At Levitate, we’re on a mission to make a real impact - for our customers, our team, and the world around us. We believe the best work comes from people who are curious, driven, and excited to grow. Our five core values guide everything we do, and we look for teammates who embody the traits that make those values come to life:

Creating Magic ✨ You have the persistence and grit to turn ambitious ideas into remarkable outcomes.

Showing Customer Empathy ❤️ You bring humble confidence, listening deeply, and putting customers first.

Making Data-Driven Decisions 📊 You pair creativity with insights to make smarter, faster choices.

Focusing on Solutions, Not Problems 🔍 You approach challenges with positivity and critical thinking, always looking for the way forward.

Making Small Improvements Every Day 🌱 You embrace coachability and lean into discomfort to grow, improve, and drive lasting change.

Here, you won’t just do a job, you’ll help create meaningful experiences, solve real problems, and shape the future of our company.

At Levitate, the Manager role is the first step into people leadership. Managers are responsible for the day-to-day performance of their team and for developing individual contributors through consistent coaching, clear expectations, and reliable execution of established playbooks.

The Sales Development Manager is responsible for the daily and weekly execution, performance, and development of a team of SDRs. You will coach reps to hit their goals, run a clean forecast, reinforce best practices, and build a strong team culture grounded in accountability and growth.

This role is execution-focused and people-centric. Success comes from reliably executing the systems and playbooks defined by Director-level leadership and ensuring your team performs to standard.

Responsibilities

Own Team Performance & Execution

• Own your team’s daily and monthly meeting and pipeline goals, ensuring consistent execution against targets.
• Run a clean, accurate forecast for your team and understand what’s driving performance week to week.
• Identify underperformance early and take action through coaching, feedback, and clear expectations.
• Ensure your team executes consistently on established playbooks, messaging, and processes.

Coach and Develop SDRs

• Provide regular, structured coaching to SDRs focused on skills, behaviors, and results.
• Clearly articulate the “why” behind expectations and best practices, not just the “what.”
• Identify high-potential reps and invest in their development over time.
• Create an environment where feedback is direct, timely, and oriented toward improvement.

Have Crucial Performance Conversations

• Hold direct, honest conversations with underperforming reps.
• Set clear expectations for improvement, follow up consistently, and document progress.

Build Team Culture & Accountability

• Set the tone for professionalism, effort, and ownership within your team.
• Reinforce standards around activity quality, meeting quality, and internal collaboration.
• Model the behaviors you expect from your team.

Managing Up Effectively

• Communicate regularly with your Director, VPs, and C-level as needed about team performance and challenges.
• Provide accurate, timely information when asked and flag issues early.
• Demonstrate a basic understanding of root causes related to team execution and culture.
• Proactively create and distribute coverage plans in the event of paid time off. In summary, we always have a plan.

What Success Looks Like

• Your team consistently hits or trends toward its goals.
• Underperformance is addressed early and directly through coaching and feedback.
• Reps understand expectations and feel supported in improving their performance.
• Forecasts are accurate and trusted.
• The team executes reliably against established playbooks without constant intervention.

What we’re looking for

• Prior experience as a high-performing SDR or equivalent sales role.
• First-time or early people leadership experience preferred.
• Strong coaching instincts and comfort giving direct feedback.
• Ability to stay organized, manage details, and run a tight weekly cadence.
• Clear communicator who can manage both up and down effectively.
• Developing sense of ownership and interest in growing into broader leadership over time.

Planning Horizon & Scope at Levitate

• Problem scope: Team-level execution and performance
• Planning horizon: Daily and weekly
• Primary focus: Coaching, execution, culture, and individual development
  Growth path: Consistent performance as a Manager is the primary path to Senior Manager

Our commitment to our staff is showcased not only through our strong company culture, but also through our employee-centric benefits and programs including:

• Daily catered lunches from locally-owned restaurants and diverse snack offerings
• Employee-led groups (run club, disc golf club, and book club, just to name a few) that bring employees with similar hobbies and interests together to inspire and build relationships
• Plentiful opportunities to volunteer with and contribute to local organizations that align with the passions of our staff
• Flexible PTO to facilitate strong work-life balance
• Paid parental leave that provides employees with support and flexibility as they grow their families
• Extensive benefit options including healthy lifestyle reimbursement, 401(k) matching, HSA/FSA, dental, vision, and mental health coverage, and much more
• Culture Crew and Emerging Leader programs to foster employee leadership development, inclusivity, and connection through year-round trainings and events