Head of Outbound, North America

Job Description The Head of Outbound, North America will lead Sage’s largest outbound organization, overseeing approximately 150 Business Development Representatives and leaders across North America. This role is accountable for delivering the outbound-sourced pipeline plan across our Small Business and Mid-Market segments. This is a senior leadership role with significant scale and business impact. You will lead leaders, own outbound pipeline performance, and build the operating discipline required to deliver predictable growth.We have an established outbound model that is working. Your opportunity is to scale it while protecting conversion quality, strengthening leadership capability, and creating greater consistency and predictability across the organization.Location: This is a hybrid role requiring three days per week onsite at our Atlanta, Ponce City Market office.Key Responsibilities What You’ll OwnOutbound Pipeline PerformanceOwn outbound-sourced pipeline ARR against plan, with accountability extending beyond meetings booked to the quality and conversion of the pipeline created. You will monitor meeting-to-accepted-opportunity and closed-won conversion, deal-size mix, and cost per opportunity. In partnership with Sales and Finance, you will establish clear targets and work with Sales leadership to define consistent opportunity acceptance and disqualification standards.Outbound Operating ModelOwn the operating framework that enables BDR teams to execute effectively and consistently. This includes account targeting and prioritization through ZoomInfo and 6sense, sequencing and messaging through Outreach, pipeline and activity reporting through Salesforce, and call intelligence through Chorus. You will ensure teams understand not only what to execute, but why, and use performance data to identify and address gaps.Account-Based ExecutionLead and continue scaling our established account-based experience (ABX) motion. Using 6sense intent data and our account-scoring model, ensure teams prioritize the right accounts, apply the appropriate plays, and coordinate effectively with Marketing across advertising, content, and messaging. As the organization scales, you will strengthen execution, data quality, and conversion performance, with changes to the model driven by measurable results.Cold Outbound StrategyEnsure we maintain an effective cold outbound motion alongside intent-based strategies. When intent signals are limited, new segments emerge, or coverage gaps exist, you will guide the development of targeted lists, sequences, messaging, call strategies, and performance measures to determine effectiveness.Forecasting and PredictabilityOwn the monthly and quarterly outbound pipeline forecast and establish the operating cadence required to consistently improve forecast accuracy and pipeline predictability.Leadership and Manager CapabilityDirectly lead three senior leaders who oversee approximately 15 front-line managers. Build a strong leadership bench by ensuring managers are effectively selected, developed, coached, calibrated, and held accountable to consistent leadership and performance standards.Capacity and Coverage PlanningOwn the headcount and capacity model, including hiring velocity, ramp assumptions, productivity, and alignment of BDR resources to territories and segments within the Account Executive organization. At this scale, strong workforce planning and hiring execution are critical to achieving pipeline targets.Talent and Career DevelopmentBuild and maintain clear career and leveling frameworks for BDRs and managers. Strengthen the BDR-to-AE talent pipeline through defined readiness criteria, promotion expectations, and effective transitions into Sales. Create meaningful career paths that strengthen development, internal mobility, and retention.Compensation and IncentivesPartner with Finance and Revenue Operations to design and maintain BDR and manager compensation programs that align behaviors and incentives with business priorities and pipeline outcomes.AI and AutomationIdentify opportunities to responsibly use AI and automation to increase BDR effectiveness across account research, prioritization, personalization, call review, and agent-assisted workflows. Establish pilots, measure results, and scale solutions that demonstrate meaningful improvements in productivity or quality.Cross-Functional PartnershipBuild strong operating partnerships across Sales, Marketing, Revenue Operations, and Enablement. This includes establishing clear service levels for lead acceptance and follow-up, aligning on ideal customer profiles and target accounts, creating feedback loops around campaign conversion, supporting account planning and multi-threading for named accounts, and maintaining consistent data and reporting standards.The organization will be supported by a dedicated BDR operations and enablement pod, along with shared Revenue Operations and Enablement services.What Success Looks Like After 12 Months• Outbound-sourced pipeline ARR is at or above plan, while meeting-to-accepted-opportunity conversion is maintained or improved as volume increases.• Monthly outbound pipeline forecasts are within 10% of actual results.• The ABX motion is consistently executed across all 15 teams, with conversion quality maintained or improved for high-intent accounts and a defined cold outbound strategy supporting accounts without intent signals.• New-hire ramp time is reduced by 25% from the current baseline, with productivity measured and reviewed weekly.• Annualized regretted attrition is maintained below 5% across the organization.• A clear leveling framework is established for BDRs and managers, supported by defined BDR-to-AE readiness criteria and a consistent transition process into Sales.• All 18 leaders operate within a consistent management cadence covering forecasting, pipeline reviews, one-on-ones, coaching, and performance management.• BDR teams have a reliable, scalable technology environment supported by clean data, segment- and persona-specific sequences, and reporting that leaders use to drive weekly decisions.You will have:• 10+ years of sales experience, including at least 5 years in sales leadership.• At least 2 years leading a BDR or SDR organization of 50+ employees, with responsibility for multiple layers of management.• Demonstrated ownership of an annual outbound pipeline target of $50M+, with experience identifying performance gaps and implementing strategies to improve results.• Proven success building and developing front-line leadership capability at scale, including hiring, promoting, coaching, calibrating, and making talent decisions across a management team.• Experience designing or significantly evolving BDR compensation and incentive plans, with a strong understanding of how plan design influences behaviors and business outcomes.• Strong working knowledge of modern sales technology, including Outreach or Salesloft, ZoomInfo, 6sense or comparable intent-data platforms, conversation intelligence tools, and Salesforce reporting.• Experience implementing AI-assisted prospecting or sales workflows at scale, with the ability to measure and demonstrate impact on productivity, quality, or pipeline outcomes.• Experience leading outbound strategies across at least two customer segments, including Small Business, Mid-Market, and Enterprise, with a clear understanding of how the sales motion should adapt by segment.• Proven experience leading and scaling an established account-based outbound strategy in partnership with Marketing, using intent data and account scoring through platforms such as 6sense, Demandbase, or comparable solutions.• Deep understanding of traditional cold outbound, including account and list development, sequencing, messaging, calling strategies, and performance measurement, with the ability to determine when cold outbound or intent-led targeting is most effective.• Executive-level business acumen, with demonstrated ability to present pipeline forecasts, capacity and headcount models, and pipeline performance to senior leadership and translate data into clear business decisions.Perks? We have plenty.• Competitive salaries that landed us top 5% of similar sized companies (according to Comparably)• Comprehensive health, dental and vision coverage• 401(k) retirement match (100% matching up to 4%)• 32 days paid time off (21 personal days, 10 national holidays, 1 floating holiday)• 18 weeks paid parental leave for birth, adoption or surrogacy offered 1 year after start date• 5 days paid yearly to volunteer (through Sage Foundation)• $5,250 tuition reimbursement per calendar year starting 6 months after hire date• Sage Wellness Rewards Program ($600 wellness credit and $360 fitness reimbursement annually)• Library of on demand career development options and ongoing training offeringsDig deeper about who we are:Who is Sage: at Sage: Values & Behaviors: we make a difference: Business Cloud - SaaS for Every Business: #J-18808-Ljbffr