Senior Sales Development Representative

At Giant Group we have an exciting opportunity for a Senior SDR to join Giant Screening, our UK screening business, in a fully remote role from the Philippines. This is a chance to build the outbound engine from scratch, with a clear path to Team Lead within 90 days.

Job Title: Senior SDR (Sales Development Representative)

Location: Fully remote, Philippines

Salary: ₱90,000 – ₱130,000 base per month + 13th-month pay, plus meeting commission and closed-won bonuses (OTE approx. ₱200,000 – ₱220,000 per month at target)

Hours: 40hrs, Mon – Fri, 09:00 – 17:00 UK time (17:00 – 01:00 Manila during GMT; 16:00 – 00:00 Manila during BST)

Tenure: Permanent, full-time

Deadline to apply: 19th October, 2026

Please note: This is a senior outbound role selling to UK employers, working UK hours. It is best suited to SDRs or BDRs with 3+ years of B2B outbound experience, including selling into UK or Western European buyers. Stage one includes a recorded cold call, so clear and natural spoken English is essential. This role is not suited to inbound-only or high-volume US telesales or appointment-setting backgrounds. Excellent spoken English is essential, as you’ll be speaking with senior UK buyers every day. Please submit your resume in English; applications in other languages will not be considered.

About us

We believe in a world where businesses can engage and manage global talent without any barriers. Established in 1992, Giant Group is a workforce management platform and solutions provider. Our purpose is to support businesses with compliant and efficient solutions ranging from applicant tracking, supply chain management and screening, through to time management, billing and payroll, and a range of employment options, all on a global basis.

To understand more about Giant Group and our services please browse our website at: www.giantgroup.com

About the role

The role exists to manufacture qualified pipeline on demand for Giant Screening's Managed Service, and for Flex once it launches, across UK employers with steady hiring volume, and to prove the model well enough to justify a Philippines-based SDR team.

Giant Screening sells three things. A Managed Service, where Giant's platform and operations team run screening for an employer. Flex, in development, where the employer runs more of the process themselves on a simplified version of the platform with Giant's screening infrastructure behind it. And iCHEX itself, licensed to recruitment and screening businesses. This role prospects UK employers for the first two. The BDM team closes; this role creates the first meeting. There is no inbound volume to work; everything is generated.

Who you'll be prospecting

UK employers of roughly 100 to 2,000 staff with recurring hiring, in sectors where screening is mandated or expected: care and health, education, financial services, housing, charities, logistics and recruitment agencies. Buyer is the Head of HR, Talent Acquisition lead, Onboarding or Compliance Manager. Triggers: hiring surges, new HR leadership, Right to Work or DBS rule changes, a poor experience with a current provider.

Key responsibilities of the role include:

1. Territory and list building. Own the target account list using Clay, LinkedIn and the CRM. Keep it clean, prioritised and enriched with triggers.
2. Multi-channel outbound. Run email, LinkedIn, phone, voice-note and video sequences in UK hours. Phone is one channel among several, in scope from day one through a UK number.
3. Qualification. Qualify every conversation against the agreed criteria before booking. A meeting the BDM rejects as unqualified does not count.
4. Booking and handover. Book first meetings directly into the BDM's calendar with a written handover note in the CRM: company, contact, trigger, pain, current provider, volume, next step.
5. Reporting. Weekly one-page report: activity by channel, conversations, meetings booked, meetings attended, acceptance rate, and what changed. Monthly review with the CEO.
6. Playbook. Document the ICP, sequences, call framework, objection handling and qualification rules as they are proven, so a second hire can be productive in two weeks.
7. Tooling. Recommend and set up the sequencing tool in week one; keep the stack lean.
8. Feedback into the business. Flag recurring objections, competitor mentions and pricing pushback to the CEO and Marketing.

Success measures

• Qualified meetings attended: Month 1: 8, Month 2: 18, Month 3 onward: 30
• BDM acceptance rate of booked meetings: Month 2: 75%, Month 3 onward: 85%
• No-show rate: Month 2: under 25%, Month 3 onward: under 15%
• Playbook v1 documented: by day 90

Activity (sequences sent, dials, connects) is tracked for diagnosis, not as a target.

Your ideal experience & competencies

1. 3+ years outbound SDR or BDR experience in B2B software or services, including a minimum of one year selling into UK or Western European buyers.
2. Spoken English assessed as clear and natural by a UK listener on a recorded cold call. This is pass or fail at stage one.
3. Evidence of consistent quota attainment: numbers, not adjectives.
4. Hands-on with a sequencing tool (Apollo, lemlist, Outreach, HubSpot or similar) and LinkedIn prospecting; willing to learn Clay and Twenty.
5. Has designed outreach, not just executed it: can show sequences, call frameworks or qualification criteria they wrote.
6. Confident on the phone as one of several channels; has made cold calls to senior buyers and can talk about what works now.
7. Works UK hours sustainably and has done shift-aligned remote work before.

Nice to have

• Experience selling HR tech, recruitment services, compliance or screening
• Has led, trained or mentored SDRs
• Has used Clay or a comparable data and enrichment tool
• Comfortable on camera for short prospecting videos

This role is unlikely to be the right fit if you have:

• Experience limited to scripted, high-volume appointment setting for US consumer or SMB telesales
• Inbound-only or SDR-to-AE handoff where the AE did the qualification
• No measurable results on the CV or in interview
• Will not pick up the phone, or treats email as the only channel
• Needs a manager to set daily activity

Team build path

Three consecutive months at or above target, with BDM acceptance at 85%, unlocks the Team Lead role: a second SDR hire in the Philippines, a base uplift of ₱20k to ₱30k a month, a 5% override on the team's meeting commission, and ownership of onboarding and the playbook. The decision sits with the CEO at the 90-day review.

Benefits

• 13th-month pay
• Paid vacation and sick leave
• Work-from-home setup or equipment provided
• Performance-based commission and incentives