Head of Sales (all genders) B2B SaaS for KMU

Germany runs on its small and medium businesses, and far too much of their money and attention goes into staying compliant. Bookkeeping, VAT returns, annual accounts: unavoidable work that nobody wants and everybody overpays for.

We take it off them. Because none of it is optional, what we are building is infrastructure rather than software, and the purpose is simple: make it cheaper to run a company in Germany.

100 to more than 700 customers in eight months, and still a small team. So these roles are broad by design. You own an area, not a slice of one, there is more to build than there are people, and the scope grows as fast as you do. We work in English internally, as the team is international, but the market is German.

Tasks

You own our sales engine: the team, the numbers and the motions we sell through.

What you inherit on day one. Two sales people, one freelance closer, and everything our COO and CFO has been carrying alongside his actual job. So you are a playing coach for the first months: you carry your own book, you coach two people, and you hire the next ones yourself rather than being handed a team.

Our pipeline today is almost entirely inbound. Outbound is a motion we expect to build, and we do not yet know how large a part of the mix it becomes. We need somebody who has run both, because the answer depends on what you find.

We have deliberately not decided what the sales team should look like. There are too many sensible ways to build one, and the right shape depends on which motions prove out. You design that structure with us and then you hire it, which is why hiring experience is not negotiable in this role.

what you will do

• Own win rate, cycle time and average contract value as your numbers, per motion rather than in aggregate
• Own sales operations and bring structure to a team that has grown without much of it: process, cadence, forecasting, routing rules, quota and commission design, a CRM somebody can trust
• Design the shape of the sales team with us, then hire it. Which roles, which split, in which order.
• Hire, onboard and coach the reps. You are accountable for who joins the team, not only for what they do afterwards.
• Run inbound properly and build outbound from close to nothing, then be honest about which one deserves the next hire
• Build the consultative motion for larger contract values. Our subscription tiers are small, and a meaningful part of first-year revenue comes from one-off work such as prior-year closings, which is where the larger deals sit.
• Use the deadlines the business already has. VAT returns, annual accounts, the notice period on an existing advisor contract: there is always a clock, and finding it and using it is a large part of closing here.
• Keep selling. You should be closing enough yourself to know what the reps are hearing.

Where your job ends. Our partnerships manager closes the partner agreements, including grey label. You own the routing of those leads and their conversion into revenue.

Requirements

what you bring to the table

• AI-native, not AI-curious. Claude or an equivalent is your daily sparring partner rather than a tool you open occasionally. You augment your own output with it and you automate the parts of your job that should not need a human. In this role that means call analysis and objection patterns, follow-up drafting, research before a conversation, and the reporting you would otherwise ask somebody else to build for you.
• You have hired sales people before, and some of them worked out. You can describe what you screen for and what you got wrong.
• We have a strong bias towards people who have been entrepreneurs themselves, whether that was your own company or a function you ran as if it were one
• You have run both inbound and outbound yourself, not managed one and read about the other
• You have led a small B2B sales team in a high-volume environment and carried the number yourself before that
• You build structure without building bureaucracy. Playbooks and process that reps actually use.
• You can tell the difference between a rep who processes what arrives and a rep who goes and gets it, in an interview rather than in month four
• You are commercially literate. You can hold a conversation about pricing, structure and what a deal can afford without escalating every question.
• You coach directly and you are honest about who is not working out
• You are honest in the CRM even when the number is ugly the level we are hiring at

If you have been the second person in a function somewhere good and this is your step up, that is the profile we want. As the team grows, the path from here is Head of Sales.

We keep the team small by giving people leverage instead of headcount. That is why the AI point above is a requirement rather than a preference, and why we expect everyone here to get visibly better at it every month.

nice to have

• Tax, accounting, SME-stack or fintech background
• Franchise systems, multi-entity groups or holding structures
• Partner-led or channel sales
• Experience in a company that grew fast around you

German at native or C2 level is required. Every sales conversation, every negotiation and every coaching session on a live call happens in German. English at B2 or above, since English is our team language.

Benefits

Base 75,000 to 100,000 EUR depending on experience, plus a variable component. It starts weighted to what you close yourself and shifts toward team performance as the team grows. On-target earnings 95,000 to 150,000 EUR+, plus stock options.

Three rounds: an intro conversation, a working session with a short case, and a final round with the founders. For a role at this level there is a fourth conversation with one of our investors or mentors. One meeting happens in person in Berlin, and you hear back within a week at every stage, including if the answer is no.

why mika?

• The engine is yours to build. Selling here already works. Turning it into a system is the job, which means you are deciding what it looks like rather than inheriting somebody else's.
• Room, and the expectation that you use it. We hire people who do not need managing and then give them space to grow into more than the job they were hired for. Fully flexible hours apart from the daily standup.
• Founders in the detail with you, and no layer between you and a decision
• A category nobody has built. German business owners do not know an alternative to their tax advisor exists, so you are opening a market rather than taking share in one.
• Work that matters outside the building. Every customer you close gets back time and money that was disappearing into paperwork.

Send us your CV, the numbers your team hit under you, and one hire you made that did not work out and what you learned from it.

At mika, we value diversity and strive to create an inclusive environment where all employees can thrive. Join us in building the future of small business finance!