Sales Development Manager

About the company

The company is transforming workforce development with an AI-powered marketplace of skill-building courses and learning pathways. We help organizations build skills and stay compliant through a high-quality content catalog, seamless LMS/LXP integrations, and advanced capabilities like skills-based curation and multilingual content creation. More than 2,000 companies, including 150+ of the Global 2000, rely on the company to develop the world's most productive and admired workforces.

Learn more: [link for members]

About the Team

The company is entering a new phase of growth — evolving from a product-led to a multi-product, AI-enhanced SaaS company. The Sales Development (SDR) team sits at the forefront of this transformation. As our Sales Development Manager you’ll lead the team that fuels our outbound pipeline, engages in meaningful conversations with L&D and HR leaders, and sets the standard for what modern, human-centered, AI-powered outbound looks like.

About the Role

This role is about more than managing activity. You’ll scale a predictable outbound engine, develop future sales talent, and redefine how the company connects with the market — through a balance of technology, creativity, and empathy.

You’ll blend strategy and execution, building an SDR function that leverages AI tools to enhance research, messaging and timely coaching, while keeping the human touch at the heart of every interaction. You will work closely with Marketing, Partners, Sales, Enablement and RevOps, to turn insight into action — driving pipeline growth, process consistency, and professional development across the team.

Reporting to the Director of GTM Operations, this is a highly visible leadership role with a direct impact on pipeline, revenue and GTM innovation.

Performance Objectives

First 30 Days - Orientation & Assessment

• Build a foundational understanding of the company’s go-to-market strategy, ideal customer profiles, and competitive landscape.

• Audit existing SDR processes, messaging, and cadences across Gong Engage, Salesforce, and ZoomInfo.

• Assess SDR performance metrics (activity → meeting, meeting → opportunity, velocity) and identify key bottlenecks.

• Conduct 1:1s with every SDR, AE, and cross-functional partner to understand strengths, challenges, and development goals.

• Deliver a baseline performance report and outline 2–3 high-impact quick wins to drive immediate improvement.

• Outline an execution plan for automated inbound management.

Success by Day 30: Clear SDR performance baseline, planned approach for early optimizations, and a 10+% improvement in activity-to-meeting conversion through data-driven tweaks and workflow efficiency.

By 60 Days - Optimization & Team Enablement

• Launch the first version of the AI-Enhanced Outbound Playbook, integrating tools like Gong Engage, Qualified, Clay, ZoomInfo and ChatGPT Enterprise to automate research, personalization drafts, lead qualification and post-call notes.

• Coach SDRs on balancing automation with authentic outreach, reinforcing high-quality engagement and messaging consistency.

• Partner with Marketing to launch 2–3 account-based outbound campaigns targeting top verticals and / or target account lists.

• Engage with our Partner organization to improve and enhance our Partner lead processes

• Establish a weekly coaching rhythm using Gong analytics, call reviews, and performance dashboards to ensure feedback is timely and impactful.

• Optimize existing dashboards that track inbound and outbound conversion, pipeline creation, and ROI in real time.

• Establish a closed loop feedback process for capturing seller and sales leader insights in order to continuously improve SDR support.

Success by Day 60: SDRs are operating with greater precision and confidence, with 5-7% improvement in meeting-to-opportunity conversion rates, and new playbook adoption exceeding 90%.

By 90 Days - Predicable Performance & Team Development

• Drive the SDR team to 100% attainment of monthly qualified opportunity targets, with top performers achieving full quota.

• Partner with AEs and RevOps to refine qualification criteria and improve lead handoffs.

• Refine account-based outbound campaigns and create campaign strategy framework for upcoming quarter in partnership with Marketing.

• Introduce a development framework for SDR → AE progression, identifying high-potential talent for future roles.

• Implement consistent reporting to the business demonstrating SDR impact on pipeline / revenue while providing analysis on MQL quality to improve Marketing ROI.

• Strengthen remote team culture through consistent rituals — call-of-the-week breakdowns, win shares, and transparent leaderboard recognition.

Success by Day 90: A confident, data-driven SDR team operating with rhythm and accountability, contributing predictable pipeline and demonstrating measurable skill growth.

By 180 Days - Scale & Systematize

• Institutionalize a repeatable Outbound Operating System — including training guides, cadences, and KPI dashboards — to support new hire ramp and predictable team performance.

• Achieve full team quota attainment (100%+ of sales qualified targets).

• Improve overall outbound conversion rates by 10%+ over baseline through targeted messaging, data refinement, and coaching.

• Develop and document best practices for AI-assisted prospecting, ensuring consistency in quality and tone across the team.

• Partner with Marketing to align outbound campaigns with product launches, develop top-of-mind thought leadership and improve campaign strategy.

• Launch seller satisfaction survey framework to capture seller feedback on SDR performance

Success by Day 180: A fully optimized outbound function that blends automation and authenticity, with measurable improvements in pipeline quality, velocity, and conversion efficiency.

Ongoing – Leadership, Growth & Continuous Improvement

• Build a high-performance culture of accountability, curiosity, and career growth with proper incentive plans to support.

• Continuously refine outbound strategies based on performance data and market shifts.

• Promote SDRs into AE or other roles, building a visible talent pipeline across the revenue organization.

• Collaborate cross-functionally to ensure outbound insights shape company-wide targeting and messaging.

• Champion a balance of human connection and AI innovation in everything the team does.

12-Month Success Snapshot

• SDR team consistently achieving 110% of pipeline creation targets .

• New hires consistently achieve 100% quota by month 3.

• 25–30% improvement in outbound conversion rates year over year.

• A well-documented, scalable outbound system embedded across GTM teams.

• Visible talent progression , with multiple SDR-to-AE promotions.

• A reputation for excellence, creativity, and modern outbound leadership

You might notice we don’t have the typical list of requirements and buzzwords here. That’s intentional.

We’re looking for proven examples from your career that show you can do this job, that you’ve built systems, driven alignment, and created impact at scale. When you look back a year from now, you’ll know you’ve made the company better, faster, and stronger because of your leadership.

Although it should go without saying (but it doesn’t), the company is an equal opportunity employer and we strive to create a welcoming, inclusive environment that celebrates diversity.

We use AI. For real. Every team at the company works with AI tools daily, not as a buzzword, but as practice. You'll build fluency that most companies are still talking about adopting, with hands-on training and clear guardrails to experiment responsibly. AI amplifies your creativity and judgment. It doesn't replace them. The skills you build here travel with you.

Location:  This position can be based anywhere in the US. We operate as a remote-first company, and invest in mandatory all-company meetings several times a year in addition to required team travel as necessary.

Performance Driven: We're looking for self-starters with a track record of delivering excellent results, but we're highly selective about who we hire. We don't focus on typical job requirements; instead, we're interested in specific examples from your past experiences. All positions can be based anywhere in the US, and require up to 15 days of travel per year, with senior management and leadership teams requiring up to 35 days.

Compensation: The base salary for this position generally ranges between $110,000 and $119,000, depending on experience, and is bonus eligible. On-target earnings (OTE) range from $157,000 to $170,000. We carefully consider a wide range of compensation factors, relying on market data to determine compensation and consider your specific job family, background, skills, and experience.

Benefits:  Benefits include comprehensive medical, dental, and vision coverage, flexible PTO, 401(k) matching, incentive stock options, volunteer time off, Employee Resource Groups, and a generous professional development program with dedicated annual time off for learning and growth.

Equal Employment Opportunity: the company is an Equal Employment Opportunity and Affirmative Action employer that values and welcomes diversity. We do not discriminate on the basis of various legally protected characteristics, including criminal history, and strive to provide reasonable accommodations to qualified individuals with disabilities. We prioritize safety and security and may use your information accordingly, and you can contact us for assistance or accommodations during the job application process.

Pay Transparency: At the company, we prioritize pay transparency, fairness, and equity to create a positive and inclusive work environment, regularly reviewing our compensation practices to align with our values and goals. We provide competitive and fair compensation to our employees based on their skills, experience, and performance.

CPRA (California Candidates): When you submit your application, the company may collect and use your personal information in accordance with our privacy policy and the CPRA. This may include personal details and employment history, and will only be used for employment-related purposes. We may share this information with third-party service providers, but we will not sell it to third parties. If you have any questions or concerns, please contact us, and for more information on your rights under the CPRA, refer to our privacy policy or the California Attorney General's website.

We Care About Your Security: We’ve been made aware of a phishing scam involving individuals impersonating the company recruiters. All legitimate communication from our team will come from [link for members] email addresses. If you receive a suspicious message, please contact us directly at [link for members] . Your security matters to us, thank you for staying vigilant.