Business Development Representative Manager
IDj-1786
Job TypeDirect Hire
Compensation$65000 - $85000 / yr
Staffing Pros, a division of VETS Inc., has an opening with our client for a Business Development Representative Manager onsite in Scottsdale, AZ.
Our client is looking for a Business Development Manager to lead and scale their BDR team. This is a player-coach role — meaning you’ll set the bar by driving pipeline directly while building, developing, and managing a high-performing outbound BDR team. They’re a fast-growing IT and cybersecurity services provider, and their success depends on building a world-class demand generation engine. You’ll report to the VP of Sales and be tasked with creating repeatable outbound processes, sharpening messaging, and ensuring we consistently fill the top of the funnel with qualified meetings. If you have a proven track record of exceeding outbound sales targets, thrive in a metrics-driven environment, and want to take the next step into team leadership while staying hands-on — this is your seat.
Key Responsibilities
• Lead, coach, and mentor a team of BDRs focused on generating qualified meetings for our Account Executives
• Own your own outbound territory and contribute to pipeline as an individual contributor (~50% of role)
• Build and continuously refine the outbound sales motion — email scripts, call talk tracks, sequences, and objection handling
• Analyze team performance weekly and execute training sessions, call reviews, and 1:1 coaching to drive results
• Partner with Marketing on MQL follow-up strategy, campaigns, and feedback loops
• Implement best practices around Salesforce/CRM hygiene, activity logging, and pipeline reporting
• Hire, onboard, and ramp new BDRs as the team scales
• Report weekly on KPIs including meetings booked, conversion rates, email/call activity, and pipeline contribution
• Lead, coach, and mentor a team of BDRs focused on generating qualified meetings for our Account Executives
• Own your own outbound territory and contribute to pipeline as an individual contributor (~50% of role)
• Build and continuously refine the outbound sales motion — email scripts, call talk tracks, sequences, and objection handling
• Analyze team performance weekly and execute training sessions, call reviews, and 1:1 coaching to drive results
• Partner with Marketing on MQL follow-up strategy, campaigns, and feedback loops
• Implement best practices around Salesforce/CRM hygiene, activity logging, and pipeline reporting
• Hire, onboard, and ramp new BDRs as the team scales
• Report weekly on KPIs including meetings booked, conversion rates, email/call activity, and pipeline contribution
What We’re Looking For
• 2+ years of high-performance BDR/SDR experience (cybersecurity or MSP background preferred)
• 1+ years in a team lead, senior BDR, or unofficial coaching role (formal management experience a plus)
• Proven success hitting or beating quota consistently through outbound efforts
• Ability to analyze performance data and coach accordingly
• High EQ, energy, and grit — you lead from the front, not from spreadsheets
• Clear, concise communicator who can write, call, and present effectively
• Familiar with tools like ZoomInfo, SalesLoft/Outreach, LinkedIn Sales Navigator, and Salesforce
• Comfortable giving and receiving direct feedback — growth mindset required
• 2+ years of high-performance BDR/SDR experience (cybersecurity or MSP background preferred)
• 1+ years in a team lead, senior BDR, or unofficial coaching role (formal management experience a plus)
• Proven success hitting or beating quota consistently through outbound efforts
• Ability to analyze performance data and coach accordingly
• High EQ, energy, and grit — you lead from the front, not from spreadsheets
• Clear, concise communicator who can write, call, and present effectively
• Familiar with tools like ZoomInfo, SalesLoft/Outreach, LinkedIn Sales Navigator, and Salesforce
• Comfortable giving and receiving direct feedback — growth mindset required
EEO Statement
Staffing Pros a division of VETS-inc is an Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.