Lead Generation Specialist, UK and Ireland

CXM Tech Services Ltd is part of the CXM Group of Companies and operates as a specialised business in technology deployment and field engineering. The company is privately owned, has been active for more than 25 years, and works with globally recognised organisations, including US Bank and major payment fintech companies. Its clients rely on the business to store, configure, and roll out large volumes of technology hardware across multiple locations.

The company is active in the UK, Ireland, and Poland, with sites in Dunstable, Dublin, and Poznan. It runs on the Entrepreneurial Operating System (EOS), reflecting a disciplined, data-led approach and a strong commitment to ongoing improvement. CXM is expanding and is looking to add capable people who want to contribute in an environment where effort is valued and results are recognised.

Its core values are Reliability, Helpfulness, Openness and Honesty, Professionalism, Tenacity, and Efficiency. These values define the company's everyday conduct rather than serving as abstract principles.

Role Overview

This is a remote position for a candidate based in Kosovo, dedicated entirely to the UK and Ireland market. The role centres on finding, researching, and engaging senior decision-makers in large enterprise organisations that align with CXM's ideal customer profile.

The main expected outcome is the creation of qualified meetings. As the first point of contact many prospects will have with CXM, the person in this role shapes the initial impression that determines whether a prospect is willing to meet with the Managing Director or the Head of Sales. Because of that, the role carries significant responsibility, and the company states that it will support the successful candidate in performing at a high standard.

This position does not involve field travel or responsibility for closing sales. Instead, it calls for strong judgement, disciplined research, excellent written English, and the persistence needed to manage structured outbound campaigns in a market where response rates are naturally challenging.

Reporting Line and Handoff Structure

• The role reports to Howard Bootle, Managing Director.
• Day-to-day contact is with Howard Bootle and Nick Turner Brown, Head of Sales and Marketing.
• Qualified meetings in the UK and Ireland are passed on to Howard Bootle or Nick Turner Brown for face-to-face engagement.
• The position is remote and based in Kosovo.
• Contract type: Full time.

Compensation

• Total On-Target Earnings are approximately 30,000 EUR equivalent per annum.
• The package consists of a base salary together with a performance-based variable element. The exact split will be confirmed at the offer stage.
• Compensation is designed to reflect the Kosovo talent market while rewarding strong performance in the role.

Key Responsibilities

The points below describe the complete day-to-day scope of the position.

1. Prospect Research and List Building

• Identify and research companies in the UK and Ireland that fit CXM's ideal customer profile, particularly large enterprises with substantial volumes of onsite hardware or technology products, multi-site operations, and challenges related to deployment or asset management.
• Create and maintain focused prospect lists by using LinkedIn, company websites, industry directories, news sources, job advertisements, and other public information.
• Regularly improve the quality of the target list by using response data and feedback from the sales team.
• Find the appropriate contacts within each target organisation, such as IT Director, Head of IT Infrastructure, Operations Director, Head of Technology, and senior Procurement leads.

2. Outbound Email Campaigns

• Develop and manage structured outbound email sequences, ensuring each one is tailored to the likely operating context of the prospect rather than produced as a generic mass message.
• Draft first-contact emails that capture attention by showing relevance to the prospect's situation instead of leading primarily with CXM's credentials.
• Handle follow-up sequences in a consistent and organised manner, maintaining persistence without becoming intrusive.
• Review and refine message copy by testing variations and using open rates, reply rates, and meeting conversion data.
• Sustain a steady volume of outreach while protecting quality and avoiding a purely quantity-driven approach.

3. LinkedIn and Digital Outreach

• Use LinkedIn to identify suitable prospects, strengthen credibility, and reinforce email outreach through a professional and consistent presence.
• Interact thoughtfully with prospect content when appropriate in order to build familiarity before or alongside direct outreach.
• Connect with relevant decision-makers in a way that remains professional and valuable rather than transactional.

4. Prospect Qualification

• Evaluate each prospect carefully before dedicating substantial outreach effort, recognising that not every organisation on the list is worth pursuing.
• Look for indicators of genuine near-term need, such as recruitment activity, infrastructure announcements, signs of growth, or known operational difficulties.
• Qualify prospects to a level where a face-to-face meeting is likely to be justified and productive for both sides.

5. Meeting Handoff

• Once a prospect agrees to meet, prepare a concise and clear briefing note for Howard or Nick that explains what the company does, who has been engaged, what the prospect is interested in, and any other relevant context.
• Make sure the handoff is smooth so the first meeting begins from a position of confidence and credibility rather than from the beginning.

6. Pipeline and Activity Management

• Keep precise and current records of outreach activity, prospect status, and movement through the pipeline.
• Monitor key measures including contacts researched, emails sent, reply rates, meetings arranged, and pipeline value created.
• Share regular updates on activity with Howard and Nick without waiting to be prompted.
• Use data to understand what is effective and proactively suggest ways to improve outreach performance.

What Success Looks Like

Performance in this role is evaluated through three areas: activity, quality, and results. All three are essential. High activity without quality delivers no value, while high quality without enough activity produces too little. The objective is to combine disciplined output with genuine personalisation.

In the first 30 days

• You develop a practical understanding of CXM's service offer and can explain it clearly and credibly to prospects.
• You build an initial target list of at least 50 companies that genuinely match the ideal customer profile, with the correct contacts identified.
• You launch your first outreach sequences and gain a clear sense of what is working and what needs refinement.
• You communicate proactively with Howard and Nick, and your pipeline records remain accurate and current.

In the first 90 days

• You secure at least 3 to 5 qualified meetings with genuine prospects. These are expected to be meaningful conversations with organisations that have a plausible need and are open to considering CXM as a potential partner.
• Your outreach sequences are improved using real performance data, with stronger open and reply rates over time.
• Your target list continues to expand and improves in quality as you identify stronger companies and more suitable contacts.
• You establish a dependable daily and weekly rhythm covering research, outreach, follow-up, and reporting.
• Howard and Nick have confidence in the briefing notes you prepare before meetings, and the handoffs are well organised.

At 6 months and beyond

• You consistently generate 4 to 8 qualified meetings each month.
• A measurable share of those meetings advances into active sales discussions.
• You build a strong understanding of which sectors, company profiles, and contact types respond most positively, and you use that knowledge to sharpen the outreach approach continuously.
• You work with real autonomy by spotting problems, proposing solutions, and taking action without waiting for direction.
• You become a visible and valued member of the CXM team, contributing ideas beyond your immediate responsibilities.

Person Specification

Essential

• Fluent and professional written and spoken English is required. The company emphasises that this is non-negotiable because written communication forms the first impression made on potential clients.
• Proven experience in starting new business relationships from cold outreach, whether through email, LinkedIn, or structured outbound campaigns.
• Strong research capability, including the ability to independently identify the right companies and the right contacts by using publicly available information.
• A systematic, process-oriented method of handling outreach, including disciplined management of sequences, follow-ups, and pipeline records.
• Resilience and a constructive attitude toward low response rates, using silence as a signal to improve rather than a reason to stop.
• Confidence working remotely and managing workload independently without daily in-person supervision.

Highly Desirable

• Experience in lead generation or appointment setting within a B2B technology, logistics, or professional services setting.
• Familiarity with CRM systems and outreach sequencing tools.
• Understanding of how large enterprise organisations buy services, including long decision cycles, multiple stakeholders, and procurement involvement.

Not Required

• Previous closing experience is not required, and the role does not include negotiating contracts or managing client relationships after the meeting handoff.
• Field travel is not required.

Our Culture and Ways of Working

CXM describes itself as a people-focused company where all team members are respected equally, regardless of background, experience, or career stage. The business believes strong ideas can come from anyone and aims to create an environment where people feel able to make decisions, show initiative, and contribute to the company's growth.

The company states that communication is open and honest, and that everyone has direct access to the leadership team. It emphasises that it does not rely on hierarchy or process to avoid difficult conversations. When something works, it is recognised; when it does not, the issue is discussed and addressed collectively.

CXM also recognises failure as part of the route to success. Rather than assigning blame, the company treats mistakes as information, learns from them, and moves forward. In return, it expects people to be action-oriented, intellectually honest, and genuinely committed to improving.

For someone who wants to strengthen their skills, progress their career, and work alongside motivated and talented colleagues, the company presents this as a strong environment for development.

Hiring Process

• Written exercise: shortlisted candidates complete a sample outreach email task intended to demonstrate research ability and the quality of their written communication.
• First video interview: a structured screening call covering motivation, background, and communication style.
• Second interview with Howard Bootle, Managing Director: focused on capability, judgement, and cultural fit.
• Offer.

Dokumentet e kërkuara

• CV
• Cover note
• Written screening questions