Manager, Sales Development

As the Manager, Sales Development at Miter, you will oversee the daily activities of the Sales Development Representatives (SDRs) ensuring they meet performance metrics. You will also focus on hiring and training SDRs, developing their skills through 1:1 coaching, and collaborating with the sales and marketing teams to align on prospecting initiatives. Additionally, you will be tasked with monitoring team performance and establishing a structured playbook for improved efficiency.

To excel as the Manager, Sales Development at Miter, you’ll need at least two years of quota-carrying experience in sales and a year of experience in leading sales development teams. A proven track record of exceeding sales goals in a fast-paced environment is essential, along with a passion for team building and development. Familiarity with tools like Salesforce, Outreach, and ZoomInfo are also crucial.

Success in the Manager, Sales Development role at Miter hinges on strong collaboration and influencing skills, excellent communication abilities, and a data-driven mindset for optimizing sales processes. You should also possess a knack for mentoring and a clear understanding of outbound sales dynamics, allowing you to effectively guide your team toward exceeding quotas.

The work environment for the Manager, Sales Development at Miter is dynamic and collaborative. You’ll be situated in the vibrant SoHo district of New York City, where in-person interaction fosters a close-knit team culture. Expect to engage daily with various departments while focusing on driving sales initiatives that directly contribute to Miter's growth in the construction industry.

Miter offers a comprehensive benefits package for the Manager, Sales Development, including a competitive salary, sponsored health plans, a 401(k) match, and unlimited vacation. We believe in rewarding our employees’ hard work and commitment, providing a supportive environment to thrive both professionally and personally.

Assessing the performance of SDRs involves establishing clear key performance indicators (KPIs) and regularly reviewing their outputs against these metrics. Look at their success in meeting quotas, the quality of leads they generate, and their engagement levels. Active listening during 1:1 sessions and providing constructive feedback are vital for continuous improvement.

Discuss your approach to identifying skill gaps, hiring the right candidates, and fostering a positive team culture. Expand on how you train and mentor new hires through role-plays and hands-on initiatives. Sharing specific examples where your team successfully exceeded expectations can illustrate your effectiveness in building a high-performing sales team.

Motivational strategies could include recognizing individual and team successes publicly, implementing incentive programs, and conducting regular team-building activities. Tailoring your approach based on individual team member drives and creating a supportive environment fosters motivation and promotes high performance.

Handling underperformance involves direct communication to understand challenges. Setting clear expectations, providing feedback, and developing a personalized action plan can help. Offering additional training, resources, or mentorship lets them see a path toward improvement while reinforcing your commitment to their success.

Data plays a crucial role in optimizing processes and driving decision-making. Use analytics to track team performance, identify bottlenecks in the sales process, and make informed adjustments accordingly. Regular reviews of performance data also help with forecasting and setting realistic goals for the team.

Collaboration with departments like marketing is key to aligning efforts. Establish regular communication channels and joint planning sessions to ensure that everyone's strategies align with company goals. Sharing data insights and feedback between teams will cultivate a dynamic environment that fosters overall success.

Implement comprehensive training programs that cover product details, market challenges, and competitive landscape. Conduct regular refresh sessions and role-playing scenarios to keep the team aligned and confident. This preparation enables SDRs to effectively communicate Miter’s unique value proposition to potential clients.

Tracking team performance typically involves utilizing CRM tools to monitor lead generation, follow-up rates, and quota achievements. Beyond just metrics, regular check-ins and performance reviews will provide insight into ongoing challenges and areas for growth, facilitating data-driven management.

Fostering development includes offering mentorship opportunities, conducting skill assessment sessions, and encouraging participation in industry workshops or training. Creating a personalized career path for each SDR and regularly discussing their aspirations helps ensure they feel valued and motivated to advance within the company.

Setting quotas should be data-informed and based on market trends, historical performance, and individual capabilities. Engaging the team in discussions about expectations not only fosters accountability but also helps in creating realistic yet challenging goals that inspire peak performance.