Manager, Business Development Representatives

Everbridge helps organizations anticipate, mitigate, respond to, and recover from critical events. Our Business Development organization plays a foundational role in driving pipeline creation, strengthening sales alignment, and developing future sales leaders across Commercial, Enterprise, Public Sector, and Healthcare markets. 

Role Overview

Everbridge is seeking a Manager of Business Development Representatives to lead, coach, and scale a high-performing team of 10–11 tenured BDRs. This role sits within the Marketing organization and partners closely with Sales, Marketing Operations, and Revenue Operations. 

This role goes beyond reviewing dashboards or tracking activity. The Manager is expected to interpret trends, diagnose performance drivers, and propose solutions that continuously improve Everbridge’s hybrid inbound and outbound motion. 

As Everbridge continues to evolve its go-to-market strategy, this leader will play a critical role in strengthening cold prospecting discipline, self-sourced pipeline (“BDR selfies”), and outbound execution, while maintaining a high-performance, high-trust culture. 

• Team Leadership & Coaching 
• Lead, develop, and motivate a team of 10–11 BDRs with ~1+ year average tenure. 
• Conduct consistent 1:1s, call reviews, deal reviews, and skill-based coaching. 
• Coach the Xs and Os of prospecting, including: 
• Cold calling structure and execution 
• Objection handling 
• Email and sequence strategy 
• Account selection and prioritization 
• Provide real-time, actionable feedback on calls, messaging, and outbound campaigns. 
• Create individualized development plans focused on performance improvement and long-term career growth. 

• Lead execution of a hybrid BDR motion, balancing inbound responsiveness with disciplined outbound prospecting. 
• Establish and reinforce clear expectations that ~70% of pipeline is BDR self-sourced and ~30% is Marketing-sourced on a monthly and quarterly basis. 
• Acknowledge natural variability in inbound flow (e.g., occasional 50/50 months) 
• Maintain consistent accountability to outbound effort, discipline, and outcomes 
• Own and enforce outbound activity standards, including call volume, sequencing strategy, account prioritization, and messaging quality — not just pipeline outcomes. 

• Analyze performance data daily and weekly to understand what the data is saying — and why. 
• Define, monitor, and enforce funnel metrics from activity → S1 → S2 → S3, ensuring consistency and accountability across the team. 
• Monitor and optimize: 
• Activity and productivity metrics 
• Conversion rates 
• Pipeline creation by source 
• Self-sourced vs. inbound contribution 
• Translate insights into clear, actionable coaching plans that improve results. 
• Accurately forecast pipeline and performance at the team level. 

• Build strong, trusted relationships with AEs and Sales leadership. 
• Ensure clean handoffs, tight qualification, and accountability beyond S2. 
• Stay connected to pipeline to prevent deals from stalling or dying. 
• Hold BDRs accountable for pipeline quality, follow-through, and continued engagement. 
• Align BDR activity with AE pipeline needs and broader company priorities. 

• Build and sustain a high-performance, high-trust culture where accountability and positivity coexist. 
• Set clear standards for effort, professionalism, resilience, and collaboration. 
• Coach with empathy, clarity, and consistency. 
• Create an environment where: 
• Wins are celebrated 
• Feedback is direct and constructive 
• Underperformance is addressed early and clearly 
• Be measured not only by quota attainment, but by team engagement, consistency, development, and cultural health. 

• Lead the team through ongoing process, tooling, and motion changes as Everbridge continues to evolve its go-to-market strategy. 
• Pilot new outbound plays, cadences, messaging, and tools; measure results and scale what works. 
• Encourage responsible experimentation while maintaining focus on core outbound and pipeline priorities. 
• Act as a thought partner to leadership in refining ICP definition, outbound strategy, and prospecting best practices. 

• Experience managing BDRs, SDRs, or sales development ICs (recommended, not required). 
• Deep knowledge of outbound prospecting, cold calling, and pipeline creation. 
• Strong analytical skills with the ability to turn metrics into decisions and action. 
• Proven ability to drive performance through structured coaching and accountability. 
• Entrepreneurial mindset — thrives in change, ambiguity, and evolving expectations. 
• Highly coachable leader who actively seeks feedback and partners closely with the Director to refine strategy and execution. 
• Excellent communication skills and executive presence. 
• Ability to lead with both high standards and humanity. 

The reasonably estimated salary for this role at Everbridge ranges from $75,000 - $100,000 and may also include variable compensation. Actual compensation is based on factors such as the candidate's skills, qualifications, and experience. In addition, Everbridge offers a wide range of best in class, comprehensive and inclusive employee benefits for this role including healthcare, dental, parental planning, and mental health benefits, disability income benefits, life and AD&D insurance, a 401(k) plan and match, paid time off, and fitness reimbursements.

Fair Chance Statement US & Canada

We are committed to providing equal employment opportunities in compliance with all applicable Federal, Provincial/State and Local laws, including the California Fair Chance Act and any local County Fair Chance Ordinance (or local equivalent). Pursuant to these and other relevant regulations, we consider qualified applicants with criminal histories in a manner consistent with the law.

For roles subject to background checks, the following material job duties may be affected by an applicant’s criminal history:

- Access to sensitive or confidential information, such as financial records, proprietary data, or client information.

- Management of cash, company funds, or other valuable assets.

- Work in environments requiring heightened security measures.

- Compliance with contractual or regulatory requirements specific to the position.

We evaluate each applicant's criminal history individually, considering its nature, timing, and relevance to the specific job duties, while maintaining our commitment to fair hiring practices and promoting workplace equity.

About Everbridge

Everbridge empowers enterprises and government organizations to anticipate, mitigate, respond to, and recover stronger from critical events. In today’s unpredictable world, resilient organizations minimize impact to people and operations, absorb stress, and return to productivity faster when deploying critical event management (CEM) technology. Everbridge digitizes organizational resilience by combining intelligent automation with the industry’s most comprehensive risk data to Keep People Safe and Organizations Running™. For more information, visit www.everbridge.com, read the company blog, and follow on Twitter. Everbridge… Empowering Resilience

Everbridge is an Equal Opportunity/Affirmative Action Employer. All qualified Applicants will receive consideration for employment without regard to race, creed, color, religion, or sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.