What are the responsibilities and job description for the BDR Manager position at MakiPeople?
Maki, New York (relocation supported, visa sponsorship available). Reports to the Head of Demand Generation.
About Maki
Maki is building the AI hiring platform for the world's largest employers. Our agents (Mochi, Shiro, Ken, Kumi, Tomo) run the full top of the hiring funnel: assessments, voice interviews, scheduling, and interview assist. We're trusted by global enterprises to hire faster, fairer, and at scale. The product is real, the customers are Fortune 2000, and the category is being created in real time. Now we need someone to turn our BDR team into the sharpest pipeline generation unit in enterprise HR tech.
The role
You will own BDR generated pipeline. Every rep, every sequence, every account, every meeting that lands on an AE's calendar. You'll inherit a credible foundation (a small team already booking real enterprise meetings, real Fortune 2000 logos in the pipeline, and a brand with momentum) and your mandate is to turn it into a repeatable, AI native machine that consistently feeds 7 figure deals into Fortune 2000 accounts.
This is a player coach seat. You will personally write sequences, listen to calls, sit next to reps, run weekly 1:1s, and forecast the number. You will also build the system: the ICP, the tooling stack, the playbook, the comp model, the hiring bar. For the next 12 months, the team will be small enough that the manager has to be in the work, not above it. We expect also our BDR Manager to lead by example and call alongside their team occasionally.
You'll report to the Head of Demand Generation and partner daily with Sales leadership on coverage, conversion, and the number.
What you'll own
The full BDR function, inbound and outbound. You manage the team end to end: hiring, ramp, coaching, performance, comp, tooling, sequences, account allocation, and the weekly number. You set the bar for what good prospecting looks like at Maki and you hold the line on it.
Outbound: ICP discipline, account selection, multi threaded sequences across Fortune 2000 HR buying committees, AI native research and personalization, and a calendar of meetings that converts to qualified pipeline.
The operating system behind both: dashboards, leaderboards, weekly forecast, conversion rates by stage, source attribution, and the one source of truth Sales leadership uses to grade BDR performance.
What you'll do in your first 12 months
Rebuild outbound around a sharper ICP and a stronger account list. Cut what isn't working, double down on what is, and ship a sequencing playbook that any new BDR can land a meeting with.
Build the AI native BDR stack. You'll choose the tooling, kill the bloat, and wire AI into research, sequencing, call review, and rep enablement. Your reps should be doing the work of 3.
Put the BDR number on a single dashboard. Meetings booked, meetings held, S0s created, S1s won, pipeline generated, and conversion at every step, sliced by rep, by segment, by source. No more arguing about attribution.
Partner with the Head of DG and Sales leadership on the forecast. You own the BDR contribution to pipeline and you defend it weekly.
What we're looking for
Four to six years in B2B SaaS sales development, with at least one to two years already managing or leading a BDR team. You've carried a number, you've hit it, and you've taught other people to hit it.
Enterprise instincts. You've prospected into Fortune 2000 or Fortune 500 accounts, you understand multi persona HR or GTM buying committees, and you know the difference between a meeting and a qualified opportunity.
A real AI mindset. You already use AI in your day to day, you have a point of view on how it changes outbound, research, and rep workflows, and you're excited to build a BDR motion that is itself AI native. You spot leverage faster than your peers and you won't be impressed by tooling for its own sake.
Player coach energy. You can still write the sequence, run the call, open the dashboard, and personally book a meeting into a Global Head of Talent Acquisition. You'd rather lead from the front than from a slide.
Operating rigor. Pipeline math, conversion rates, ramp curves, capacity models. You can build a forecast and stand behind it.
Strong plus: you've personally been a top performing BDR before you managed one. You know what good looks like from the rep seat, not just the manager seat.
School of growth we're drawn to
BDR leaders from fast growing AI or category creating companies: Harvey, Ramp, Clay, Writer, Gong (early stage), Lattice (early stage), Rippling, Outreach, Salesloft, and similar. Also strong on top tier HR or TA tech with real enterprise track records: Paradox, Eightfold, Phenom, Greenhouse, Workday. Less interesting: BDR leaders from slow growth legacy vendors, or from pure PLG orgs that never ran enterprise outbound.
What we're not looking for
Managers who only manage and don't sell. Operators who need a 20 person team to ship a campaign. BDR leaders whose entire playbook is "more activity.". Anyone who hasn't carried a personal number in the last 24 months.
Location
New York preferred. Open to candidates willing to relocate to NYC. We sponsor visas. Daily proximity to the AEs, the Head of DG, and the CEO matters at this stage, so this is an in person role with the NY team.
About Maki
Maki is building the AI hiring platform for the world's largest employers. Our agents (Mochi, Shiro, Ken, Kumi, Tomo) run the full top of the hiring funnel: assessments, voice interviews, scheduling, and interview assist. We're trusted by global enterprises to hire faster, fairer, and at scale. The product is real, the customers are Fortune 2000, and the category is being created in real time. Now we need someone to turn our BDR team into the sharpest pipeline generation unit in enterprise HR tech.
The role
You will own BDR generated pipeline. Every rep, every sequence, every account, every meeting that lands on an AE's calendar. You'll inherit a credible foundation (a small team already booking real enterprise meetings, real Fortune 2000 logos in the pipeline, and a brand with momentum) and your mandate is to turn it into a repeatable, AI native machine that consistently feeds 7 figure deals into Fortune 2000 accounts.
This is a player coach seat. You will personally write sequences, listen to calls, sit next to reps, run weekly 1:1s, and forecast the number. You will also build the system: the ICP, the tooling stack, the playbook, the comp model, the hiring bar. For the next 12 months, the team will be small enough that the manager has to be in the work, not above it. We expect also our BDR Manager to lead by example and call alongside their team occasionally.
You'll report to the Head of Demand Generation and partner daily with Sales leadership on coverage, conversion, and the number.
What you'll own
The full BDR function, inbound and outbound. You manage the team end to end: hiring, ramp, coaching, performance, comp, tooling, sequences, account allocation, and the weekly number. You set the bar for what good prospecting looks like at Maki and you hold the line on it.
Outbound: ICP discipline, account selection, multi threaded sequences across Fortune 2000 HR buying committees, AI native research and personalization, and a calendar of meetings that converts to qualified pipeline.
The operating system behind both: dashboards, leaderboards, weekly forecast, conversion rates by stage, source attribution, and the one source of truth Sales leadership uses to grade BDR performance.
What you'll do in your first 12 months
Rebuild outbound around a sharper ICP and a stronger account list. Cut what isn't working, double down on what is, and ship a sequencing playbook that any new BDR can land a meeting with.
Build the AI native BDR stack. You'll choose the tooling, kill the bloat, and wire AI into research, sequencing, call review, and rep enablement. Your reps should be doing the work of 3.
Put the BDR number on a single dashboard. Meetings booked, meetings held, S0s created, S1s won, pipeline generated, and conversion at every step, sliced by rep, by segment, by source. No more arguing about attribution.
Partner with the Head of DG and Sales leadership on the forecast. You own the BDR contribution to pipeline and you defend it weekly.
What we're looking for
Four to six years in B2B SaaS sales development, with at least one to two years already managing or leading a BDR team. You've carried a number, you've hit it, and you've taught other people to hit it.
Enterprise instincts. You've prospected into Fortune 2000 or Fortune 500 accounts, you understand multi persona HR or GTM buying committees, and you know the difference between a meeting and a qualified opportunity.
A real AI mindset. You already use AI in your day to day, you have a point of view on how it changes outbound, research, and rep workflows, and you're excited to build a BDR motion that is itself AI native. You spot leverage faster than your peers and you won't be impressed by tooling for its own sake.
Player coach energy. You can still write the sequence, run the call, open the dashboard, and personally book a meeting into a Global Head of Talent Acquisition. You'd rather lead from the front than from a slide.
Operating rigor. Pipeline math, conversion rates, ramp curves, capacity models. You can build a forecast and stand behind it.
Strong plus: you've personally been a top performing BDR before you managed one. You know what good looks like from the rep seat, not just the manager seat.
School of growth we're drawn to
BDR leaders from fast growing AI or category creating companies: Harvey, Ramp, Clay, Writer, Gong (early stage), Lattice (early stage), Rippling, Outreach, Salesloft, and similar. Also strong on top tier HR or TA tech with real enterprise track records: Paradox, Eightfold, Phenom, Greenhouse, Workday. Less interesting: BDR leaders from slow growth legacy vendors, or from pure PLG orgs that never ran enterprise outbound.
What we're not looking for
Managers who only manage and don't sell. Operators who need a 20 person team to ship a campaign. BDR leaders whose entire playbook is "more activity.". Anyone who hasn't carried a personal number in the last 24 months.
Location
New York preferred. Open to candidates willing to relocate to NYC. We sponsor visas. Daily proximity to the AEs, the Head of DG, and the CEO matters at this stage, so this is an in person role with the NY team.