BDR Manager

📋 Description

• • Own the full BDR function including inbound and outbound pipeline generation for enterprise HR tech, ensuring every meeting booked directly feeds qualified pipeline into AE calendars.
• • Manage end-to-end BDR team operations: hiring, onboarding, coaching, performance management, compensation structure, tooling selection, account allocation, and weekly forecasting.
• • Rebuild outbound strategy around a precise ICP and high-intent Fortune 2000 account list, eliminating low-performing tactics and scaling what drives qualified meetings.
• • Design and ship a repeatable, AI-native sequencing playbook that enables any new BDR to consistently book meetings with Global Head of Talent Acquisition and HR buying committees.
• • Architect the BDR tech stack: select, integrate, and optimize AI-powered tools for research, personalization, call review, and rep enablement—eliminating bloat and ensuring each rep operates at the efficiency of three.
• • Build and maintain a single source-of-truth dashboard tracking all BDR metrics: meetings booked, meetings held, S0s created, S1s won, pipeline generated, and conversion rates by rep, segment, and source.
• • Partner daily with Sales Leadership and the Head of Demand Generation to forecast BDR contribution to pipeline, defend assumptions, and align on coverage and conversion targets.
• • Lead by example: personally write outreach sequences, listen to calls, conduct weekly 1:1s, review performance data, and occasionally book meetings with enterprise HR decision-makers.
• • Set and enforce the standard for high-quality prospecting: define what constitutes a good lead, a qualified meeting, and a valid opportunity—and hold the team accountable to those benchmarks.
• • Implement operating rigor through pipeline math, ramp curve analysis, capacity modeling, and source attribution to eliminate guesswork and drive predictable growth.
• • Drive AI-native innovation in outbound: leverage AI not for novelty but for measurable gains in research depth, personalization at scale, and rep productivity.
• • Scale the BDR function from a small, proven team into a repeatable, high-output machine capable of supporting 7-figure enterprise deals.
• • Maintain direct in-person collaboration with AEs, Head of Demand Generation, and CEO in New York—this is not a remote role.
• • Source talent from fast-growing AI or category-creating companies (e.g., Harvey, Ramp, Clay, Gong, Lattice, Rippling, Outreach, Salesloft) or top-tier HR/TA tech firms (e.g., Paradox, Eightfold, Phenom, Greenhouse, Workday).
• • Eliminate low-impact activity; prioritize quality, intent, and conversion over volume-based metrics.
• • Operate with player-coach energy: remain hands-on in the work, never detached from the front lines of prospecting or pipeline generation.
• • Maintain a daily presence in the New York office to ensure alignment, rapid iteration, and cultural cohesion with sales and product teams.