Manager, Sales Development (Chicago - Hybrid)

As a Manager of Sales Development at Kong, you'll be leading a team of SDRs, hiring top talent, and shaping development programs for career progression. Your key responsibilities also include maintaining operational rigor, driving a positive culture, and fostering collaboration with other departments. The focus will be on aligning go-to-market strategies to optimize pipeline generation and quarterly revenue forecasts.

To be considered for the Manager of Sales Development role at Kong, candidates should have a minimum of 5 years of experience in B2B SaaS and 2+ years managing a sales or development team. Exceptional communication skills and a proven track record in high-growth environments are essential. Experience with hybrid teams and pipeline-building expertise will also be considered significantly valuable.

Kong embraces a hybrid work model that blends in-office and remote work, allowing flexibility while fostering team culture. This approach balances the dynamics of collaboration and in-person engagement, ensuring that Sales Development Representatives can thrive in an environment that feels supportive and productive regardless of where they operate from.

The typical base pay range for the Manager of Sales Development role at Kong is between $170,000 to $230,000 OTE, varying based on factors such as specific location, role, skills, and experience. Additional rewards, including sales incentives, may also apply based on performance and the specific terms of the role.

Kong offers a range of benefits to its employees, including access to healthcare benefits, a 401(k) plan, short and long-term disability coverage, and life insurance. Employees can expect an engaging environment that prioritizes work-life balance and encourages continuous professional growth.

In answering this question, highlight strategies focused on team leadership, pipeline optimization, and cross-department collaborations. Discuss your experience in developing training programs and mentoring SDRs to enhance their performance and generate quality leads.

To respond effectively, share metrics such as KPIs related to lead conversion rates, team productivity, and collaboration with sales. Discuss how you utilize performance data to guide development programs and encourage a culture of accountability.

Provide a specific example of a challenge you encountered, detailing the steps you took to resolve it, including collaboration with other departments. This can show your problem-solving skills and how you maintain a positive team culture during tough times.

Talk about your commitment to data-driven decision-making, regular performance reviews, and continuous training. Highlight any relevant systems or processes you’ve introduced to streamline operations and achieve short- and long-term goals efficiently.

Your response should include strategies for team-building activities, open communication channels, and regular check-ins. Mention how you encourage feedback and recognition to promote a supportive atmosphere, regardless of work location.

Discuss the characteristics you believe are important, such as curiosity, resilience, and strong communication skills. Explain how you assess these traits during the hiring process and how aligning them with company values can lead to impactful team members.

Talk about your approach to identifying performance issues early, providing constructive feedback, and setting achievable improvement goals. Sharing a framework or process you have used in previous roles can demonstrate your leadership philosophy.

Emphasize how you view feedback as essential for growth—both personally and for your team. Describe how you create an open-feedback culture where both giving and receiving feedback is encouraged to foster development and continuous improvement.

Share specific examples of how you have managed change, articulated a vision for your team, and instilled performance confidence during transitions. Highlight how embracing change can become an opportunity for growth and innovation.

Respond by discussing the importance of regular communication, collaborative goals, and feedback loops. Explain how you would involve stakeholders and promote a shared understanding of objectives to drive unified efforts towards pipeline generation.