BDR Manager

Grace Hill•,

11d•$160,000 - $175,000•Remote

About The Position

Grace Hill is building a BDR function from the ground up, and we are looking for the person who wants to own it. There is a thin playbook to inherit here, you will write it. You will hire reps, configure the tooling, define what a qualified opportunity looks like, and improve the model to scale it. This is a builder's job with an operator's discipline. You will manage 3–6 BDRs within your first year and be measured on the pipeline they create.

Requirements

Outbound experience — 3+ years as a BDR or SDR in B2B SaaS, plus at least a 2+ years leading a team.
An operator's mind — You design systems, document them, and enforce them. You are comfortable in a spreadsheet and you think good process is what makes coaching possible.
Builder instinct — You would rather own something unfinished than inherit something polished. You are resourceful when the tools and budget are not perfect yet.
AI/Stack fluency — Hands-on with Salesforce reporting and forecasting, a sales engagement platform, Gong, Common Room, and ZoomInfo — and eager to pick up whatever comes next. Experimentation with AI in inbound/outbound playbooks.
Data Driven Decision Maker— You find the trend, explain it, and adjust the plan because of it.
Genuine coach — Developing talent is the part of the job you are most passionate about. BDRs serve as our Sales talent engine.
Ownership — You have a massive responsibility to the company’s success.
Student of the game — You are actively learning from peers, operators, and your own experiments and iterating it back to the team.

Responsibilities

Build targeting, personas, segmentation, sequences, cadences, and qualification criteria from scratch — then document them so a new hire can run the motion in week two.
Define the handoff: what qualifies, what gets rejected, and what Sales can expect on every opportunity.
Run a real test-and-learn loop. Ship a change, measure it, keep it or kill it. The playbook should look different in month six than it did in month one.
Own the team's pipeline number and hit it. Work backward from AE coverage requirements to set volume and quality targets per rep.
Watch activity, connect rates, meeting-set rates, and downstream conversion — and act on the leading indicators before the lagging ones go red.
Report weekly on pipeline by source, stage, and rep, with a point of view on what the numbers mean.
Set and enforce data standards — stage definitions, field hygiene, naming conventions — so the reporting can be trusted.
Run the cadence: daily huddle, weekly 1:1s grounded in the rep's own numbers, monthly business review.
Build the dashboards yourself. If you need someone else to pull your numbers, this role will frustrate you.
Hire, onboard, coach, and develop 3–6 BDRs. Give direct, specific, usable feedback.
Lead from the front — model behavior, get on calls, and show what good looks like rather than describing it.
Own configuration, adoption, and enablement across Salesforce, a sales engagement platform, LinkedIn Sales Navigator, Gong, Common Room, and ZoomInfo.
Use Gong to coach against what reps actually said, Common Room to surface intent and warm signals, and ZoomInfo to build and enrich the target universe.
Put AI to work on research, personalization, and list-building — and be honest about where it helps and where it produces noise.
Align with Sales on lead quality and handoff, and close the loop on what converts.
Partner with Marketing on outbound and ABM campaigns; bring the field evidence that sharpens targeting and messaging.