[Hiring] BDR Manager @Grace Hill

Role Description

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.

Qualifications

• 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.

Benefits

• 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.