Sales Development Manager

CargoSprint is made up of a world-class team of highly motivated individuals who are passionate about transforming the cargo industry. We have developed cutting-edge digital solutions that streamline cargo operations, enhance efficiency, and improve the overall experience for everyone involved. Our workplace fosters innovation, collaboration, and the drive to solve industry challenges.

You are passionate about the role and thrive on solving complex problems with a talented team of colleagues who both challenge and support you. You believe in lifelong learning, constantly honing your skills and staying on the cutting edge of technology. Most importantly, you want to engage your talents to make a meaningful difference by revolutionizing the cargo industry.

About the role

In the early days, you carry a personal book and model the exact behaviors you coach. You are also a central figure in our AI and automation roadmap — helping build the agent layer that lets a lean SDR team generate pipeline that most companies need twice the headcount to produce. As the team scales, your split shifts from player to coach. But you will never be entirely out of the game.
If you are the kind of manager who misses being in the trenches, loves getting hands-on with the tools, loves closing deals and teaching others how to do the same, is able and willing to go deep with data, and wants to build something rather than inherit it — read on.

• Directly and immediately manage a team of 5 SDRs in GDL, with a mandate to scale the team to 10+ thoughtfully over the next 12-18 months

• Own the hiring process end-to-end partnering with recruiting, HR and VP of Sales

• Run and continuously raise the bar on our 4-week onboarding program and CheckRide assessment — the gate every rep must pass before going live

• Deliver weekly 1:1s grounded in pipeline math and call quality, not vibes

• Identify the top 20% of performers, reverse-engineer exactly what they do differently, and make it the standard for the whole team

• Manage underperformers directly and with respect — do not let low performance linger

• In the near term, you hold a personal pipeline quota alongside the team — not as a safety net, but as a credibility signal and a live laboratory for what works best

• You model the multi-channel sequences, the MEDPIC qualification discipline, the objection handling. The team watches what you do, not just what you say.

• Your personal pipeline contribution will decrease as the team scales and your management surface area grows; the pace of that transition is performance-gated on both sides — your team's output and your own
• This is an explicit design choice. We do not want a manager who has forgotten what it feels like to get a no.

This is not a line item in your job description — it is one of the primary reasons this role exists.

• You are the business owner of the SDR agent layer: LinkedIn outreach automation, prospect research brief agents, call prep agents, inbound qualification automation, CRM data enrichment, follow-up sequencing, and more

• You work directly with Engineering and the CEO to scope, prioritize, test, and roll out each agent — translating floor-level workflow knowledge into clear engineering requirements

• You run adoption on the floor: training reps on new tools, tracking utilization rates, and creating a culture where the team sees AI as a superpower, not a threat

• You surface the next agent opportunities — you are closer to the manual work than anyone else, which makes you the most valuable voice in the automation backlog conversation

• You do not need to write code. You do need to be able to sit with an engineer, describe a workflow precisely, and know the difference between a well-scoped agent and a vague wish list.

• Weekly pipeline reporting to the VP of Sales: dials, connect rates, meetings booked, meetings held, SQL conversion, pipeline sourced by rep and by segment

• Monthly ELT metrics: SDR-attributed CAC payback, LTV:CAC by segment, ramp progress for new hires, agent utilization rates

• Team target: 3-4x AE quota in qualified pipeline per quarter at full ramp

• You know the difference between a reporting problem and a performance problem, and you act on both

• Codify what great looks like: the top-performer call scripts, the 14-day multi-channel sequence design, the MEDPIC qualification standard, the objection handling library

• Everything lives in Confluence — not in your head, not in a spreadsheet on someone's desktop. If you get hit by a bus, the team should be able to run the playbook without you.

• The playbook you build is the training curriculum for every future hire

• 5+ years in a B2B SDR or inside sales role, with at least 2 years in a team lead or management capacity

• Proven track record of hitting personal pipeline or quota targets — this is a player-coach role, and we will check the numbers

• Genuine fluency with a modern sales tech stack: Salesforce / SalesCloud, HubSpot or equivalent sequencing tool, ZoomInfo or similar data provider, LinkedIn Sales Navigator

• Strong working knowledge of AI tools and automation in a sales context — you don't need to write code, but you can sit with an engineer, describe a workflow, and evaluate whether a proposed agent actually solves the problem

• Experience hiring: you have run structured interviews, and made judgment calls on candidates that you stood behind

• Fluent English — you will communicate with US-based AEs, executive leadership, and customers daily. For the SDR function specifically, this is a hard threshold: you must be able to hold a prospect on the line after the first objection.

• Based in Guadalajara or willing to relocate, 3 days in office

• Experience in cargo, freight, logistics, payments, or supply chain technology — we will teach the domain, but familiarity shortens the ramp

• Familiarity with MEDPIC or similar qualification frameworks (MEDDIC, MEDDPICC, BANT)

• Experience with or strong interest in Never Split the Difference (Voss) methodology — it is woven into how our team sells

• Experience at a company scaling from $50M-$150M ARR — you know what it feels like to build infrastructure while the plane is flying

• Experience managing a nearshore or bilingual sales team

#LI-Hybrid

We’d love to hear from you! If you don’t meet all of the requirements exactly, we encourage you to use your cover letter to tell us about your unique experience—talent comes from many places, and skills are transferable.

At CargoSprint, we value diversity and inclusivity. We strive to create a welcoming and supportive community for employees from all backgrounds. Regardless of your gender, sexual orientation, physical ability, religion, ethnicity, race, or age, you will find a place where you can thrive and be your authentic self.

Our CargoSprint Recruitment Team personally reviews every application.