Business Development Representative

Company Overview

Founded in 2013 by Pierre Dubuc and Mathieu Nebra, Open Classrooms is a mission‑driven company with the ambition of making education and career opportunities accessible to everyone. The school offers open and free‑access courses and degree programs in areas such as tech, IT, data, pedagogy, marketing, and more, all delivered 100% online. We uniquely create and produce all of our courses, focusing on practical learning through professional projects and mentorship.

• Employment type:
  
  Full‑time, W‑2 employee.
• Location:
  
  United States (remote).
• Remote‑first organization; work from any of the following states:
  Alabama, Arizona, California, Colorado, District of Columbia, Florida, Indiana, Maryland, Massachusetts, Nebraska, New Jersey, New York, North Carolina, Ohio, Texas, Utah, Virginia, Washington, Wisconsin.
• Work schedule:
  
  full‑time, US time zone.
• Reports to:
  
  Sales Manager, U.S. Sales / Business Development.
• Compensation:
  Base salary plus variable compensation, measured against pipeline creation, qualified opportunities, and activity quality.

Open Classrooms is accelerating growth in the U.S. apprenticeship market and building a stronger, more scalable sales engine. We are hiring Business Development Representatives (BDRs) to identify, qualify, and convert employer hiring needs into qualified apprenticeship opportunities.

• A healthy, prioritized pipeline.
• Accurate and reliable CRM data.
• Clear qualification notes and next steps.
• A smooth handoff to Account Executives.

• Prospecting and Lead Qualification
  • Identify employer hiring needs that align with Open Classrooms’ Registered Apprenticeship Programs across SMB, mid‑market, and enterprise employers.
  • Call prospective employers to qualify hiring needs, understand context, assess timing and urgency, and confirm alignment with Open Classrooms pathways.
  • Identify decision-makers and influencers (founders, business owners, HR leaders, Talent Acquisition, Learning & Development, department leaders, hiring managers).
  • Evaluate lead maturity using ICP fit, hiring need, role alignment, employer readiness, urgency, and likelihood to move forward.
  • Create and transfer fully qualified opportunities to Account Executives with clear notes, qualification rationale, and recommended next steps.
• Pipeline Management
  • Log 100% of employer interactions, call outcomes, qualification notes, and next steps in Salesforce.
  • Maintain accurate CRM hygiene across lead status, opportunity creation, owner assignment, activity history, and follow‑up dates.
  • Provide reliable reporting on volume contacted, connect rate, qualification rate, qualified opportunities created, disqualification reasons, and market insights.
  • Use internal tools and workflows (Salesforce and approved prospecting/enrichment tools) to manage activity and support conversion.
  • Focus on value creation through outreach, qualification, and employer engagement. Lead enrichment and list‑building are primarily supported by Sales Operations.
• Account Mapping & Market Insights
  • Understand the structure of targeted accounts and identify relevant stakeholders, decision paths, and recurring hiring needs.
  • Map accounts where multiple contacts or departments may influence apprenticeship adoption.
  • Capture employer objections, market signals, hiring trends, role‑fit patterns, and feedback on apprenticeship positioning.
  • Share account maps and insights with Account Executives and Sales Operations to strengthen prioritization and conversion.
• Collaboration with Account Executives & Sales Operations
  • Ensure smooth handoff of qualified opportunities to Account Executives, including business context, confirmed need, timing, stakeholder details, objections, and recommended next action.
  • Collaborate with Account Executives to refine qualification criteria, handoff expectations, messaging, and opportunity quality.
  • Share field feedback with Sales Operations on lead quality, data accuracy, disqualification drivers, employer objections, and workflow friction.
  • Contribute to improvements in call scripts, outreach sequences, qualification workflows, Salesforce processes, and internal sales…