with Yoni Inbar
Director of Account Management
How long have you been at the company?
What did you study?
Economics and Management at Ruppin and I also obtained a pension consulting license.
What was your career path before coming to Bright Data?
I really thought that I was going to build a career in the pension consulting field (which is obviously why I took the course.) I started working as an intern at an insurance company and very quickly I understood that this path wasn’t for me.
I decided I wanted to try my luck in the tech industry. So I began working at an ad tech company (which was my ‘big break’ into the tech world), and after a year and a half there, I was recruited by Bright Data as a sales manager.
Tell us about your time at Bright Data
I started working at the company in its very early stages – there were probably only 30 employees at the time. I was a sales manager for 2 years, and then I moved to the account management team where I also spent 2 years.
After that, I was promoted to be Director of Account Management, and I have spent almost 2 years in this role as well.
Did your start in sales help you with the transition to account management?
What do you look for in an account manager?
Advice for someone wanting to get into account management?
The people in my team are a mix – they all studied different things. Most of them didn’t start off as account managers straight away – they worked in another position first. I do have a few on my team where it was their first position, but these are people that I identified an extremely high level of eagerness and potential in them – and the ‘chance’ I took on them paid off in the end.
But I’d say to start off in sales or support, really learn the company and the products deeply, the customers’ needs, etc., and then move into account management.
Tips to get ahead in your career?
What’s your management style?
Initially, I wanted my employees to see and do things exactly the way I would – because I knew this approach worked. However, over time, I learned that everyone has their own unique approach – and what works for one person, won’t necessarily work for another.
So now I like to give my employees the freedom to work in a way that works for them. If one employee is more technical, one is more business-oriented, and one is better with support – I simply aim to enhance their strengths.
At the end of the day, they know that we all have the same goals – and what I’ve learned, is that there are many different ways that we can reach them.