Nava Benefits

SDR Team Manager

Nava Benefits

full-time

Posted on:

Location Type: Remote

Location: United States

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Tech Stack

SQL

About the role

  • 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.

Requirements

  • 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. You coach from experience, not theory.
  • Builder mentality: You have owned SDR process from scratch at a smaller or earlier-stage company — not just inherited a mature playbook. You know what it takes to build the machine, not just run it.
  • Measurable performance track record: You can point to specific, quantifiable improvements you drove: connect rate lifted from X to Y, meeting rate improved by Z%, team ramped from N to N+3 SDRs.
  • Team management experience: Experience managing 5–10+ SDRs across multiple experience levels (entry, developing, and senior reps).
  • Modern SDR tech fluency: Deep hands-on experience with Salesforce, SEPs, parallel dialers (Nooks or equivalent), and enrichment/prospecting tools (Clay, ZoomInfo, or similar). You can evaluate vendors, diagnose integration issues, and own tooling decisions.
  • Data-driven management: You build dashboards, track leading indicators, and diagnose performance problems with data before they become trends. You know the difference between an activity problem and a quality problem.
  • Lead routing and territory management: Experience designing and optimizing account distribution models, territory management, and lead routing workflows.
  • Hands-on call coaching: You coach reps on discovery structure, objection handling, and call mechanics — not just activity tracking. You can demonstrate the coaching conversation, not just describe it.
  • Accountability frameworks: You have implemented clear performance expectations and built the cadence to enforce them: weekly reviews, 1:1 structures, and performance improvement plans.
  • Career development orientation: You have a track record of retaining and promoting reps. You invest in people's growth and can point to SDRs you developed into strong account executives.
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
SDR managementcold callingoutbound sequencesperformance metricsaccount distribution modelscoaching techniquesdata analysispipeline managementlead routingterritory management
Soft Skills
team leadershipcoachingcommunicationaccountabilityperformance managementcareer developmentfeedback deliveryproblem-solvingcollaborationmentorship