Director of Sales, Sales Development

About the company

The company is redefining legal technology for plaintiff law firms, and we're building the team that will take us there. We help firms handle more cases, recover more for clients, and grow with AI that works across every stage of a case, from intake through resolution. The next generation of great plaintiff firms will be AI-Native, and the company is how they get there. But what makes the company different isn't just the product. It's how we build it. If you're someone who takes ownership, stays curious, and wants to build AI that's already changing how  law is practiced, this is where you belong.

Product-market fit: the company is trusted by over 1000+ law firms, and we’re growing fast.

Backed by top investors: We’ve raised over $160M from world-class partners including Spark Capital, Andreessen Horowitz(A16z), Menlo Ventures, and Lightspeed.

Built by a world-class team: Engineers, designers, and operators from places like Scale, Meta, Airbnb, Cruise, Square, Rubrik, and Lyft are building the company from the ground up.

AI-Native from day one: We’re on the bleeding edge of AI, collaborating directly with teams at OpenAI and Anthropic to build best-in-class AI workflows tailored for legal work.

Explosive growth: We are growing 2X revenue Quarter over Quarter.

About the Role

The company is hiring a Director of Sales Development to lead and scale an SDR organization that consistently creates qualified pipeline across our sales segments. This hands-on leader will strengthen outbound prospecting, improve conversion of inbound and event-generated demand, and build the coaching, talent, and operating systems that make performance repeatable. The mandate spans strategy and daily execution: translate growth goals into coverage and capacity plans, improve qualification and AE handoffs, and develop the next generation of revenue talent. The role partners closely with Sales, Marketing, Revenue Operations, Enablement, and Finance, with accountability for pipeline quality, productivity, and team development.

What Success Looks Like in the First 12 Months

• Within the first 30 days, establish a reliable baseline of team capacity, skills, lead response, meeting quality, conversion, and pipeline by segment, source, and rep tenure. Align leadership on priorities and measurable improvement targets.

• Within 60–90 days, establish consistent coaching, response standards, qualification criteria, and AE feedback. Launch focused outbound improvements and show measurable progress against agreed baselines.

• Within the first 3–6 months, demonstrate repeatable plays that generate sales-accepted opportunities and qualified pipeline. Improve meeting attendance, handoff quality, and conversion while reducing overdue leads and stale SDR-owned records.

• Across the first year, deliver against agreed SDR pipeline goals and improve attainment consistency, ramp effectiveness, and efficiency. Track downstream opportunity progression and revenue contribution with Sales and Revenue Operations.

• Build a scalable hiring, onboarding, coaching, and leadership-development system, with capacity and coverage plans that account for rep ramp, segment needs, and AE capacity.

What You’ll Do

• Build the Pipeline Strategy and Coverage Plan

• Translate revenue goals into qualified pipeline, opportunity, conversion, and capacity plans by segment and source. Set clear targets with leadership and identify gaps early.

• Prioritize target accounts and buyer personas with Sales and Marketing. Define coordinated coverage across outbound, inbound, events, and re-engagement while respecting account ownership and rules of engagement.

• Partner with Finance and Revenue Operations on headcount, budgets, incentives, and cost per accepted opportunity and qualified pipeline dollar. Make resource recommendations grounded in productivity and ramp assumptions.

Execute Outbound and Convert Demand

• Build a disciplined prospecting motion combining account research, phone outreach, email, and social engagement. Tailor messaging to firm size, legal workflows, buying signals, and competitive context.

• Partner with Marketing and Revenue Operations on routing, prioritization, response standards, and escalation. Ensure demo requests, webinar attendees, event leads, and other demand signals receive timely, appropriate follow-up.

• Align with AEs on qualification and opportunity acceptance. Require useful handoff context on customer needs, stakeholders, current tools, timing, and agreed next steps; improve show rates and define no-show recovery ownership.

• Test messaging and sequences, capture winning conversations, and scale what works. Maintain clear distinctions among nurture, rerouting, and genuine disqualification so viable prospects remain in the right follow-up motion.

Measure Outcomes and Run the Operating Cadence

• Own a scorecard covering response-time compliance, conversations, meetings held, show rates, sales acceptance, qualified pipeline, downstream conversion, attainment, and ramp. Evaluate results by source, segment, and rep tenure.

• Run weekly performance and pipeline reviews with clear owners, corrective actions, and follow-through. Use call evidence and funnel data to distinguish skill, effort, targeting, process, and tooling problems.

• Maintain trustworthy HubSpot ownership, attribution, dispositions, and handoff records. Resolve stale opportunities and reporting exceptions with Sales and Revenue Operations; distinguish activity, accepted pipeline, and realized revenue.

Hire, Coach, and Develop the Team

• Own the SDR hiring profile, interview process, onboarding, and ramp expectations. Build capacity ahead of business needs and develop team leads and managers as the organization scales.

• Stay close to frontline execution through live coaching, call reviews, roleplays, and individual development plans. Raise standards for opening conversations, gatekeeper navigation, discovery, objection handling, and securing next steps.

• Set clear performance expectations, address underperformance promptly, and develop strong performers. Partner with Enablement and Sales on certification and a credible SDR-to-AE path based on demonstrated readiness.

Build Cross-Functional Alignment and Scalable Systems

• Establish regular planning and feedback with Sales, Marketing, Revenue Operations, and Enablement. Coordinate campaign follow-up, event prospecting, account coverage, and product messaging.

• Drive effective use of CRM, dialing, sales engagement, conversation intelligence, and AI-assisted workflows. Validate data and generated content, remove administrative friction, and measure tools by their impact on rep effectiveness.

• Turn individual wins into team practices and share buyer and competitive insights with GTM partners. Resolve recurring handoff and ownership problems through clear responsibilities and dependable execution.

What We’re Looking For

• A sales development leader with a demonstrated record of building and scaling SDR or BDR teams in AI, B2B SaaS or legal technology, including hiring, coaching, capacity planning, and pipeline delivery across multiple segments.

• Evidence of measurable improvement in qualified pipeline, conversion, rep productivity, ramp time, or attainment. You can explain the baseline, your personal contribution, and the resulting change.

• Strong outbound expertise and the ability to personally demonstrate effective calling, messaging, qualification, and objection handling.

• Commercial and analytical judgment: you understand the funnel through closed revenue, use consistent metric definitions, and evaluate performance in the context of segment, source, and rep tenure.

• A track record of setting high standards, delivering actionable feedback, addressing underperformance, and developing future leaders while staying close to frontline execution.

• A builder mentality: equally comfortable designing strategy, coaching live, diagnosing operational problems, and personally driving improvements to completion.

• High standards for evidence, data quality, preparation, and follow-through. You distinguish activity from outcomes and hold yourself and the team accountable for improvement.

• Cross-functional credibility with Sales, Marketing, Revenue Operations, Enablement, and Finance, including resolving disagreements about lead quality, routing, qualification, and ownership.

• Fluency with CRM and modern prospecting technology; HubSpot experience is valuable. Legal technology or professional services experience is preferred, with curiosity about plaintiff law firms and the practical value of AI.

Why the company

The company empowers plaintiff attorneys with AI-driven solutions that help them achieve better outcomes for their clients. Our values—Excellence, Visionary Innovation, and Elevation—guide how we build products, serve customers, and develop our team. This is an opportunity to shape a critical growth function: build predictable pipeline, make excellent execution repeatable, and create meaningful career opportunities for SDRs. Compensation and benefits include base salary commensurate with scope and experience, performance-based incentives, equity, a 401(k) match, unlimited PTO, health and dental coverage, and opportunities for team connection.

For sales roles, the range provided is the role’s On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role. This salary range may be inclusive of several career levels at the company and will be narrowed during the interview process based on a number of factors, including the candidate’s experience, qualifications, and location.

US Salary Range

$230,000 — $260,000 USD

Benefits

💰 Competitive Salary & Equity

💹 401(k) Program with Employer Matching

⚕️ Health, Dental, Vision and Life Insurance

🩼 Short Term and Long Term Disability

🚗 Commuter Benefits *

🧑‍💻 Autonomous Work Environment

🖥️ Workplace Setup Reimbursement

🏠 Telecomm Stipend

🏝 Flexible Time Off (FTO) + Holidays

🚀 Quarterly Team Gatherings

🥪 In office Perks *

• In office employees only

The company Legal is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation during the application process, reach out to your recruiter.

We may use artificial intelligence (AI) tools to support parts of the hiring process.  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.