Job Description
BDR Manager
Sales | Reports to VP of Sales | Building the BDR function from zero
Location: Remote (US-based) | Full-Time
THE ROLE
Grace Hill is building a BDR function from the ground up, and we are looking for the person who wants to own it. There is a thin playbook to inherit here, you will write it. You will hire reps, configure the tooling, define what a qualified opportunity looks like, and improve the model to scale it. This is a builder’s job with an operator’s discipline. You will manage 3–6 BDRs within your first year and be measured on the pipeline they create.
WHAT YOU WILL OWN
The playbook
• Build targeting, personas, segmentation, sequences, cadences, and qualification criteria from scratch — then document them so a new hire can run the motion in week two.
• Define the handoff: what qualifies, what gets rejected, and what Sales can expect on every opportunity.
• Run a real test-and-learn loop. Ship a change, measure it, keep it or kill it. The playbook should look different in month six than it did in month one.
Pipeline
• Own the team’s pipeline number and hit it. Work backward from AE coverage requirements to set volume and quality targets per rep.
• Watch activity, connect rates, meeting-set rates, and downstream conversion — and act on the leading indicators before the lagging ones go red.
• Report weekly on pipeline by source, stage, and rep, with a point of view on what the numbers mean.
Operating rigor
• Set and enforce data standards — stage definitions, field hygiene, naming conventions — so the reporting can be trusted.
• Run the cadence: daily huddle, weekly 1:1s grounded in the rep’s own numbers, monthly business review.
• Build the dashboards yourself. If you need someone else to pull your numbers, this role will frustrate you.
The team
• Hire, onboard, coach, and develop 3–6 BDRs. Give direct, specific, usable feedback.
• Lead from the front — model behavior, get on calls, and show what good looks like rather than describing it.
The stack
• Own configuration, adoption, and enablement across Salesforce, a sales engagement platform, LinkedIn Sales Navigator, Gong, Common Room, and ZoomInfo.
• Use Gong to coach against what reps actually said, Common Room to surface intent and warm signals, and ZoomInfo to build and enrich the target universe.
• Put AI to work on research, personalization, and list-building — and be honest about where it helps and where it produces noise.
Partnership
• Align with Sales on lead quality and handoff, and close the loop on what converts.
• Partner with Marketing on outbound and ABM campaigns; bring the field evidence that sharpens targeting and messaging.
WHAT WE ARE LOOKING FOR
• Outbound experience — 3+ years as a BDR or SDR in B2B SaaS, plus at least a 2+ years leading a team.
• An operator’s mind — You design systems, document them, and enforce them. You are comfortable in a spreadsheet and you think good process is what makes coaching possible.
• Builder instinct — You would rather own something unfinished than inherit something polished. You are resourceful when the tools and budget are not perfect yet.
• AI/Stack fluency — Hands-on with Salesforce reporting and forecasting, a sales engagement platform, Gong, Common Room, and ZoomInfo — and eager to pick up whatever comes next. Experimentation with AI in inbound/outbound playbooks.
• Data Driven Decision Maker— You find the trend, explain it, and adjust the plan because of it.
• Genuine coach — Developing talent is the part of the job you are most passionate about. BDRs serve as our Sales talent engine.
• Ownership — You have a massive responsibility to the company’s success.
• Student of the game — You are actively learning from peers, operators, and your own experiments and iterating it back to the team.
WHAT SUCCESS LOOKS LIKE IN YEAR ONE
• Playbook built, documented, and consistently executed by the team.
• Stack implemented and genuinely adopted.
• Pipeline targets set, met, and forecastable, with conversion metrics trending in the right direction.
• Reporting cadence running on its own; leadership trusts the numbers.
• Reps measurably better than the day they started, with coaching impact visible in their metrics.
• Sales and Marketing describing the BDR team as a source of quality pipeline, not just volume.
WHAT WE OFFER
Real ownership of a function you get to define, with the autonomy to build it your way.
A leadership team that values operational rigor and will fund the tools to support it.
Competitive base plus incentive tied to pipeline and team attainment.
Room to grow as the revenue organization scales.
Salary range: OTE of $160,000-$175,000
Grace Hill offers a robust suite of benefits, including health, dental and vision insurance, 401K, PTO, life insurance, disability insurance, and more.
We do not offer visa sponsorship or assistance. Applicants must be based in the US and authorized to work in the US at the time of hire.
About Us:
Grace Hill provides industry-leading SaaS technology solutions designed to make a positive impact in real estate and improve the lives of people where they work and live. Harnessing years of real estate experience and the understanding that people are better together, Grace Hill helps owners and operators increase property performance, reduce operating risk and grow top talent. More than 500,000 professionals from over 1,700 companies rely on Grace Hill’s talent performance solutions covering policy, training, assessment, survey, and data-driven insights. Visit us at gracehill.com
