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Senior Manager, Outbound SDR - Contractor Management



Sales & Business Development
Posted on Wednesday, June 5, 2024

About Remote

Remote is solving global remote organizations’ biggest challenge: employing anyone anywhere compliantly. We make it possible for businesses big and small to employ a global team by handling global payroll, benefits, taxes, and compliance. Check out remote.com/how-it-works to learn more or if you’re interested in adding to the mission, scroll down to apply now.

Please take a look at remote.com/handbook to learn more about our culture and what it is like to work here. Not only do we encourage folks from all ethnic groups, genders, sexuality, age and abilities to apply, but we prioritize a sense of belonging. You can check out independent reviews by other candidates on Glassdoor or look up the results of our candidate surveys to see how others feel about working and interviewing here.

All of our positions are fully remote. You do not have to relocate to join us!

The Position

The Sr. Manager, Sales Development - CM is a key leadership role within our GTM organization, with considerable scope over the achievement of our pipeline generation and revenue goals for our Contractor Management product line. This role requires extensive knowledge of the sales development landscape and strong people management skills, with the ability to recruit, develop, and enhance the essential competencies of individual contributors and leaders.

The Sr. Manager will be responsible for the oversight and productivity of a team of SDR Managers and their direct reports, as well as the development of Sales Development Leaders, and will contribute meaningfully to defining the outbound strategy for the CM teams.

The Sales Development organization fuels Remote's growth by serving two critical business objectives: To generate a predictable pipeline of qualified new business opportunities, and to produce high-caliber talent for internal promotions to other GTM teams. As the initial point of contact for new customers, we aim to deliver positive and impactful first impressions as we start these new relationships.

What you bring

  • A minimum of 12 months in a second-line leadership role, preferably looking after a global team.
  • Demonstrable track record of success driving pipeline generation through outbound channels.
  • Strong sales acumen — experience in a closing role is strongly preferred.
  • Proficiency with a robust tech stack, such as Salesforce, Outreach, Zoominfo, Lusha, etc.
  • Passion for hiring, onboarding, and mentoring top SDR and Leadership talent.
  • Ability to influence cross-functional stakeholders, especially within Sales and Growth.
  • Experience leading high-impact cross-functional initiatives from ideation through execution.
  • Proven ability to analyze data to identify trends and translate into effective strategies for increasing SDR performance.
  • Experience bringing a new product to market considered a huge plus.
  • Writes and speaks fluent English
  • It's not required to have experience working remotely, but considered a plus

Key Responsibilities

  • Defining outbound strategy for the Contractor Management Sales Development organization.
  • Provide strong leadership and strategic direction to the Sales Development team.
  • Coach and mentor SDRs and more junior Leaders, driving them and their teams to achieve outbound pipeline generation goals and aiding in their career progression.
  • Develop and implement effective programs to enhance SDR effectiveness and optimize results.
  • Collaborate closely with regional Sales Leaders, the Sales Development Leadership team, and the GM of Contractor Management to continually improve the quality and quantity of sales pipeline.
  • Work closely with the Growth, Revenue Operations, and Product teams, providing input on lead acquisition strategies, streamlining internal processes, and sharing product feedback from customers.
  • Regularly report on key individual and team metrics to identify areas for improvement and refine our qualification and prospect engagement strategies for long-term, sustained success.
  • Proactively manage the performance of direct reports and advise on performance management of sub-teams, becoming actively involved as required.
  • Hire, onboard, and develop new SDR and Leadership talent.
  • Facilitate and foster a culture of high performance and continuous learning within the team.
  • The opportunity to make a meaningful impact on GTM success for a critical new product line.
  • Experience leading a truly global team, with direct reports and team members around the world.
  • Strategic collaboration with members of Remote’s Executive Leadership team.


  • You'll report to: Director, Global Sales Development with a dotted line to the GM of CM
  • Direct reports: 4 Managers
  • Sub-teams: 2 teams of CM SDRs in EMEA, 2 teams of CM SDRs in AMER, plus a dotted line to 4 CM SDRs in APAC
  • Location: We will prioritise applications from Europe and the Americas
  • Start date: As soon as possible

Remote Compensation Philosophy

Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

The base salary range for this full-time position is between $64,015 USD to $96,040 USD. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

Application process

Roughly [x] hours across 6 weeks

  1. Interview with recruiter
  2. Interview with future manager
  3. Interview with team members (no managers present)
  4. Prior employment verification check



Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:
  • work from anywhere
  • unlimited personal time off (minimum 4 weeks)
  • quarterly company-wide day off for self care
  • flexible working hours (we are async)
  • 16 weeks paid parental leave
  • mental health support services
  • stock options
  • learning budget
  • home office budget & IT equipment
  • budget for local in-person social events or co-working spaces

How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

  1. Please fill out the form below and upload your CV with a PDF format.
  2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
  3. If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.