Manager, Sales Development

About the role

The role centers on developing the capabilities of the sales representatives and executing the go-to-market strategies to drive pipeline and revenue in collaboration with Sales and Marketing. You will operate with a strong commitment to operational excellence and the Relay CHASE values. The position requires a consultative approach to building the structure and processes that allow the sales team to perform at a high level. You will be responsible for ensuring that the team activities are aligned with the strategic objectives of the product and customer success teams. This position demands a high level of ownership over the development and refinement of the sales methodology. You will act as a key partner to the revenue leaders in shaping the future of the sales organization.

Key facts

What you'll do

• Analyze strategic plans for SDRs and adjust approaches to advance pipeline.
• Coach tenured SDRs to enhance skills and support career and personal growth.
• Recruit, interview, and hire sales talent to build a high-performing team.
• Align target accounts and messaging with product, marketing, sales, and customer success.
• Master Relay's CRM and sales technology stack, including HubSpot and data tools such as Clay and LinkedIn Sales Navigator.
• Embed Relay's CHASE values in behaviors and interactions with stakeholders.
• Prioritize operational efficiency and maintain documentation that supports team productivity.
• Execute the team plan to achieve metrics and revenue goals with cross-functional support.
• Demonstrate confidence, entrepreneurial thinking, and intellectual curiosity in your role.
• Partner with Sales Leadership to forecast, plan, and review pipeline health on a consistent basis.
• Drive the optimization of the end-to-end sales funnel to improve conversion rates and velocity.
• Develop and maintain playbooks and battle cards based on market feedback and competitive intelligence.
• Serve as a subject matter expert on the sales process and provide guidance to new hires.
• Conduct market research to identify trends, insights, and new target segments for the SDR team.

Requirements

• 1-2 years of sales team leadership managing an SDR team in B2B SaaS.
• Proven SDR/BDR experience with a record of exceeding quotas for 8+ months.
• Demonstrated success recruiting, interviewing, and onboarding SDR talent.
• Experience developing SDRs through internal growth processes.
• Proficiency with HubSpot, Clay, and LinkedIn Sales Navigator for lead sourcing and data.
• Experience selecting, implementing, and using AI tools to drive Sales Development outcomes.
• Direct experience managing team KPIs such as activity volume, conversion rates, SQOs, and pipeline generation.
• A track record of collaborating with Sales AEs and Marketing to ensure lead quality and smooth hand-offs.
• 1+ years of quota attainment in a closing role such as Account Executive.
• Consistent achievement of revenue targets in a B2B SaaS business.
• A strong work ethic with urgency, humility, and balanced confidence and curiosity.
• Bachelor's degree required; preference for a degree in business, marketing, or a related field.

Nice to have

• Entrepreneurial background and experience in early-stage, high-growth tech companies.

Practical notes

Relay is an Equal Opportunity Employer. Typical interview steps

Sales hiring often includes a role play, a discovery call simulation, and a presentation. Candidates may be asked to pitch a product to a panel or handle a tough objection. Behavioral questions focus on past quota attainment and deal history. Energy and preparation matter. Interviewers often simulate the job in the interview itself, so be ready to run a short discovery call or demo. Practicing your own sales pitch out loud helps.

Career growth

Sales careers can move from SDR or associate to account executive, senior AE, manager, and director roles. Some sellers move into partnerships, account management, or revenue operations. Compensation typically mixes a base with commission tied to results. High performers in sales typically move into larger accounts, team leadership, or sales operations. Quota history and references carry the most weight in promotion.

Questions to ask

Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.