Sdr Team Lead Jobs (NOW HIRING)

Who we are

Findigs is on a mission to make renting work for all of us. Renting is one of life’s most critical experiences, yet the process is often slow, opaque, and unfair. We’re changing that by building the first end-to-end platform that turns complex screening into a seamless, high-trust experience for both property managers and renters.

We’re growing fast – fueled by $78M in funding from the investors behind companies like affirm, Gusto, and Uber. With a data-backed product that allows our customers to make smarter, more predictable decisions, and a team dedicated to transparency and precision, we’re not just improving the rental process; we’re setting the new standard for the entire industry.

We’re aiming to double our impact this year, and we need builders, thinkers, and problem-solvers to help us scale. If you’re ready to modernize one of the most essential industries, we’d love for you to be a part of it.

The Team

Our Sales Development team is the first point of contact with prospective Findigs customers, and one of the most important growth levers in the business as they work closely with Account Executives, Marketing, and Revenue Operations to generate high-quality pipeline from property management companies across the country. This is a team that runs hard, wins together, and builds the foundation for how Findigs grows.

The Role

We’re looking for a SDR Manager to lead, coach, and scale our Sales Development team. This is a high-impact role where you’ll own the team’s performance end-to-end — from hiring and ramping new reps to refining the outbound playbook and partnering cross-functionally to keep pipeline generation sharp and consistent.

Reporting to the CRO, you’ll be responsible for both the day-to-day rhythm of the team and the longer-term development of each rep. You’ll bring operational rigor, a genuine love of coaching, and the sales instincts to know when to adjust the playbook versus when to hold the line.

Please note, we are unable to sponsor or take over sponsorship of an employment visa at this time.

Where you will make an impact

• Build and develop a high-performing SDR team: 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.

Drive pipeline performance

• 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.

Operationalize and improve the SDR motion

• 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.

Collaborate cross-functionally

• 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.

We’d love to hear from you if you have:

• 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.

Nice-to-haves

• 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.

What we offer

• 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.

$155,000 - $180,000 a year

Compensation disclosure as required by NYC Pay Transparency Law. The range listed includes a competitive base salary and a performance-based bonus. Actual compensation packages are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, and the scope of responsibilities in the role. In addition to cash compensation, all full time employees receive an equity compensation package.

Interviewing with Us

We’re committed to making our interview process as effective and candidate-friendly as possible. We use a tool called Brighthire.ai to record our interviews so that our interviewers can focus entirely on the conversation and not get distracted by taking notes. Please note, if you move forward with the interview process, you’ll always have the option to opt out of the recording.

We are an equal opportunity employer and, as such, all applicants will be considered based solely upon merit and directly relevant professional competencies.