BDR Manager

The role in one line

Hire, train, and develop the future all-star sellers of incident.io.

What that looks like day to day

Starting in January, we're scaling the BDR team significantly. We'll hire in cohorts, target high potential, and invest heavily in the people who show it.

We're designing a comprehensive in-house training program for these future hires, but the program won't work without a proven people manager to lead it.

Our BDRs historically go on to become our commercial and enterprise reps, but we also see an opportunity to build pathways into other GTM functions, including: rev ops, solutions engineering, expansion account management, and CS.

We view the BDR org as the backbone of our hiring system. The quality of who you bring in and how fast you develop them is the number one priority of this role.

You'll also be our ears and voice at the top of the funnel. The trends your reps hear, the objections, the pushback, all of it needs to get to sales, marketing and product. You'll hold your team to account on follow-up and be marketing's point of contact for campaigns and events.

Of course you'll also own the pipeline number for your team. We care whether you're reaching potential champions inside our ICP whose pain we can actually fix, not whether the meetings-held count looked healthy on Friday.

Last but not least, we're also rethinking what a BDR is now that AI has removed most of the constraints the role used to carry. We think the modern BDR function is made up of highly agentic, first-principles thinkers limited mainly by their own curiosity. Part of your job is finding the plays that outperform, whether they're AI-driven or just creative, and turning them into how everyone works.

Who you are

• You've led a BDR or SDR team and it worked. Your team hit their numbers, the pipeline closed, and your reps got promoted.
• You're strong at performance management. You hold a high bar, you're clear with people about where they stand, and you build development plans that get someone who's trailing back up to speed.
• Developing people is the part of the job you'd do anyway. You want to build the bench as much as the board.
• You've built something with AI that people actually use. You understand what today's tools do well and where they fall over, well enough to say how you'd attack a real problem with them even if someone else writes the code.
• You have a fingertip feel for your own business and you're nosy about why things work.
• You were a top-performing rep before you were a manager.
• Ideally you've done this at a company selling technical products to engineering teams, in infrastructure, dev tools, observability or data platforms.
• You're up for building something rather than inheriting it, from our San Francisco office.

Supporting you

We work hard and we think life outside work matters just as much. Our benefits pack is built to support both.

• Market-leading private medical insurance. The proper kind, so you're never weighing up your health against a bill.
• Competitive PTO. Showing up at your best requires switching off, and we make sure you have time to do that.
• First Friday of every month off. Yes, seriously.
• Enhanced 401k. We put real money in, because future-you deserves better than an afterthought.
• Meaningful equity. We're rapidly scaling, and everyone who helps shape the outcome should share in it.
• Unlimited AI spend. For everyone, not just engineers. We're all-in on AI across the company, and we expect you to be too.
• Generous parental leave. The early days with a new baby matter more than anything we're doing here, and we want you to be present for them.
• Two budgets that have your back. $1000 to invest in your setup, $500 a year to invest in yourself.