Founding BDR
Sprites is building AI agents for performance marketing. Companies connect their ad accounts and Sprites handles research, campaign creation, optimization, insights, SEO, and AI visibility across Meta, Google, LinkedIn, Reddit, and more. We’re YC-backed (W22), early, fast-moving, and already driving measurable results for customers. We’re hiring a founding BDR to help us scale outbound and grow pipeline. This role is heavily focused on outbound execution: cold calling, prospecting, qualifying leads, and booking demos. If you enjoy high-volume outreach, fast feedback loops, and getting better every week, you’ll fit in well here. You’ll join early, but not at zero. We already have customers, case studies, outbound infrastructure, and a repeatable sales motion. Your job is to help us improve and scale it. You’ll work directly with the founders on: - outbound campaigns across email and cold calls - prospecting and account research - qualifying and booking demos - improving messaging and conversion rates - refining ICPs and targeting - scaling pipeline efficiently Over time, the role can expand into: - account executive - partnerships - growth - customer success - GTM operations We care more about energy, communication, coachability, and ambition than years of experience. You might be a fit if: - you’re comfortable talking to strangers - you’re resilient and competitive - you want to learn startup sales at high speed - you like fast-moving environments - you’re highly self-directed - you want responsibility quickly Requirements: - Fluent English - Able to work North American business hours - Comfortable with cold calling - Strong communication skills Nice to have: - B2B SaaS experience - Apollo / HubSpot familiarity - Prior outbound experience Comp: - Base pay - Bonus per qualified meeting - Commission on sourced revenue - Significant growth opportunity as the company scales To apply, send: 1. A short Loom or voice memo doing a mock cold call 2. A few sentences on why you want to work in outbound/startups 3. Your compensation expectations