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Position number - 2877 At AppsFlyer, we believe every challenge is an invitation to innovate. We're looking for a Manager of Sales Development to lead our North America SDR team: Six reps in San Francisco running the top of funnel into the accounts that drive our new logo pipeline. You'll own how they prospect, how quickly they ramp to full productivity, and how the role itself evolves as AppsFlyer builds an AI-first go-to-market organization. About the Role AppsFlyer is the Modern Marketing Cloud trusted by more than 15,000 brands worldwide. North America sales development sits inside regional marketing org and creates the net-new pipeline behind our growth and enterprise business. The team runs the full top-of-funnel motion: Greenfield prospecting, competitive displacement against other measurement providers, and inbound qualification. You'll report to the Senior Director of Marketing for North America, and success in this role depends on operating in lockstep with regional sales, field marketing, and the global demand generation team. North America is also where AI-assisted sales development gets defined at AppsFlyer. Part of this job is deciding which parts of the motion software should run, which parts stay with people, and what an SDR's day looks like as that line moves. What You'll Do Lead the team Manage six SDRs directly. Own one-to-ones, coaching, ramp, territory and patch decisions, and performance. Stay close enough to the work that you notice when activity or results drift that week, and act on it, rather than finding it in a quarterly review. Set the standard for how the team operates and hold it, including when that means an uncomfortable conversation early instead of a harder one later. Own the craft Coach outbound calling directly. Listen to live calls and give reps specific, actionable direction on what to change and why. Own sequence quality, messaging, call structure, objection handling, and discovery. Take a sequence apart with a rep and rebuild it together. Have a point of view on the work: Which accounts are worth 1:1 personalization, which are best served by a strong pre-built cadence, and where the team's time is better spent elsewhere. Own pipeline quality Carry the team's pipeline target across both volume and quality of meetings generated. Protect focused time for named strategic accounts while driving coverage across the wider set of high-fit prospects. Own the metrics and act on them. Weekly pacing, per-rep diagnostics, and a clear read on where the funnel is leaking and why. Build the AI-assisted motion Own the AI tooling behind the team's output, from evaluation through implementation and day-to-day operation, across lead qualification, signal-based outbound, meeting preparation, and sequence generation. Define the plays, set the qualification and disqualification logic, and review what the agents produce before it reaches a prospect. Judge output honestly against a real quality bar and a real cost, and decide what earns a place in the motion and what does not. Shape what the team does with the capacity this creates, which we expect to shift toward the work that benefits most from a person in the room. Hire and develop people Own recruiting and onboarding as a standing part of the job. This team turns over by design: Strong SDRs graduate into Sales, Customer Success, and Marketing roles, and there is a path from Growth SDR into Enterprise SDR. Give every new rep a structured ramp with clear expectations and regular feedback, so they always know where they stand and have what they need to succeed. Build the assets that make ramp repeatable: A documented onboarding plan, a library of strong calls and sequences, and defined 30, 60, and 90 day expectations. What You Bring Recent hands-on outbound sales development experience. You have personally made the calls, written and tested the sequences, and learned the craft by doing it rather than by managing people who do. The ability to transfer that craft. You can sit with a rep after a difficult call and tell them precisely what to do differently. Direct management experience with SDRs or BDRs, covering hiring, ramping, coaching, and performance management. Daily fluency with AI tools and informed opinions about where they fail. Engineering skills are not required, but judgment is: The ability to take an agentic tool, point it at a real problem, evaluate the output without wishful thinking, and decide whether it belongs in the motion. Comfort with a role that is actively changing shape, and interest in being one of the people who determines that shape. Out-of-the-box thinking. The obvious plays are already running, and we want someone who finds the angle nobody else is working. Curiosity about the mobile app economy and how marketing performance is measured within it. This is a technical space where privacy rules, platform policies, and measurement methods change constantly, and the people who do well here want to understand how it works rather than only how to sell it. Autonomy. You set your own priorities, build your own process, and escalate the things that genuinely need a decision. Candor. You give feedback early and plainly, to your team and upward. Strong written and verbal communication, including the ability to present performance, a shortfall, and a credible plan to leadership. At AppsFlyer, we're committed to building a diverse and inclusive workplace. Don't meet 100% of the qualifications? If you're excited about this role and believe you have the skills to succeed, we encourage you to apply. Bonus Points Experience in MarTech, AdTech, mobile technology, attribution, analytics, or measurement platforms. Experience working with Mobile Measurement Partners (MMPs). Vertical depth in one of our priority industries (gaming, e-commerce, finance, media and entertainment). Experience selling or prospecting into marketing, growth, data, or product teams. Experience working with global teams across multiple time zones. Introduced by an AppsFlyer team member. This role is based in our San Francisco office and requires in-office presence four days per week. The team is co-located and the coaching happens shoulder to shoulder. For our SF-based candidates, the expected On Target Earnings (OTE) are between $180000 and $220000 (including bonus or commission). The offer varies on many factors, including market location, job-related knowledge, skills, experience, interview results, references, etc. As a global company operating from 25 offices across 19 countries, we reflect the human mosaic of the diverse and multicultural world in which we live. We ensure equal opportunities for all of our employees and promote the recruitment of diverse talents to our global teams without consideration of race, gender, culture, or sexual orientation. We value and encourage curiosity, diversity, and innovation from all our employees, customers, and partners. “As a Customer Obsessed company, we must first be Employee Obsessed. We need to make sure that we provide the team with the tools and resources they need to go All-In.” Oren Kaniel, CEO
Most are in India and the US. Here's how to pick the right one for you.
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WorkMundi's database shows 74,689 open sales positions globally. India leads with 17,483 jobs, followed by the US with 13,876. If you're open to geography, you have real options — but the sheer number means you need a filter. Don't apply to everything. Pick a country, a company size, and a sales model that matches what you actually want to do.
Almost 8 in 10 of these ads have their text written in English. That's useful for reading the job description and understanding what you're signing up for. But it tells you nothing about whether the role requires you to speak English with customers, partners, or your team. Ask the hiring manager directly during your first conversation.
The employers posting the most are boxlunch, SIMPLE RECRUIT, FlexBoard, and tmobile. If you see their name on a listing, you know they're actively hiring. That can work in your favor — high-volume recruiters often move faster. But volume also means competition. Your application needs to stand out.
Sales interviews almost always include a version of this: 'Tell me about a time you lost a deal. What did you learn?' Prepare a real story where you take ownership of what went wrong and what you'd do differently. Hiring managers want to see you learn, not just win.