[Hiring] SDR Team Manager @Nava Benefits

Role Description

We're hiring an SDR Manager to lead our 6–7 person outbound and inbound SDR team — the engine that drives Nava's top-of-funnel pipeline. This role sits at the center of our revenue growth: you will coach reps, own the operating cadence, and build the repeatable processes that turn SDR activity into qualified pipeline for the sales team.

What makes this opportunity unique: Nava's SDR team is at an exciting inflection point. We have talented reps, a brokerage-first messaging framework that is working, and a modern prospecting stack (Nooks, Clay, Gong Engage, Salesforce). What we need now is a leader who can tighten the process, raise the performance bar, and build the accountability structures that turn a good team into a great one.

What You'll Do

• Lead and Coach the SDR Team:
  • Manage a team of 6–7 SDRs across SDR1, SDR2, and Senior SDR levels.
  • Provide hands-on, call-by-call coaching on cold call technique, discovery conversations, objection handling, and prospecting discipline.
  • Be the kind of manager your reps want to learn from because you've done the job yourself.
• Drive Top-of-Funnel Performance:
  • Own the metrics that matter: connect rates, conversation rates, and meeting rates.
  • Build the operating cadence — pipeline reviews, call coaching sessions, team standups, 1:1s — that creates consistent accountability and consistent results.
• Optimize the SDR Tech Stack:
  • Own tooling decisions across HubSpot, Gong, Gong Engage, and the parallel dialer.
  • Lead the near-term evaluation of our Nooks vs. Clay migration, fix known integration issues, and build the data infrastructure that gives you and the team real-time performance visibility.
• Evolve Account Distribution Strategy:
  • Transition the team from weekly list drops to a quarterly, signal-based account distribution model.
  • Work with RevOps to operationalize renewal timing signals, hiring activity, funding events, and new HR role changes as the foundation for account prioritization.
• Partner with Sales on Pipeline Quality:
  • Build tight feedback loops with the AE team on meeting quality and handoff process.
  • Define and enforce SQL standards jointly with Sales.
  • When meetings don't convert, own the diagnosis and use it to coach reps — not just report it.
• Partner with Marketing on Inbound/Outbound Alignment:
  • Collaborate with the Marketing team on MOFU workflows, inbound SDR routing, and SDR messaging.
  • Provide specific, actionable feedback to Marketing on what's working in outreach and what isn't.
• Build SDR Career Paths:
  • Operationalize Nava's SDR career ladder from SDR1 through to Sales Executive.
  • Run promotion interviews, manage skills certification checkpoints, and have real development conversations that retain top talent and give reps a clear path forward.
• Manage Performance Decisively:
  • Identify underperformers early, give clear and direct feedback, and run improvement plans when needed.
  • Create a team culture where expectations are high, recognition is earned, and accountability is the norm.

Qualifications

• Direct SDR management experience: 3+ years leading a high-volume outbound SDR team, with personal accountability for connect rates, meeting rates, and pipeline contribution.
• Recent proximity to the SDR seat: You have personally made cold calls and run outbound sequences within the last 3–5 years.
• Builder mentality: You have owned SDR process from scratch at a smaller or earlier-stage company.
• Measurable performance track record: You can point to specific, quantifiable improvements you drove.
• Team management experience: Experience managing 5–10+ SDRs across multiple experience levels.

Requirements

• Modern SDR tech fluency: Deep hands-on experience with Salesforce, SEPs, parallel dialers, and enrichment/prospecting tools.
• Data-driven management: You build dashboards, track leading indicators, and diagnose performance problems with data.
• Lead routing and territory management: Experience designing and optimizing account distribution models.
• Hands-on call coaching: You coach reps on discovery structure, objection handling, and call mechanics.
• Accountability frameworks: You have implemented clear performance expectations and built the cadence to enforce them.
• Career development orientation: You have a track record of retaining and promoting reps.

Benefits

• Health & Wellness:
  • Medical insurance, including a $0 premium HDHP plan for individuals.
  • Dental, Vision, Telehealth and Virtual Primary Care Visits, OneMedical membership, Wellhub.
  • $50 monthly benefit to improve your mental or physical health.
• Financial Support:
  • Stock options, 401(k) with a $2,000 match, FSA, HSA, and access to Origin Financial.
• Work-Life:
  • Flexible PTO, 12 weeks of paid parental leave with 2 weeks of transition time.
  • $50 monthly connectivity reimbursement.
  • Company-paid short-term disability, long-term disability, and life insurance.
  • Additional voluntary benefits like supplemental life, AD&D, hospital indemnity, accident, and critical illness coverage.
• Professional Support:
  • $1,000 home office setup stipend.
  • Access to an Employee Assistance Program (EAP).