[Hiring] Director, Pipeline Development @Wunderkind

Role Description

Wunderkind is seeking a strategic, commercially minded, and high-impact leader to serve as the Director, Pipeline. This pivotal role has full ownership over the US Pipeline strategy and is responsible for driving the growth, execution, and efficiency of our North American outbound demand generation engine across our Business Development Associate (BDA) and Concierge teams.

As a key partner to the executive leadership team, you will manage, scale, and mentor a growing department of 10 professionals—including BDAs, Senior BDAs, and a dedicated Concierge Manager. This position requires a builder's mindset: someone who can blend rigorous operational discipline with forward-thinking AI-driven workflows to shift the organization from vanity metrics to high-value pipeline generation.

Qualifications

• 8+ years of relevant experience in sales development, pipeline operations, or commercial business development management within a fast-growing B2B SaaS or MarTech ecosystem.
• Deep familiarity with advanced incentive compensation modeling, commercial budgeting, and designing variable sales plans alongside Finance and RevOps partners.
• Advanced knowledge of CRM and sales acceleration infrastructure (Salesforce, HubSpot, LinkedIn Sales Navigator, and project management platforms).
• Practical experience integrating generative AI tools (e.g., Gemini, Claude) into day-to-day data research, personalization, and prospecting sequences.
• A strong executive presence capable of running structured professional evaluations, handling strict fiscal constraints without compromising team morale, and steering an organization through organizational changes and rapid scaling phases.

Requirements

• Define and execute the end-to-end US Pipeline strategy, optimizing performance across distinct account tiers to drive predictable revenue streams.
• Oversee the strategic allocation and redistribution of the Total Addressable Market (TAM) among BDAs and Senior BDAs, ensuring optimal pairing with target segments.
• Manage and scale the newly re-architected H2 compensation and variable quota plans, aligning individual targets closely with Sales Accepted Opportunities (SAOs) and Gross Revenue targets.
• Directly lead and develop a 10-person function consisting of Business Development Associates (BDAs), Senior BDAs, a Pipeline Creation Manager, and a Concierge Manager.
• Standardize a rigorous recruitment, interviewing, and onboarding workflow to quickly fill capacity vacancies, leaning heavily into behavioral competencies and structured training playbooks.
• Structure a scalable "pod leader" architecture (leveraging player-coaches) to manage collective team output, performance-based tracking, and career leveling progression.
• Architect and oversee the Concierge function, focusing specialized headcount on high-cost, high-return Tier 1 and Tier 2 strategic accounts to justify boardroom investment.
• Establish performance benchmarks for the partner program, holding the team accountable to a strict partner-acquisition metric (e.g., securing a minimum of one high-value partner per quarter).
• Revitalize historical external advisor relationships (EIRs) and actively manage powerhouse partner networks to streamline warm introductions and boost lead-to-close conversion rates.
• Bridge the collaboration gap between the Pipeline organization and the broader New Business (BD) sales teams to ensure a seamless, high-velocity handoff from SQL/SAO stages to Closed-Won revenue.
• Champion the adoption of advanced AI-assisted workflows (leveraging LLMs and predictive research agents) to execute highly tailored, personalized outreach at scale rather than relying on standard "pipe-gen theater" volume metrics.
• Partner closely with Finance and RevOps to audit commercial decision-making, manage fixed On-Target Earnings (OTE) budgets, and validate pipeline health against the company’s $20M+ growth targets.

Benefits

• The base salary range for this role is $120,000.00 to $140,000.00, not including variable incentives.
• Actual compensation packages are based on several factors that are unique to each specific candidate; including but not limited to skill set, depth of experience, applicable certifications, and geographic work location.
• This may vary depending on living location and market rate.