SDR Team Lead - US

BLP Digital AG • Boston, MA

1d • Onsite

About The Position

This is a build job, and the thing you build is a team. When you join, BLP has no US pipeline, no US playbook, and a team that is either half-hired or not hired yet. Your job is to act as a Playercoach. Your task is to put 6 to 8 SDRs on the ground in Boston, get them ramped, and own US pipeline as the priority number. You will hire most of the team, coach them daily, and write the US playbook as you go. Some of it you will take from what already works in DACH. A lot of it you will figure out, because nobody here has sold into this market yet. Until the first reps are being hired, you are comfortable being hands on and do the groundwork to create pipeline yourself. If you want to manage a running team inside a proven motion or spend your day building reports, this is the wrong role. If you want to stand up a motion yourself and own the result, read on.

As our SDR Team Lead in the US, you own outbound pipeline generation into US enterprise manufacturing and industrial accounts through a team of SDRs you hire, ramp, and lead. You own the US SDR pipeline number, the processes underneath it, and the local playbook. You report directly to the VP of Business Development, with a dotted line to the US country lead, who you will work with closely on targeting, handoffs, and how the SDR and AE motions fit together. You are the first SDR leader on US soil. Until the team is fully built and running, you are a player-coach: on the phones enough to know what works, and leading the team that scales it. We will build this together. You own the ground game, I give you feedback, and we iterate fast.

Requirements

• Managed an SDR or BDR team before, ideally in enterprise B2B SaaS, and you have hired and ramped reps yourself rather than inheriting a finished team.
• Carried and hit a pipeline number as a leader, and you can forecast it honestly.
• Know the US market and US enterprise buyers, ideally with exposure to Finance, Procurement, or Operations personas.
• Coach well. You can sit on a call, name what went wrong, and show the rep a better version, week after week.
• Comfortable with ambiguity. No inbound, no case studies, and a team you still have to hire does not rattle you, it interests you.
• Build a team culture where high standards and genuine enjoyment live in the same room, and where ramped reps pass on what they learn to the next hires.
• Take ownership, ask for help when you are stuck, act on feedback fast, and hold your team to the same.

Nice To Haves

• Exposure to ERP, Purchase-to-Pay, or Order-to-Cash processes, or to selling into Finance and Procurement, is a strong plus.
• Stood up an SDR team in a new market or a new region before.
• Know the ERP domain, or have led teams selling Finance, Procurement, or industrial software.
• Already know HubSpot and Clay, and you have built scorecards and review cadences from scratch.

Responsibilities

• Hire the founding US SDR team of 6 to 8 reps: set the bar, run the interview loop, and make the calls on who gets in.
• Own the US SDR pipeline number and forecast it accurately to the VP of Business Development.
• Build the processes: outbound cadence, qualification, SDR-to-AE handoff, and CRM hygiene in HubSpot.
• Coach the team daily: call reviews, weekly 1:1s, and live feedback that turns new reps into producers.
• Ramp the team fast with an onboarding you own and keep improving.
• Adapt the DACH playbook to the US market and own what is genuinely US-specific.
• Partner tightly with the US country lead and the AEs on targeting, account strategy, and how the two motions work together.
• Build the US SDR function from scratch: the hiring bar, the ramp plan, the cadence, and the metrics you run the team on.
• Build the US playbook: which segments respond, which triggers matter, and which openers land with US finance and procurement buyers. You start from DACH and correct it with real US calls.
• Build the US ICP, validated with RevOps. We go in with a labeled hypothesis based on our DACH profile, and your team's calls are how we prove or fix it.
• Build the scorecard and review cadence that make performance visible and coachable, so the second and third hires ramp faster than the first.

Benefits

• Medical, dental and vision for you and your family
• Life insurance and short- and long-term disability are fully paid by BLP.
• Competitive US leadership package with uncapped commission tied to your team's performance.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed