BDR Manager

About the role

You will own BDR generated pipeline. Every rep, every sequence, every account, every meeting that lands on an AE's calendar. You'll inherit a credible foundation and your mandate is to turn it into a repeatable, AI native machine that consistently feeds 7 figure deals into Fortune 2000 accounts. This is a player coach seat.

Responsibilities

• Own the full BDR function, inbound and outbound.
  • Hire, ramp, coach, perform, comp, tool, sequences, account allocation, and the weekly number.
  • Set the bar for what good prospecting looks like at Maki and hold the line on it.
• Outbound:
  • ICP discipline, account selection, multi-threaded sequences across Fortune 2000 HR buying committees, AI native research and personalization, and a calendar of meetings that converts to qualified pipeline.
  • The operating system behind both: dashboards, leaderboards, weekly forecast, conversion rates by stage, source attribution, and the one source of truth Sales leadership uses to grade BDR performance.
• Rebuild outbound around a sharper ICP and a stronger account list. Cut what isn't working, double down on what is, and ship a sequencing playbook that any new BDR can land a meeting with.
• Build the AI native BDR stack. Choose the tooling, kill the bloat, and wire AI into research, sequencing, call review, and rep enablement. Your reps should be doing the work of 3.
• Put the BDR number on a single dashboard. Meetings booked, meetings held, S0s created, S1s won, pipeline generated, and conversion at every step, sliced by rep, by segment, by source. No more arguing about attribution.
• Partner with the Head of DG and Sales leadership on the forecast. Own the BDR contribution to pipeline and defend it weekly.

Requirements

• Four to six years in B2B SaaS sales development, with at least one to two years already managing or leading a BDR team.
• You've carried a number, you've hit it, and you've taught other people to hit it.
• Enterprise instincts. Prospected into Fortune 2000 or Fortune 500 accounts, understood multi persona HR or GTM buying committees, and knew the difference between a meeting and a qualified opportunity.
• A real AI mindset. Used AI in your day to day, had a point of view on how it changes outbound, research, and rep workflows, and were excited to build a BDR motion that was itself AI native. Spot leverage faster than your peers and wouldn't be impressed by tooling for its own sake.
• Player coach energy. Led from the front, could still write the sequence, run the call, open the dashboard, and personally book a meeting into a Global Head of Talent Acquisition.
• Operating rigor. Pipeline math, conversion rates, ramp curves, capacity models. Built a forecast and stood behind it.

Qualifications

• Strong plus: personally been a top performing BDR before you managed one. Knew what good looked like from the rep seat, not just the manager seat.

Skills

• B2B SaaS sales development experience.
• Experience managing or leading a BDR team.
• Enterprise sales experience.
• Understanding of AI and its impact on sales processes.
• Ability to lead and mentor a team.

Benefits

Daily proximity to the AEs, the Head of DG, and the CEO matters at this stage, so this is an in person role with the NY team.

Pay

To be discussed.

Schedule

To be discussed.