Business Development Lead

About Skan AI

Be at the Forefront of the Agentic AI Revolution

At Skan AI, we are pioneering the context engine for human and agentic execution, bringing context from enterprise operators, systems, and processes to power how the world's largest organizations execute their most complex, mission-critical work.

Why Skan AI

We're in hyper-growth mode at exactly the right moment in history. As enterprises race to adopt agentic AI, we're uniquely positioned to deliver the clear signal they desperately need: a platform that trains and grounds AI Agents in trillions of real execution signals, enabling reliable, compliant automation of their most complex processes.

Backed by Dell Technologies Capital and other leading investors, we're the only company that can bridge the gap between AI's promise and enterprise reality, making us perfectly positioned to define the agentic era for modern enterprises.

Our diverse, collaborative team of 250+ innovators is solving category-defining challenges at the intersection of AI, process intelligence, and enterprise work. Diverse perspectives fuel breakthrough thinking, cross-functional collaboration is the norm, and our work directly transforms how Fortune 500 companies operate. We are shaping the future of work itself.

About the Role

We are looking for a Business Development Lead to run Skan's inbound and outbound pipeline generation motion and the team behind it. You own the sourced pipeline number, the playbook that produces it, and the hiring, ramp, training, and coaching of the BDRs who execute it.

This is a hands-on first-line leadership role. You will interview candidates, sit in on calls, rewrite sequences that are not working, and prospect directly into the most strategic accounts while the team ramps. You will work with Strategic Account Directors on coverage and target account lists, with Marketing on campaign design, inbound routing, and follow-up standards, with Partnerships on partner-sourced introductions, with Sales Enablement on onboarding, and with Revenue Operations on the data, reporting, and workflows the team runs on.

The ideal candidate has 5-8 years in business development or enterprise sales, including at least 2 years hiring and managing a business development team, and ideally has built a program rather than inherited one.

Key Responsibilities

Pipeline Generation Ownership

• Own the team's sourced pipeline target: qualified meetings held, accepted opportunities, and dollar value of pipeline delivered to Sales each quarter.
• Set individual rep targets, manage weekly attainment, and forecast sourced pipeline with Sales leadership.
• Prospect directly into the most strategic accounts, particularly while the team is ramping or a territory is uncovered.

Inbound & Outbound Playbook

• Own the playbook for both motions: target account selection, persona messaging, sequence design, channel mix, cadence, and inbound qualification standards.
• Set the standard for how much research sits behind each touch, and review outreach quality rather than activity counts alone.
• Test messaging and sequences systematically, keep what produces meetings, and retire what does not.
• Define what qualifies as a meeting worth a Strategic Account Director's time, and hold the team to that definition.

Hiring & Ramp

• Build the BDR team: define the hiring plan, headcount phasing, and candidate profile with Sales leadership and People.
• Own sourcing, interviewing, and closing candidates, and run a scorecard-based interview process that predicts who succeeds at enterprise prospecting.
• Design the ramp plan: what a new BDR must know and demonstrate at 30, 60, and 90 days, and certify each hire against it.
• Partner with Sales Enablement on company-wide onboarding, and own the role-specific training that sits on top of it.
• Build the career path out of the BDR seat into closing and other customer roles, with explicit promotion criteria.

Training & Coaching

• Own ongoing training for the team: account research, cold calling, discovery, inbound qualification, objection handling, and competitive positioning.
• Run weekly one-on-ones, call reviews, and live coaching, with specific and documented feedback.
• Build a coaching plan for each rep against named skill gaps, and track whether the gap actually closed.
• Manage performance against explicit standards, address underperformance early and directly, and retain the reps who are working out.

Territory Coverage & Cross-Functional Alignment

• Partner with Strategic Account Directors and Sales leadership on named account lists, coverage, and prioritization.
• Work with Marketing on campaign design, inbound lead routing, follow-up standards, and response times.
• Coordinate with the Partnerships team on partner-sourced and partner-influenced introductions.
• Partner with Revenue Operations on CRM data quality, pipeline generation reporting, and pipeline definitions.

Key Metrics for Success

• Sourced Pipeline: Dollar value of qualified pipeline generated by the team each quarter across inbound and outbound, against target.
• Qualified Meetings Held: Qualified meetings held by the team with target accounts.
• Meeting-to-Opportunity Conversion: Percentage of held meetings accepted as opportunities by Sales.
• Rep Attainment: Percentage of BDRs hitting individual target each quarter.
• Ramp Time & Certification: Average time for a new BDR to reach full productivity, and percentage certified on schedule.
• Hiring Plan Attainment: BDR hires made against headcount plan and timeline.
• Retention & Internal Promotion: Team retention and number of BDRs promoted into closing or senior roles.

Ideal Candidate Profile

• 5-8 years in business development, inside sales, or enterprise sales, including 2+ years directly managing an outbound team at a B2B SaaS company.
• Track record building a team and a pipeline generation program across inbound and outbound: hiring, ramp, target account strategy, messaging, sequence design, qualification standards, and the reporting behind it.
• Experience with enterprise outbound into Fortune 500 accounts and senior operating stakeholders (COO, CIO, transformation and automation leaders).
• Demonstrated hiring record: you have sourced, interviewed, and closed BDRs, and can point to reps you hired who were promoted into closing roles.
• Experience designing ramp plans, certification standards, and ongoing coaching programs for early-career reps.
• Hands-on with CRM (Salesforce or equivalent) and the prospecting stack, and comfortable building automated or agentic workflows into the pipeline generation motion.
• Strong analytical skills; you can tell a targeting problem from a messaging problem from an activity problem.
• Process intelligence, agentic AI, RPA, or automation domain experience a plus.

Why Join Skan AI?

• Be part of a category-creating company building the full agentic lifecycle.
• Build Skan's pipeline generation engine, and the team behind it, from the ground up.
• Join a passionate, global team united by curiosity, integrity, and impact.
• In-office and remote work mix with global exposure.
• Competitive compensation and equity opportunities.

Benefits

• 100% coverage of Health Care Plan (Medical, Dental & Vision)
• Retirement Plan (401k, IRA)
• Life Insurance (Basic, Voluntary & AD&D)
• Unlimited Paid Time Off (Vacation, Sick & Public Holidays)
• Short Term & Long-Term Disability
• Work From Home
• Stock Option Plan

Location Requirement: Candidates must currently reside in the United States and be eligible to work in the U.S. to be considered for this role.

Skan AI is an equal opportunity employer committed to building a diverse, inclusive, and respectful workplace around the world. We do not discriminate based on race, color, religion or belief, sex (including pregnancy, sexual orientation, gender identity, or gender expression), national origin, ancestry, age, disability, medical condition, genetic information, marital or family status, military or veteran status, or any other characteristic protected by applicable laws in the locations where we operate.

We welcome people from all backgrounds and provide reasonable accommodations throughout the hiring process.