Gtm Manager Jobs in Massachusetts

ABOUT THE ROLE

The GTM Growth Manager leads the BDR organization within Marketing and owns the operating system that turns inbound demand and targeted outbound activity into qualified, sales-accepted pipeline. The team includes two enterprise outbound BDRs, one Healthcare outbound BDR, one Energy outbound BDR, and two generalized inbound BDRs based offshore.

This is a hands-on people leadership and pipeline execution role. The manager translates go-to-market priorities into rep-ready plays, coaches the team, maintains disciplined handoffs with Sales, and uses funnel data to improve conversion. The role carries a team pipeline target and does not rely on an individual prospecting quota as the primary measure of success.

Role mandate: Build one connected growth engine with fast, consistent inbound qualification; focused enterprise and vertical outbound; and clear accountability from first touch through sales acceptance.

WHAT SUCCESS LOOKS LIKE

• Inbound demand is handled through a reliable, measurable process with clear response, qualification, routing, and recycling standards.
• Outbound reps run focused account and vertical plays that create qualified pipeline, not just meeting volume.
• Sales trusts BDR handoffs because acceptance criteria, context, and follow-up expectations are clear.
• Marketing receives structured feedback from live prospect conversations and uses it to improve campaigns, content, targeting, and messaging.
• Leadership can forecast BDR contribution using a consistent scorecard by source, play, vertical, and rep.

CORE RESPONSIBILITIE

Lead and develop a distributed BDR team

• Manage six BDRs across the United States and offshore locations, with clear goals, role expectations, capacity plans, and performance standards.
• Run weekly one-on-ones, call and sequence reviews, pipeline inspection, coaching plans, and regular performance calibration.
• Build onboarding and ongoing enablement for enterprise, Healthcare, Energy, and inbound qualification motions.
• Create one team culture across locations while preserving distinct inbound and outbound responsibilities.
• Partner with People teams on hiring, performance management, career development, and succession planning.

Own the inbound qualification engine

• Define and manage tiered response SLAs, qualification standards, routing logic, meeting scheduling, dispositions, and lead recycling.
• Ensure the two inbound BDRs can qualify across the portfolio and escalate strategic or complex inquiries through a documented path.
• Inspect lead quality, response coverage, meeting show rates, sales acceptance, and opportunity conversion to identify leakage.
• Maintain QA, call guidance, objection handling, and process documentation for the offshore team.
• Work with Revenue Operations to keep routing, alerts, ownership, and CRM data accurate.

Build and run the outbound pipeline engine

• Translate quarterly Marketing and Sales priorities into named-account, enterprise, Healthcare, and Energy plays.
• Co-develop target account lists, personas, triggers, messaging, offers, and multichannel sequences with Campaign Management.
• Set account coverage and follow-up standards, inspect execution quality, and remove obstacles that slow prospecting.
• Use prospect feedback and performance data to improve plays, retire weak approaches, and scale the motions that produce accepted pipeline.
• Keep vertical playbooks aligned to approved current-state messaging and separate present capabilities from roadmap themes.

Maintain tight Marketing-Sales operating alignment

• Co-own qualification criteria, handoff requirements, rejection reasons, service levels, and feedback loops with Sales and Revenue Operations.
• Establish weekly operating reviews for performance and pipeline, plus recurring calibration with sales leaders and AEs on quality.
• Coordinate outbound account ownership and contact strategy so BDR activity supports, rather than conflicts with, AE plans.
• Resolve routing, coverage, and ownership issues quickly, with clear decision rights and documented changes.
• Represent frontline buyer feedback in campaign planning, messaging reviews, and quarterly go-to-market decisions.

Run the business with data and discipline

• Own the BDR forecast, team scorecard, capacity view, and weekly reporting to Marketing and Sales leadership.
• Track leading and lagging indicators across inbound and outbound, including held meetings, sales acceptance, opportunities, sourced pipeline, and downstream conversion.
• Partner with Revenue Operations on attribution, dashboard definitions, CRM hygiene, and tool adoption.
• Use conversion data to adjust staffing, territories, account lists, enablement, sequencing, and campaign follow-up.
• Build a practical test-and-learn rhythm that changes one material variable at a time and documents what the team learns.

ROLE SCOPE AND DECISION RIGHTS

OWNS

• Team performance and coaching
• Inbound and outbound execution
• BDR forecast and scorecards
• Qualification process and QA

CO-OWNS

• ICP and account prioritization
• Pipeline targets and handoff SLAs
• Sales acceptance definitions
• Attribution and funnel reporting

PARTNERS ON

• Campaign and field strategy
• Product and vertical messaging
• AE opportunity strategy
• Hiring, compensation, and enablement

REQUIRED QUALIFICATIONS

• Six or more years of experience in B2B sales development, demand generation, growth, revenue operations, or a related go-to-market function.
• Two or more years of direct people management experience, with responsibility for team goals and performance.
• Demonstrated experience running both inbound qualification and outbound prospecting motions in an enterprise or complex B2B environment.
• A record of managing to pipeline and conversion outcomes, not activity metrics alone.
• Experience leading distributed or offshore team members and maintaining consistent service and quality standards across time zones.
• Strong working knowledge of CRM, marketing automation, sales engagement, reporting, routing, and data hygiene practices.
• Ability to coach calls and written outreach, diagnose funnel problems, and turn strategy into clear rep workflows.
• Strong communication and cross-functional influence with Marketing, Sales, Product Marketing, Revenue Operations, and senior leadership.

PREFERRED EXPERIENCE

• Verticalized go-to-market or account-based programs, especially in Healthcare, Energy, regulated industries, or information management.
• Building or restructuring a BDR organization inside Marketing.
• Managing an outsourced or partner-supported offshore team.
• Designing compensation, territory, account coverage, or pipeline scorecards with Revenue Operations.

PRIMARY PERFORMANCE MEASURES

PIPELINE AND QUALITY

• Team-sourced sales-accepted opportunities and pipeline
• Held meeting to sales acceptance conversion
• Sales-accepted opportunity to pipeline conversion
• Pipeline and conversion by rep, source, play, and vertical

SERVICE AND EXECUTION

• Inbound response and disposition SLA attainment
• Outbound target-account coverage and penetration
• Forecast accuracy, CRM hygiene, and follow-up completion
• Rep attainment, ramp time, coaching progress, and retention

EXPECTED FIRST 90 DAYS

First 30 days: Assess talent, workflow, tools, baselines, current pipeline, and Sales expectations. Confirm roles, reporting lines, coverage, and immediate process risks.

By day 60: Launch role-specific scorecards, routing and SLA standards, coaching cadence, account plans, vertical playbooks, and Sales acceptance feedback.

By day 90: Operate a stable weekly forecast, show early conversion trends by lane, close major handoff gaps, and present a prioritized optimization plan for the next two quarters.