Manager, NA Sales Development

Amex GBT is building a phone-first outbound culture in our mid-market segment rooted in real conversations, critical thinking, and a fundamentally different approach to how sales development teams create pipeline. We're seeking a coaching-first leader who believes the best way to build a high-performing team is to be in the work alongside them—coaching in real time, modeling excellence, and creating an environment where every prospect conversation is a strategic opportunity to learn, connect, and advance.

This role is the face of Amex GBT's mid-market sales development organization. You will set the tone, drive the culture, and be the standard your team measures themselves against. You'll lead from the trenches, not from behind a desk, with your calendar protected for coaching, strategy, and the work that directly drives pipeline and performance.

WHAT YOU'LL DO

• Coach in Real Time: Listen to calls, sit with reps during prospecting blocks, run live coaching sessions, and demonstrate what great outbound conversations sound like—developing your team in the moment, every day
• Lead from the Front: Pick up the phone alongside your team to model techniques, spark momentum, and show reps what excellence looks like through your own work
• Build a Phone-First Culture: Champion a culture where the phone is the primary weapon, helping your team understand that outbound is about understanding prospects and building genuine pipeline through real engagement
• Shape Outbound Strategy: Bring front-line intelligence and creative approaches to Amex GBT's evolving outbound playbook, identifying gaps and collaborating with the Transformation & Strategy pod to improve messaging, sequencing, and account engagement
• Own Team DNA & Culture: Know every person on your team—what drives them, where they're growing, and what's holding them back—creating an environment where top performers thrive and the standard is both high and supported
• Make Data-Informed Decisions: Use analytics to inspect what you expect and ask better coaching questions, leveraging dashboards as a tool to inform your time with people, not replace it
• Drive Cross-Functional Impact: Represent your team across the organization with credibility, collaborate effectively with AE Leaders, and ensure sales development efforts translate into real business outcomes
• Attract & Retain Top Talent: Identify high-potential sales development talent, accelerate their development, and create a team environment where A-players seek out opportunities to work for you
• Measure What Matters: Understand not just what's happening with your team's performance, but why—the trends, initiatives, and coaching themes driving every result
• Champion Pipeline Quality: Build a competitive advantage through meaningful conversations and strong pipeline generation that outpaces teams relying primarily on automation

WHAT WE'RE LOOKING FOR

• Proven Coaching-First Leadership: Track record of developing every person on your team with a genuine belief that your primary job is people development, reflected in measurable improvements in rep performance and ramp times
• Deep Phone-First Conviction: Authentic belief that real pipeline is built through conversations, not just sequences and automation, with demonstrated success leading outbound teams through this model
• Strategic Outbound Creativity: Strong instincts for messaging, positioning, and account engagement that go beyond standard playbooks, bringing fresh ideas grounded in front-line intelligence
• Natural Curiosity: Genuine interest in understanding the business, market dynamics, and your prospects—you ask why before prescribing how
• Lead by Example: Comfortable and confident picking up the phone yourself; you never ask your team to do something you wouldn't do
• Data Literacy with Purpose: Capable of building your own reports and reading dashboards, but you use data to drive coaching and decisions—not to avoid being present with your team
• High Emotional Intelligence: You read your team well, know when to push and when to support, and adapt your leadership style to each person's needs
• Talent Magnet: Proven ability to recruit and retain successful talent; people want to work for you and stay because you invest in their growth
• Cross-Functional Credibility: Strong collaborator who represents the sales development organization with professionalism and earns trust through consistent results
• Culture Builder: Maniacally focused on building something special—creating an environment where your team feels challenged, supported, and genuinely invested in their work

COMPENSATION & GROWTH