Website Cannondale
Employer Snapshot (Cycle-Jobs Insight)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.7 / 5
- HR Index: 58.81% ▲ (Industry avg: 53.14%)
- Commitment: Committed to sustainable mobility
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇳🇱 45,000-60,000 EUR / year
Company Overview
For more than 50 years, Cannondale has been a leading innovator in the cycling world, committed to building a diverse and inclusive workforce. The company is fueled by a free-thinking, always-game mentality and strives to make iconic bikes that work better. As a proud member of the Pon Holdings family, Cannondale benefits from the strong foundation and extensive network of one of the Netherlands’ largest family-owned businesses, with the largest bike portfolio in the world. Being part of Cannondale means joining a dynamic and forward-thinking organization backed by the strength and stability of Pon Holdings.
Role Description
The Retail Network Analyst will leverage data and digital tools to drive sales strategy and optimize retailer performance across Europe. This role is essential in shaping Cannondale’s retail network, identifying opportunities for growth and improvement, and supporting commercial initiatives. The analyst will collaborate with cross-functional teams to ensure effective implementation of sales processes and programs.
Position Snapshot
- Seniority: Mid-level
- Function: Sales / Business Development
- Department: Sales
- Experience required: 2-4 years of working experience
- Work model: Hybrid
- Remote policy: Hybrid 3 days/week
Description
As a Retail Network Analyst, you will turn sales strategy, market data, digital tools, and retailer performance insights into practical actions for European sales teams. You will help build systems, processes, and insights that guide better decisions, from CRM adoption and PowerBI reporting to retailer program performance and commercial initiatives. The role involves shaping how Cannondale manages and grows its retail network across 15 countries, identifying areas for expansion and improvement, and supporting commercial program implementation.
Responsibilities
- Own the commercial implementation of MS Dynamics CRM sales processes, including functionality for distribution optimization and performance tracking.
- Monitor commercial programs, define key metrics, and identify ways to improve sales rep engagement.
- Manage product activation and sunsetting across B2B and B2C channels with GTM and demand planning.
- Identify opportunities for improved reporting, sales enablement tools, and adoption support.
- Conduct ad-hoc analysis and support projects tied to sales targets, KPIs, and retailer network performance.
- Support commercial program implementation and enforcement with the Outside Sales team.
- Create and organize sales collateral, maintain the European Sales & Marketing SharePoint site, and support monthly presentation materials.
- Partner cross-functionally to craft and validate sell-in strategies for new product launches.
- Follow internal controls, company policies, and support other business-critical projects.
Location
This position is based in
3931 Woudenberg, Netherlands
Compensation
Salary information not provided by employer.
Benefits
Hybrid work environment, Generous Paid Time Off, Great discounts on company products, Employee Wellness Program Pon Fit, Discount additional health insurance package, Onsite gym, Travel reimbursement, Collective Labour Agreement Metalektro, Pension plan
Additional Information
- Languages: English
- Visa sponsorship: No
- Diversity & Inclusion: At Cannondale we value a diverse, inclusive, and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, regardless of your gender or race, we encourage you to apply anyway. Our DEI Mission Statement: At Cannondale, we are on a mission to ensure all members of the cycling community feel that they belong. Our commitment to celebrating individuality and differences extends beyond our diverse line up of bikes to our workplace culture, where we recognize and embrace the strengths and viewpoints of each team member, regardless of their background or identity. We are thankful for the feedback and perspectives that challenge us to create more inclusivity in this space and hold us accountable to making meaningful progress.
- Flexibility: Hybrid work environment. Flexible work schedule with in-office days three days per week unless otherwise noted. Prioritizes candidates who can regularly work in the Almelo location to support collaboration and engagement.
- Team & Reporting: Reporting into our Senior Manager of Sales Ops in Europe. Support commercial program implementation and enforcement with the Outside Sales team. Partner cross-functionally with other departments.
Application Details
Posted: June 28, 2026
Source ⇲
To apply, please visit the following URL:https://job-boards.greenhouse.io/cannondale/jobs/6002756004→
Before you apply (Cycle-Jobs Insight)
Some important details are not fully specified in this job post. To make an informed decision, you may want to clarify the following points:
- Salary & compensation: Ask for the exact salary range, variable compensation, and whether negotiation is possible.
- Contract type: Confirm if the contract is permanent, seasonal, or fixed-term.
- Application deadline: Ask if the position closes at a fixed date or remains open until filled.
- Weekly schedule: Clarify typical weekly hours and schedule.
- Travel requirements: Ask how often travel is required and whether expenses are covered.
- Contract length: Verify the duration if the contract is fixed-term.
- Equipment provided: Ask what equipment or tools are supplied by the employer.
🛡️ You will be redirected to the official company website.
Cycle-Jobs never collects CVs or stores personal application data.
Disclaimer: Cycle-Jobs.com aggregates job postings from public and partner sources. We are not affiliated with the hiring company unless explicitly stated. While every effort is made to ensure accuracy, Cycle-Jobs cannot guarantee the completeness or continued availability of this information. Candidates should always verify details directly with the employer before applying.
Content adaptation notice:
Cycle-Jobs.com adapts job postings for improved readability and consistency across the site.
The essential content remains faithful to the original employer version.
We encourage candidates to review the official job description before applying.
Legal & Privacy: Terms & Legal Notice · Refund Policy · Privacy Policy
📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.