BDR Manager
- Compensation
- $175K–$250K / yr
- Location
- San Francisco
- Work setup
- Not specified
- Seniority
- Not specified
- Employment
- Full time
- Experience
- Not specified
- Category
- Sales
- Posted
Skills
Must have
- You've led a BDR or SDR team and it worked. Your team hit their numbers, the pipeline closed, and your reps got promoted.
- You're strong at performance management. You hold a high bar, you're clear with people about where they stand, and you build development plans that get someone who's trailing back up to speed.
- Developing people is the part of the job you'd do anyway. You want to build the bench as much as the board.
- You've built something with AI that people actually use. You understand what today's tools do well and where they fall over, well enough to say how you'd attack a real problem with them even if someon
- You have a fingertip feel for your own business and you're nosy about why things work.
- You were a top-performing rep before you were a manager.
- Ideally you've done this at a company selling technical products to engineering teams, in infrastructure, dev tools, observability or data platforms.
- You're up for building something rather than inheriting it, from our San Francisco office.
Full description
A little about us
is the AI software reliability platform trusted by engineering teams at Notion, Linear, Ramp and 2,000+ companies who can't afford downtime.
The stakes are real, the talent is insane, and somehow it's a genuinely lovely place to work. We all pull our weight, go the extra mile, and put in the bit of magic most companies don't have time for, all while having fun and never taking ourselves too seriously.
We've raised $100+ million from Index Ventures, Insight Partners, and Point Nine, and we're growing fast. There's never been a better time to join.
The role in one line
Hire, train, and develop the future all-star sellers of .
What that looks like day to day
Starting in January, we're scaling the BDR team significantly. We'll hire in cohorts, target high potential, and invest heavily in the people who show it.
We're designing a comprehensive in-house training program for these future hires, but the program won't work without a proven people manager to lead it.
Our BDRs historically go on to become our commercial and enterprise reps, but we also see an opportunity to build pathways into other GTM functions, including: rev ops, solutions engineering, expansion account management, and CS.
We view the BDR org as the backbone of our hiring system. The quality of who you bring in and how fast you develop them is the number one priority of this role.
You'll also be our ears and voice at the top of the funnel. The trends your reps hear, the objections, the pushback, all of it needs to get to sales, marketing and product. You'll hold your team to account on follow-up and be marketing's point of contact for campaigns and events.
Of course you'll also own the pipeline number for your team. We care whether you're reaching potential champions inside our ICP whose pain we can actually fix, not whether the meetings-held count looked healthy on Friday.
Last but not least, we're also rethinking what a BDR is now that AI has removed most of the constraints the role used to carry. We think the modern BDR function is made up of highly agentic, first-principles thinkers limited mainly by their own curiosity. Part of your job is finding the plays that outperform, whether they're AI-driven or just creative, and turning them into how everyone works.
Who you are
- You've led a BDR or SDR team and it worked. Your team hit their numbers, the pipeline closed, and your reps got promoted.
- You're strong at performance management. You hold a high bar, you're clear with people about where they stand, and you build development plans that get someone who's trailing back up to speed.