Speed & Communication

Decision: within 4 weeks of your application.

Updates: weekly if the process runs longer.

Scheduling: interviews between 10:00-16:00 CET, flexible across Europe.