Wrike

Sales

• Recruit, coach, develop, and inspire a team of 4+ Account Managers, 1 BDR
• Drive a high-performance, inclusive, and accountable team culture
• Oversee performance evaluations, coaching, disciplinary actions, and career development
• Own and exceed net revenue retention (NRR), expansion ARR, and gross retention targets
• Guide the team in robust account planning, driving renewals and identifying/closing expansion opportunities
• Support hands-on, client-facing engagement for top accounts, including co-leading C-level negotiations and QBRs/EBRs
• Drive regional sales strategy (75-85% focus on ANZ; growing presence in other APAC countries)
• Forecast renewals and expansions, leveraging CRM (preferably Salesforce) and health metrics
• Proactively segment and prioritize accounts, rapidly identifying and mitigating churn risk
• Collaborate with Marketing to drive adoption and upsell, join Product at industry events to share customer feedback, and work with Customer Success to ensure smooth territory handoffs.
• Collaborate with Manila-based and local teams for operational scalability across multiple APAC markets. Oversee teams in Manila as well as potentially other APAC countries.
• Travel 20-30% to major ANZ cities (Melbourne, Sydney, Brisbane) and emerging APAC markets to engage clients and coach the team
• Evangelize value-based selling and customer-centric best practices
• Build and nurture customer advocacy programs (references, case studies, user communities)
• Champion Wrike solutions for workflow management and cross-team collaboration
• Participate in shaping Wrike’s go-to-market and regional growth strategy.

Sales Manager, APAC

Account Manager

• You will be a foundational member on one of Wrikes most important teams
• You will report to a direct manager with support from a Sales Engineer, CSM, ISR.
• Collaboratively creating a territory plan with your virtual team. Leading that virtual team to success!
• Working closely with the marketing division to create successful and meaningful campaigns to support pipeline growth across your book of business.
• Having a solution approach to selling and creating value for your customers.
• Being accountable for accurate forecasting weekly and ensuring all systems of record are up to date.
• Becoming a thought leader in the space including a comprehensive understanding of the competition, markets, industries and products.
• Being committed, collaborative, creative, and putting our customers first.
• Travel to customer locations throughout the region

Account Manager, Spanish

Recruitment

• Leverage AI-powered tools and new sourcing strategies to ensure an exceptional and engaging candidate journey.
• Source, assess, and engage top Go-to-Market talent across North America and Costa Rica via networks, referrals, and direct outreach.
• Act as a strategic consultant to hiring managers, shaping a seamless recruiting process and providing market intelligence.
• Partner with TA Manager to refine and scale data-driven hiring practices.
• Lead full-cycle recruitment for Sales, Customer Success, Marketing, Revenue Operations, Legal and other GtM positions, including individual contributor and management-level searches.
• Use Greenhouse, Slack, Calendly, LinkedIn Recruiter, and Google Workspace to manage daily workflow.
• Work closely with internal stakeholders to align recruitment goals with broader talent and business strategies and manage 8-10 active requisitions.

Mid-Level Recruiter, AI-Driven

People Operations

• Lead the vision and execution of our HR systems infrastructure, ensuring platforms are efficient, reliable, and scalable.
• Identify gaps and sources of friction (e.g., onboarding, timekeeping, compensation), especially within UKG (or future-state enterprise HRIS), and drive resolution in partnership with key stakeholders.
• Evaluate and optimize lifecycle workflows through automation and improved logic—clarifying ownership, increasing transparency, and reducing manual effort.
• Establish a scalable support model and introduce tools like knowledge bases and integrated help flows to promote self-service and consistency.
• Balance long-term systems strategy with ownership of day-to-day operational improvements, configurations, and escalations.
• Build scalable people analytics strategies that drive workforce planning, talent insights, and organizational decision making—leveraging a general understanding of tools like Power BI, BigQuery, and Python to inform and guide solution design.
• Strengthen data governance practices to ensure consistent, accurate HR data across systems and functions.
• Collaborate with HR, Finance, and business leaders to define key people metrics, build insights-driven dashboards, and embed data into strategic conversations.
• Drive automation in reporting, audits, and reconciliation tasks to reduce manual data pulls and accelerate insight delivery.
• Champion the responsible use of AI and intelligent tooling to unlock capacity and transform how workforce data is interpreted and applied.
• Conduct end-to-end audits of key workflows (e.g., onboarding, offboarding, payroll) to identify inefficiencies, unclear handoffs, or system constraints.
• Partner with stakeholders to align systems with evolving policies, compliance requirements, and regional considerations.
• Define and sequence system enhancements using a strategic lens—prioritizing by business value, risk, and readiness.
• Own system roadmap development and delivery cadence in alignment with the Annual Operating Plan (AOP) and cross-functional priorities.
• Maintain effective vendor relationships and lead release planning to ensure seamless updates and adoption.
• Manage one HR Analyst focused on systems optimization, reporting automation, and analytics. Combine hands-on execution with strategic oversight—setting clear expectations, providing mentorship, and fostering a culture of collaboration, continuous improvement, and service excellence.
• Balance day-to-day operational needs (troubleshooting, support, reporting requests) with the execution of roadmap initiatives.
• Define and track service level expectations for systems performance, data integrity, and stakeholder responsiveness.
• Build a team operating model rooted in continuous improvement, scalable practices, and partnership.

Team Lead, People Systems and Analytics

Lead HR systems infrastructure, ensuring platforms are efficient, reliable, and scalable
Identify gaps and friction in workflows (onboarding, timekeeping, compensation) and drive resolution
Optimize lifecycle workflows through automation and improved logic
Establish scalable support model and self-service tools
Build people analytics strategies using tools like Power BI, BigQuery, Python
Strengthen data governance practices and collaborate across HR, Finance, business leaders
Drive automation in reporting, audits, and reconciliation
Define and sequence system enhancements and own roadmap delivery
Maintain vendor relationships and lead release planning
Manage one HR Analyst; balance operational needs with roadmap execution
Define service level expectations and build continuous improvement operating model

Sales Manager, APAC

Account Manager, Spanish

Mid-Level Recruiter, AI-Driven

Team Lead, People Systems and Analytics

Team Lead, People Systems & Analytics

Team Lead, People Systems and Analytics