Sdr Manager Jobs (NOW HIRING)

• Hire, onboard, and ramp SDRs, setting them up for success from day one with structured training, clear expectations, and early wins
• Coach reps on outbound prospecting, cold calling, objection handling, discovery conversations, and multi-channel sequencing
• Run regular 1:1s, call reviews, and team sessions that are equal parts accountability and development; you make reps better, not just more accountable
• Create a culture of high performance and healthy competition where people want to win and help each other win
• Identify and invest in your strongest reps as future leaders, and build a team with internal mobility in mind

• Own the SDR team's pipeline targets (monthly, quarterly, and annually) and build the operational cadence to hit them consistently
• Monitor leading indicators (dials, connects, meetings booked, show rates, pipeline quality) and intervene early when the numbers move in the wrong direction
• Develop and iterate on outbound messaging, sequences, and targeting strategies in partnership with Marketing and Revenue Operations
• Manage individual and team performance against KPIs with transparency and a growth mindset

• Own the SDR playbook — prospecting strategy, qualification criteria, handoff process — and keep it current as our ICP, product, and market evolve
• Partner with Revenue Operations to ensure the tech stack is set up for rep productivity and accurate reporting
• Build and maintain dashboards and reporting in partnership with RevOps that give leadership clear visibility into pipeline health, rep performance, and capacity
• Continuously identify and close gaps in process, tooling, and enablement

• Partner closely with Account Executives to ensure a tight SDR-to-AE handoff and a shared definition of a qualified opportunity
• Work with Marketing on campaign strategy, account targeting, and messaging alignment to maximize top-of-funnel efficiency
• Coordinate with Revenue Operations and Finance on headcount planning, quota setting, and comp design
• Represent the SDR team in GTM leadership conversations, bringing data and perspective on what's working and what isn't

• 5+ years of experience, including 3+ years managing a Sales Development team at a B2B SaaS company
• Prior experience as a high-performing SDR or AE; you've carried a quota and know what it feels like to hit it and miss it
• A proven track record of developing reps: you can point to people you've coached who went on to exceed their targets and earn promotions
• Operational rigor: you love the process side of sales development (the sequences, the cadences, the data) and you know how to build systems that scale
• Strong coaching instincts paired with clear, direct communication; you give feedback in the moment, not in a quarterly review
• Experience with modern SDR tools (sequencing platforms, dialers, intent data); comfort pulling your own reports and acting on what you find
• Comfort in a fast-moving environment where the playbook is still being written; you're as good at building as you are at executing
• Comfort using AI (e.g., Claude Cowork/Code) to automate and enhance relevant workflows

• Experience selling into property management, real estate, or an adjacent vertical
• Experience scaling an SDR team from a small, scrappy group into a structured, process-driven function

• Location: We operate on an office-first schedule (5 days per week) at our NoHo office, with the flexibility to work from home when needed.
• Mission-Driven Culture: A collaborative, high-impact workplace where we challenge each other to grow, innovate, and drive meaningful change.
• Competitive Compensation: Competitive base salary + Pre-IPO equity.
• Generous Time Off: We trust our team to manage their own time and workload. That's why we offer a Unlimited Paid Time Off (PTO) policy, allowing you to take the time you need to rest and recharge. We also observe all-company holidays.
• Wellness Perks: Health benefits, 401(k) matching up to 4%, monthly gym stipend, and lunch provided every day.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.