🚀 We’re on a mission to make real estate transactions smarter, faster, and friction-free.
🏢 Real estate is the world’s largest asset class, yet the legal processes and tools behind it remain slow, manual, and underinvested. Lawyers must review dense documents line by line and piece together information across silos, all while clients demand faster, more transparent due diligence.
🤖 That's where we come in. Orbital Copilot is the AI assistant built exclusively for commercial real estate law. Developed with former practicing real estate lawyers, it accelerates complex due diligence by up to 70% while delivering legal-grade precision.
💰 We’ve just raised a $60m Series B to accelerate our UK/US expansion.
🤝 We're trusted by leading firms like Goodwin and BCLP to remove the busywork so legal teams can focus on what they do best: applying sharp legal judgment, delivering standout client service, and getting deals over the line faster.
💡 Working at Orbital means joining a team that's reimagining how real estate transactions get done - moving fast, working collaboratively, and giving people the ownership to make a real impact from day one.
Are you ready to take your sales leadership career to the next level? We're looking for a hands-on, enablement-first BDR Manager to lead our New York-based team and own the onboarding, coaching, and ramp of new hires as we scale in the U.S. If you thrive in a fast-paced SaaS environment, love developing early-career talent through consistent 1:1s and daily roleplays, and want real ownership of team attainment, this could be your next big move. This is a hybrid role in NYC (Monday, Wednesday, Thursday in-office; Tuesday and Friday remote) where phone-first coaching is critical to success.
Team Leadership & Management: Lead a New York–based BDR team (starting ~4–6 reps, scaling to ~6–8) with a strong focus on supporting new hires through their ramp period, ensuring team attainment rolls up to you.
Onboarding Ownership ("Train the Trainer"): Partner closely with the hiring manager to learn the current onboarding program, then progressively take full ownership, running sessions end-to-end for future cohorts and continuously improving the experience.
Coaching & Daily Enablement (Phone-first): Run a high-touch coaching cadence—weekly 1:1s, daily roleplays, call coaching, and scenario-based training—to build confidence and consistency in phone-led prospecting (a core driver of success for the team).
Ramp & Productivity Management: Guide reps through a structured ramp (with clear early targets) and provide the ongoing support, accountability, and feedback needed to help them hit full productivity.
Outbound Strategy & Creative Iteration: Bring fresh ideas for sequences, messaging, talk tracks, and personas—adding "new spokes to the wheel" while building on what's already working.
Performance Tracking & Reporting: Monitor activity and outcomes across the team, using data to spot coaching opportunities, improve conversion rates, and keep progress visible and predictable.
Tools, Workflow & Process Improvement: Help the team get the most out of HubSpot and key prospecting/enablement tools (e.g., Apollo, LinkedIn Sales Navigator, Jiminny), and contribute to evaluating/rolling out new tooling (e.g., dialers) as the org scales.
Cross-functional Collaboration: Partner tightly with Sales leadership and the broader go-to-market team to align on messaging, feedback loops, and BDR-to-AE handoffs to ensure high-quality meetings and pipeline.
3–5 years of experience in a BDR/SDR or outbound sales role, with 1+ year as a BDR/SDR Team Lead or Manager in a B2B SaaS environment.
Prior first-hand experience as a BDR/SDR is required (you've done the job and can lead by example).
Strong enablement mindset with proven ability to onboard, ramp, and coach new hires through their first 90 days (and beyond) via structured training, role plays, and consistent 1:1s.
Experience leading a small team (typically 4–8 reps)
Track recording of meeting or exceeding KPIs (e.g. pipeline targets)
Strong phone-first outbound expertise (call coaching, talk tracks, objection handling, and daily call/roleplay routines); comfortable operating in a high-call motion.
Proficiency with HubSpot (preferred) and modern outbound tools such as LinkedIn Sales Navigator and Apollo; experience leveraging conversation intelligence tools (e.g., Jiminny or similar) is a plus.
Data-driven approach to performance management, including KPI tracking, reporting, and using insights to improve conversion rates and rep performance.
Strong communication and collaboration skills, with the ability to align closely with sales leadership and cross-functional partners on messaging, handoffs, and continuous process improvement.
Ability to demonstrate past experience and practical, thoughtful perspective on using AI tools for research, personalization, and productivity (without relying on generic "AI automation" jargon).
Salary: $115-126,500 (OTE $165-180,000)
401(k) Plan: Match 100% of contribution up to 4% of salary.
Paid Time Off (PTO): 20-days per year.
Sick Time off: 40 hours
Health Insurance: Competitive medical, dental, and vision plan.
Professional Development: $1,200 stipend per year
Commuter Benefits: Allocate pre-tax earnings to cover eligible commuting expenses.
In-Office Perks: Late night office dinner and weekly team meals.
Equity Participation: You will be granted stock options in a fast growing start-up!
🔒 Security is everyone’s responsibility at Orbital. We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards. Spot something unusual? Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.
💡 At Orbital, we’re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you.
💰 This hiring range is a reasonable estimate of the base pay range for this position at the time of posting. Pay is based on several factors, which may include job-related knowledge, skills, experience, and business requirements.
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