BDR Manager

Job Description

Job Description New Ops - APAC \n
\n Company: Wayflyer Prepared by Scott Nevison | 17 September 2026 \n
\n LOGISTICS \n
\n Fee and Agreement: Exclusivity under discussion with Karen. Brian Kenny has indicated Bluebird is the preferred partner going forward subject to pipeline delivery. One legacy agency relationship remains active for occasional CVs. Larger agencies (Talent, Cherry, Stallions) have been declined by Brian directly. \n
\n Role: BDR Manager, Sydney \n
\n Compensation: Circa $200k OTE on a 70/30 split. Roughly $140k base plus $60k variable. Monthly commissions, accelerators above full attainment, RSUs and stock options. No sign-on bonus. Managers typically attain 90% to 120%. \n
\n Location: Kent Street \n
\n WFH policy: Hybrid, three days in office, Fridays mandatory including morning huddle \n
\n Timeline: Ideal start November. Process needs to complete inside roughly two weeks assuming four weeks' notice. Dublin is aligned on urgency. \n
\n ATS: Ashby, Bluebird has access \n
\n ABOUT THE COMPANY \n
\n Founder/Business story: Irish-founded fintech. Scaled post-seed ($10m) to post Series B ($150m), hitting a $1.5bn valuation as the sixth Irish unicorn and the fastest Irish startup to get there. Roughly USD $7bn deployed globally. Offices in Dublin (HQ), London, New York, Charlotte, Berlin and Sydney. Sydney office has doubled in size, moved twice and launched a new product inside twelve months. \n
\n Industry: Fintech, e-commerce financing and SME lending \n
\n Product: Direct lender, not a broker. Deploys its own capital backed by Tier 1 banks including J.P. Morgan. Data-driven underwriting gives merchants a multiple of top-line revenue, non-dilutive, topped up automatically as revenue grows. A merchant doing $100k a month accesses up to $200k. Banks are cheaper but take roughly three months to lift a limit. Wayflyer takes a week. Facilities run to $1m today, moving to $2m to $3m by end of next year against Prospa's typical $250k ceiling. \n
\n Size and functions of local team: Around 30 in Sydney with six open roles, targeting 45 to 50 by end of 2027. Seven AEs under Ciaran Macwhite. Eight BDRs. Separate broker network running $200k net income monthly, forecast to $1.2m to $1.3m within twelve months. \n
\n ABOUT THE ROLE \n
\n Role description: \n
\n Replacing Cristina Borcea, who is relocating to Ireland. The seat is vacant now and Brian has called it one of his most pressing hires. \n
\n This is a genuine player-coach role weighted heavily toward hands-on coaching. Brian was explicit that he is not hiring a sales development manager who runs the team from a dashboard. The daily work is a BDR saying they made thirty cold calls and booked nothing, and the manager listening back to those calls and showing them what to do differently. Personal outbound credibility is the load-bearing requirement. \n
\n The team is eight BDRs, skewing junior, with several approaching promotion, so hiring and ramping is part of the mandate. An inbound channel is being built which may add SDR headcount under this seat over time. \n
\n Quota is measured in passes, meaning opportunities cleared through the credit committee each month. Junior BDRs carry six, seniors carry eight, and those roll up to the manager. Seasonal, dropping to four or five per rep across January to March. Meeting volume is explicitly not the measure. A rep can book a hundred meetings and still fail if the accounts were never going to clear credit, so ICP discipline is the thing being coached. \n
\n Territory is Australia across SMB, e-commerce, wholesale brands and Amazon Marketplace. \n
\n Employee Value Proposition: \n
\n The outbound stack is genuinely better resourced than direct competitors, including a dialer Prospa does not have, an AI tool that listens to recorded calls and gives live coaching feedback, plus site traffic and social growth data used as buying signals. Full team visibility on messaging and booked meetings means coaching happens in the open rather than behind closed doors. \n
\n Pace is the repeated theme from people joining out of slower Australian businesses. Brian's framing is that the bar is high, everyone in the business is smart, and people routinely say they learned more here than anywhere else in their career. \n
\n Barangaroo office, corner position over the water, strong natural light. 25 days leave, ClassPass, $1,500 learning budget, global kickoff in Dublin, RSUs and stock options. \n
\n ABOUT THE CANDIDATE \n
\n Must haves: \n
\n 1 to 2 years of people management or team lead experience. Explicitly not a heavily experienced leader. \n
\n Personal outbound credibility, recent enough to coach cold calling convincingly. Must have carried a bag themselves. \n
\n SMB high-velocity environment. Not an enterprise seller. \n
\n Genuinely hands-on coaching style rather than a data-and-dashboard manager. \n
\n Comfortable in chaos, fast pace and ambiguity. \n
\n Australian work rights strongly preferred. No sponsorship for BDR roles at all, and only exceptional cases considered for this seat. \n
\n Nice to have: \n
\n Lending, fintech, payments or e-commerce background. A candidate who already knows the competitive set arrives able to coach ICP on day one, which is the hardest part of the job. \n
\n HubSpot, dialer-led outbound, sequencing and AI call coaching tooling \n
\n A high-performing senior AE who has hit a management ceiling elsewhere and genuinely wants to coach rather than close. Brian is open to this profile. \n
\n Female candidates are being deliberately over-indexed in sourcing to address a gender balance issue in the Sydney leadership group. Treated as a soft weighting factor in building a balanced slate, not a screening filter. \n
\n Red flags: \n
\n Anyone treating this as a twelve-month stepping stone to second-line leadership. There is no BDR director role in Australia in the near term and the global Head of Business Development sits in Dublin. Flight risk is Brian's single biggest concern. He wants someone who sees managing eight people at a global fintech as the challenge itself. \n
\n Enterprise sales background with long cycles and committee selling \n
\n Visa-dependent candidates, on retention risk rather than cost. Wayflyer already turns away high volumes of Irish candidates needing sponsorship. \n
\n Career managers who have been off the phones for years \n
\n More than roughly five years of management experience \n
\n Hiring Process: \n
\n Senior BDR Manager, Dublin \n
\n Head of Business Development, Dublin \n
\n In person in Sydney with Brian Kenny and Ciaran Macwhite \n
\n Optional 30 minutes with the Global Sales Director for borderline candidates \n
\n Intro: \n
\n CRM: Ashby, Bluebird has access \n
\n VIDEO: \n
\n INTAKE: Wayflyer | BDR Manager (Sydney) | Client Intake Form | Bluebird Recruitment