Sales Development Leader

We need to output HTML fragment with sections: About the role? Actually the posting includes sections: Who We Are, The Opportunity, What You'll Do, Who You Are, We'd Be Especially Excited If..., What Success Looks Like, Why Roboflow. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections when posting has real, specific content. We need to decide which sections map. We have content: Who We Are (company description) maybe "About the role"? Actually "About the role" is typical heading for role description. Could use "About the role" for Who We Are + The Opportunity? But we need to follow rules: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can only use those exact headings. We need to map content accordingly. We have responsibilities (What You'll Do). That's Responsibilities. We have requirements/qualifications: Who You Are, We'd Be Especially Excited If..., maybe combine into Requirements and Qualifications. We have skills: maybe not explicit. We have benefits/pay/schedule: not present. So we should not include those sections. We also have "Why Roboflow" maybe could be About the role? But we already used About the role for company description? Actually "About the role" could include Who We Are and The Opportunity. Let's think: The posting includes "Who We Are" (company), "The Opportunity" (role overview), "What You'll Do" (responsibilities), "Who You Are" (requirements), "We'd Be Especially Excited If..." (preferred qualifications), "What Success Looks Like" (expectations), "Why Roboflow" (company sell). We need to output only sections with real content. We can create:

About the role

with content combining Who We Are and The Opportunity (maybe also Why Roboflow? but that's more about company). Could include Why Roboflow in About the role as well. But we must not repeat job title as heading. No job title given explicitly but it's "Sales Development Leader". We shouldn't put that as heading. We need to use

• for any list of duties/requirements/benefits. So we need to identify lists. In "What You'll Do": many bullet-like sentences but not formatted as list. We could convert each sentence into
• . However we must preserve all substantive information; we can turn them into list items. Similarly "Who You Are": list of bullet-like items. "We'd Be Especially Excited If...": list. "What Success Looks Like": list. We need to avoid boilerplate: cookie/navigation/legal/EEO etc. Not present. We must not include sections like Benefits, Pay, Schedule if not present. Thus final HTML fragment could be:

  About the role

  Roboflow is on a mission to give software the sense of sight. Our platform makes it easier for developers and organizations to build, deploy, and manage computer vision applications. More than 1 million developers have used Roboflow, and our customers range from startups to some of the largest companies in the world. As computer vision moves from experimentation into production, we're building the go-to-market organization that will help companies discover where visual AI can transform their businesses and get those solutions into production. We're looking for a Sales Development Leader to lead and scale the team responsible for creating the next generation of Roboflow customers. This role is based in New York City and will be a key leader in building our growing NYC go-to-market organization. This is a unique leadership opportunity for someone who wants to take an early Sales Development function and build it into a world-class, scaled organization. You'll operate as a frontline leader, directly managing and developing our Sales Development Representatives while owning the team's pipeline generation strategy, operating system, and performance. You'll inherit a foundation that's already working, but you'll have significant ownership over how the function evolves—from targeting and outbound strategy to enablement, tooling, talent, and team structure. We're looking for someone who's genuinely excited about both parts of that journey: someone capable of building and leading a large Sales Development organization who is equally excited to get hands-on today—listening to calls, coaching reps, developing account strategies, improving messaging, and figuring out what works. You'll partner closely with Account Executives, Sales leadership, Marketing, Revenue Operations, Recruiting, and other GTM teams to build a world-class pipeline generation engine at Roboflow.

  Responsibilities

  • Lead from the front: initially directly manage the SDR team and stay close to the work—review calls and outreach, coach account strategy and messaging, help reps prepare for important conversations, and provide frequent, specific feedback on prospecting, discovery, qualification, and execution.
  • Own pipeline generation and funnel performance: be accountable for SDR-sourced pipeline and the quality of the funnel behind it—from targeting and meetings through qualification, AE handoff, opportunity conversion, and ultimately revenue contribution.
  • Own targeting and account coverage: build and maintain a high-signal approach to account prioritization, coverage, and segmentation, ensuring the team is focused on the companies, buyers, and use cases most likely to become meaningful Roboflow customers.
  • Raise the bar on outbound: develop creative, targeted approaches to prospecting rather than relying on volume alone. Help reps understand who they're reaching out to, why Roboflow matters to them, and how to earn their attention across cold calls, email, LinkedIn, events, and other channels.
  • Build the SDR operating system: own the playbooks, processes, tooling, dashboards, targeting strategy, enablement, ramp expectations, and operating rhythms that help SDRs perform consistently and allow the organization to scale.
  • Build technical and sales enablement: partner across Roboflow to ensure SDRs can speak credibly about our platform, customer use cases, and computer vision. Turn the best demos, customer examples, messaging, and discovery practices into reusable training and enablement for the team.
  • Use data to improve the funnel: understand activity, meetings, qualified opportunities, pipeline, conversion, opportunity progression, and wins. Build the reporting needed to diagnose performance, identify bottlenecks, and continually improve the organization.
  • Partner tightly with Sales: build strong alignment between SDRs and Account Executives around target accounts, qualification, handoffs, feedback, opportunity progression, and pipeline needs.
  • Partner with Marketing: connect outbound efforts with campaigns, events, content, product launches, and inbound demand to maximize pipeline creation.
  • Own the SDR talent lifecycle: partner with Recruiting to hire exceptional SDRs, build a rigorous onboarding and ramp program, set clear performance expectations, manage performance, and create development paths into AE and other roles across Roboflow.
  • Build the organization: determine how the SDR organization should evolve as Roboflow grows, including team structure, hiring plans, specialization, territories, account coverage, and management layers.
  • Experiment: test new messaging, tools, channels, segmentation, workflows, and approaches to pipeline generation—and quickly scale what works.

  Requirements

  • Significant experience leading Sales Development or Business Development teams in B2B software.
  • A track record of building teams that consistently generate high-quality pipeline—not just meetings or activity.
  • Experience directly managing and developing SDRs and a genuine interest in frontline coaching.
  • Experience scaling a Sales Development organization through meaningful growth.
  • Strong opinions about what great outbound looks like, paired with a willingness to continually experiment and adapt.
  • Experience hiring, onboarding, developing, and performance-managing high-performing SDR teams.
  • A track record of developing SDRs into successful Account Executives or other GTM roles.
  • Strong analytical instincts and the ability to diagnose funnel performance using data.
  • Experience partnering closely with Account Executives, Sales leadership, Marketing, and Revenue Operations.
  • The ability to balance short-term pipeline targets with the long-term work required to build a scalable organization.
  • High standards, strong communication skills, and the ability to create accountability while maintaining a strong team culture.
  • Comfort operating in an environment where the playbook is still being written.
  • The ability to become fluent in a technical product and translate complex concepts, customer examples, and use cases into simple, compelling language your team can use with prospects.

  Qualifications

  • We'd be especially excited if you've led Sales Development at a technical, developer-focused, AI, data, infrastructure, or platform software company.
  • You've built successful outbound motions targeting technical buyers and large organizations.
  • You've helped an SDR organization move from activity-based prospecting toward thoughtful, account-based pipeline generation.
  • You've built technical enablement programs that helped SDRs become credible with sophisticated buyers.
  • You've built a strong SDR-to-AE promotion engine.
  • You've helped establish or grow a sales office or GTM hub.
  We could also include a section for "What Success Looks Like" maybe as Qualifications? But we already have Qualifications for preferred. Could add another section "Expectations" but not allowed headings. Only allowed headings list. Could we put "What Success Looks Like" under Qualifications? Might be okay but we need to preserve content. Could add a separate section "What Success Looks Like" but not in allowed list; we must not create headings outside allowed list. So we must map that content to one of allowed headings. Perhaps we can add to Qualifications or Requirements. But we already have Qualifications for preferred. Could add a subsection under Qualifications for success metrics. However we must not invent headings. We could add a

  What Success Looks Like

  but that's not allowed per instruction: they gave examples but said "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." The e.g. suggests those are examples, not exclusive list? It says "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies those are the allowed headings; we should not create other headings. So we must fit all content into those headings. We have covered About the role, Responsibilities, Requirements, Qualifications. We haven't used Skills, Benefits, Pay, Schedule. No content for those, so we omit. Now we need to ensure we didn't miss any substantive content: The "Why Roboflow" paragraph about computer vision being foundational etc. We omitted that. We could incorporate that into About the role section. Let's add a paragraph after the initial About the role content. Add to About the role: "Computer vision is becoming a foundational technology across industries, and we're still early in what's possible. For a Sales Development leader, that creates an unusually interesting challenge: our potential customers and use cases are everywhere, but discovering the right companies, buyers, and problems requires curiosity, technical fluency, and creativity. You'll have the opportunity to define how Roboflow creates pipeline, build a team around that strategy, and ultimately develop the Sales Development organization from a single frontline team into a multi-layered function. If you want to inherit a finished playbook and manage from a distance, this probably isn't the role for you. If you want to coach reps, build the playbook, get close to customers and accounts, prove what works, hire great people, and then scale yourself into leading the leaders who run it, we'd love to talk." That covers Why Roboflow. Now check we didn't repeat job