posthog - Business Development Lead

Remote2mo ago

Remote Staff NA Artificial Intelligence Nonprofit Team Lead SDR BDR Coaching Performance Management Business Development Team Management Prospecting

Requirements

• 1–2+ years managing or formally leading a BDR/SDR team as a player-coach, with direct responsibility for hiring, coaching, and performance management. "Team lead" with informal authority counts if you can demonstrate coaching impact on rep performance. We are structured for speed and autonomy https://posthog.com/handbook/company/culture#were-structured-for-speed-and-autonomy, so your leadership style needs to fit our model. This is less command & control, and more set context, build systems, coach selectively & judge on outputs. • Prior individual quota-carrying experience. You've personally prospected, booked meetings, and ideally closed deals. You know what good looks like because you've done it, not just managed it. You’ll do it again here. • Demonstrated ability to think in data, systems, and loops – even at a smaller scale. You know how to build the operating system the team runs on. You've designed or significantly improved a prospecting workflow, built reporting from scratch, or created a repeatable process where one didn't exist before. • Hands-on experience with Clay.com http://Clay.com. You've built tables, enrichment workflows, and automated sequences in Clay – not just used outputs someone else created. If you can show us a Clay workflow you designed, that's a strong signal. • Salesforce proficiency. You can build reports, create custom fields, manage lead/contact data hygiene, and don't need someone else to configure your CRM. • AI-capable, with experience building automation. You've used AI tools (LLMs, AI writing assistants, workflow automation) to improve prospecting efficiency. You should be able to articulate specific examples: "I built X using Y and it improved Z by W%." • Excellent written communication. Your outreach sequences, coaching notes, and Slack messages are clear, concise, and sharp. PostHog is an async-first company – writing quality matters. • Comfort with ambiguity and distributed ownership. This is a build role, not a maintain role. You'll be handed a rough playbook and expected to own it with your team, and you’ll have a company full of drivers who will give you “yes, and…” feedback • Strong preference, but-not a dealbreaker: • Experience in a product-led sales (PLS) or product-led growth (PLG) company where the buyer often starts with a free/self-serve tier before engaging sales. • Familiarity with selling to engineers and engineering managers as the primary buyer persona. • Experience with PostHog or competing products as a user or seller.

Responsibilities

• Own the outbound pipeline engine. Iterate on the targeting strategy, account selection criteria, and signal-based prioritization that tells your team who to reach and why now. Start with what doesn't scale, then systematize it. • Manage and develop a team of cracked BDRs, some of whom are here already (Andreas https://posthog.com/community/profiles/45941, Lorena https://posthog.com/community/profiles/42975, Melad https://posthog.com/community/profiles/45796). Coach daily on messaging, objection handling, qualification discipline, and outreach quality. Run weekly 1:1s focused on skill development, not just activity review. Build a ramp plan that treats the trajectory of learning as the primary leading indicator in the first 60 days. • Build the tooling and automation layer. Help design and maintain Clay.com http://Clay.com workflows, Salesforce enrichment processes, and AI-assisted sequence generation without being a slop-cannon. You should be able to build a Clay table from scratch, not just use one someone else built. • Own the metrics and reporting. Build pipeline generation dashboards, track leading indicators (response rates, meeting quality scores, AE acceptance rates), and produce a weekly pipeline generation report. Instrument everything in PostHog, Lemlist, and Salesforce to make it so. • Coach qualification discipline. Implement and coach a qualification framework that ensures meetings passed to AEs are qualified. Disqualification is a feature, not a failure – build the taxonomy and track the reasons. • Iterate on messaging and channels. A/B test outreach sequences across email, LinkedIn, video, X, Discord, TikTok and creative channels. Maintain a living playbook that captures what works, what doesn't, and why. • Collaborate with the TAE team https://posthog.com/teams/sales-cs on target refinement. Use feedback loops from AE deal outcomes to continuously sharpen targeting. • You report to Ben https://posthog.com/community/profiles/32367 (Revenue Leader). You'll work closely with Abhishek https://posthog.com/community/profiles/41271 (GTM Engineer) on tooling and data infrastructure. • PostHog BDR job listing https://docs.google.com/document/d/1P82XNIwbPRT3q0KyBlV76zd9i-_5udC_qKTyZJQwCJA/edit?usp=sharing – the role you'll be hiring for and managing • PostHog's ICP documentation https://posthog.com/handbook/who-we-are-building-for – the targeting foundation you'll build on • PostHog's public handbook on how we work https://posthog.com/handbook – the culture you'll operate within

Benefits

• You'll help build and scale our playbook – from targeting logic to tooling stack to coaching cadence to disqualification criteria. You'll have a small, high-potential team, a product that engineers love, transparent pricing that makes outbound easier (not harder), and a set of sales leaders who care more about pipeline quality than activity volume. • If you've been frustrated by BDR orgs that optimize for dials-per-day and ignore whether the meetings are any good, this is the opposite of that. We want the pipeline and we want to not ruin our brand. • PostHog's brand is a true advantage – prospects have often heard of us or used the free tier. Cold outreach here is warmer than most. • The New Business Sales team has a strong track record. Your pipeline will be worked by experienced, technical AEs who know how to close. • We value learning, being creative and standing out in the market more than a playbook you've done a thousand times. • PostHog's culture is async, remote-first, and low-meeting. You'll spend your time building and coaching, not sitting in standups.