Manager, Business Development Representatives

Everbridge

3d • $75,000 - $100,000

About The Position

Everbridge helps organizations anticipate, mitigate, respond to, and recover from critical events. Our Business Development organization plays a foundational role in driving pipeline creation, strengthening sales alignment, and developing future sales leaders across Commercial, Enterprise, Public Sector, and Healthcare markets. Role Overview Everbridge is seeking a Manager of Business Development Representatives to lead, coach, and scale a high-performing team of 10–11 tenured BDRs. This role sits within the Marketing organization and partners closely with Sales, Marketing Operations, and Revenue Operations. This role goes beyond reviewing dashboards or tracking activity. The Manager is expected to interpret trends, diagnose performance drivers, and propose solutions that continuously improve Everbridge’s hybrid inbound and outbound motion. As Everbridge continues to evolve its go-to-market strategy, this leader will play a critical role in strengthening cold prospecting discipline, self-sourced pipeline (“BDR selfies”), and outbound execution, while maintaining a high-performance, high-trust culture.

Requirements

• Experience managing BDRs, SDRs, or sales development ICs (recommended, not required).
• Deep knowledge of outbound prospecting, cold calling, and pipeline creation.
• Strong analytical skills with the ability to turn metrics into decisions and action.
• Proven ability to drive performance through structured coaching and accountability.
• Entrepreneurial mindset — thrives in change, ambiguity, and evolving expectations.
• Highly coachable leader who actively seeks feedback and partners closely with the Director to refine strategy and execution.
• Excellent communication skills and executive presence.
• Ability to lead with both high standards and humanity.

Responsibilities

• Lead, develop, and motivate a team of 10–11 BDRs with ~1+ year average tenure.
• Conduct consistent 1:1s, call reviews, deal reviews, and skill-based coaching.
• Coach the Xs and Os of prospecting, including:
• Cold calling structure and execution
• Objection handling
• Email and sequence strategy
• Account selection and prioritization
• Provide real-time, actionable feedback on calls, messaging, and outbound campaigns.
• Create individualized development plans focused on performance improvement and long-term career growth.
• Lead execution of a hybrid BDR motion, balancing inbound responsiveness with disciplined outbound prospecting.
• Establish and reinforce clear expectations that ~70% of pipeline is BDR self-sourced and ~30% is Marketing-sourced on a monthly and quarterly basis.
• Acknowledge natural variability in inbound flow (e.g., occasional 50/50 months)
• Maintain consistent accountability to outbound effort, discipline, and outcomes
• Own and enforce outbound activity standards, including call volume, sequencing strategy, account prioritization, and messaging quality — not just pipeline outcomes.
• Analyze performance data daily and weekly to understand what the data is saying — and why.
• Define, monitor, and enforce funnel metrics from activity → S1 → S2 → S3, ensuring consistency and accountability across the team.
• Monitor and optimize:
• Activity and productivity metrics
• Conversion rates
• Pipeline creation by source
• Self-sourced vs. inbound contribution
• Translate insights into clear, actionable coaching plans that improve results.
• Accurately forecast pipeline and performance at the team level.
• Build strong, trusted relationships with AEs and Sales leadership.
• Ensure clean handoffs, tight qualification, and accountability beyond S2.
• Stay connected to pipeline to prevent deals from stalling or dying.
• Hold BDRs accountable for pipeline quality, follow-through, and continued engagement.
• Align BDR activity with AE pipeline needs and broader company priorities.
• Build and sustain a high-performance, high-trust culture where accountability and positivity coexist.
• Set clear standards for effort, professionalism, resilience, and collaboration.
• Coach with empathy, clarity, and consistency.
• Create an environment where:
• Wins are celebrated
• Feedback is direct and constructive
• Underperformance is addressed early and clearly
• Be measured not only by quota attainment, but by team engagement, consistency, development, and cultural health.
• Lead the team through ongoing process, tooling, and motion changes as Everbridge continues to evolve its go-to-market strategy.
• Pilot new outbound plays, cadences, messaging, and tools; measure results and scale what works.
• Encourage responsible experimentation while maintaining focus on core outbound and pipeline priorities.
• Act as a thought partner to leadership in refining ICP definition, outbound strategy, and prospecting best practices.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed
• Number of Employees: 1,001-5,000 employees