Technical BDR

You'll be the tip of the spear for Firecrawl's outbound motion — identifying, engaging, and qualifying technical buyers (engineers, data scientists, AI/ML leads) who need to turn messy web data into structured, LLM-ready output. This isn't a dial-and-smile BDR seat. You'll combine technical fluency with relentless outbound execution to open doors that only someone who speaks the buyer's language can open.

Salary Range: $150,000-$220,000/year OTE

Equity Range: Competitive equity — details shared during the process.

Location: San Francisco, CA (Onsite)

Job Type: Full-Time

Experience: 3+ years or equivalent

Visa: Must be legally authorized to work in the United States. We're not able to sponsor visas right now, though that may change down the line.

About Firecrawl

Firecrawl is the easiest way to turn the web into data AI agents can use. One API call converts any URL into clean, LLM-ready markdown or structured data - the boring-hard problem everyone building with LLMs eventually hits, solved.

We hit 8 figures in ARR in year one and more than doubled it in year two. We have 175k+ GitHub stars, and developers, agents, and category-defining AI companies build on us every day. Growth like this is rare, and we're just getting started.

We're a small team punching far above our weight. Everyone here owns a real piece of the product and company, end to end, and runs it themselves - no hiding behind process or headcount.

This is a place for people who want to work at the frontier: an AI company building the infrastructure other AI companies run on, not one bolting AI onto an existing product. We move fast, go deep, and are building the tools superintelligence will rely on to gather data from the web.

What You'll Do

• Help win the deals that matter: Jump into important, difficult, or stalled opportunities alongside the FDE who owns them. Bring the commercial side when the technical case is already made: deal structure, pricing, negotiation, the close. Cover when someone is overloaded, and turn a technical use case into a larger opportunity.

• Keep the funnel moving: Hold the picture across pipeline and deals and notice what isn't moving that should be. Keep BDRs on the highest-value accounts, push FDEs on follow-up and next steps when a deal drifts, and connect the two sides so nothing gets lost between prospecting and closing. You have standing permission to ask "why aren't we following up here?" and "what needs to happen to close this?"

• Own the messy commercial edges: Procurement portals, security questionnaires, DPA redlines, invoiced billing, a PO stuck in someone's approval chain, the unusual deal structure nobody has a template for. Pick up the things that slow down otherwise good deals and get them done.

• Help customers get more out of Firecrawl: Understand what they're building and how they're using the product. Read the AI-assembled customer dossier, look at usage, get on the call, and work the problem with them. Find the gaps, the new use cases, and the expansion.

• Help build the revenue team: Recruit and interview. Onboard and ramp new FDEs and BDRs. Write down the playbooks and what great execution looks like, so the operating discipline of the team rises without another management layer.

What We're Looking For

• Commercially strong, technically credible. You've negotiated and closed deals yourself, and you can also read the customer's code, follow the API discussion, and work the problem on the call. When an FDE is stronger technically than commercially, you carry the commercial side without taking the deal from them.

• Leverage over a book. You've carried a number before, and you'd rather make five people better than run your own territory. You measure yourself by the function's number and by the deals that closed because you got involved. Your name on the deal was never the point.

• Influence without a title. You can walk into a peer's deal, ask the uncomfortable question, and leave the relationship stronger. You earn the right to push by being useful first. FDEs owning their deals and BDRs owning pipeline is the design, and you're comfortable in it.

• Sees the whole funnel. You notice the proposal that's been sitting for three weeks, the BDR working a low-value segment, the handoff that dropped between prospecting and closing. You keep a running picture of the pipeline and act on it before anyone asks.

• Finishes the messy stuff. Procurement, security reviews, redlines, billing exceptions, the PO that's been in someone's approval chain for two weeks. You treat these as part of closing, and you get them done.

• AI-native. You use AI tools daily as core work infrastructure. You'll operate in a stack where AI assembles customer dossiers, drafts follow-ups, and flags the deals going quiet. You use it to cover more ground than one person should be able to.

• Builds people and playbooks. You've interviewed, onboarded, or ramped teammates before, and you can write down what great execution looks like so the next hire reads it on day one.

Backgrounds that often do well: Sales engineers and AEs at developer tools companies who kept getting pulled into everyone else's deals. Solutions engineers who ended up owning the commercial side too. Founders who did their own sales, procurement, and hiring. Revenue leaders who want to stay close to customers and out of management.

What We're NOT Looking For

• People who want a team to manage. There's no hierarchy in this role. FDEs own their deals, BDRs own pipeline, and your authority comes from the charter and the trust of the team. If you need the title to be effective, this will frustrate you.

• Closers who need their name on the deal. You never take an override or a percentage of someone else's deal, and the comp is built so you don't have to. If being pulled into a deal without a cut feels like a bad trade, this isn't the role.

• Process-adders. If your instinct when a deal stalls is a new pipeline stage, a new field, or a weekly meeting, you'll add process where we need hands. The work is getting on the call, writing the email, and chasing the PO through procurement.

• Non-technical deal coaches. You'll be talking to engineers about what they're building. Being technical enough to work the problem with the customer is the floor. If you have to hand off every technical question, you'll lose the room.

• People who need a finished org. If you need defined territories, a clean handoff between prospecting and closing, and an enablement team before you can be effective, you'll stall here. We're building the motion as we go, and writing it down is part of your job.

A Note On Pace

We operate at an absurd level of urgency because the window for what we're building won't stay open forever. If that excites you, keep reading. If it doesn't, no hard feelings — but this role probably isn't for you.

Benefits & Perks

Available to all employees

• Salary that makes sense — based on impact, not tenure

• Own a piece — Gain competitive equity in what you're helping build

• Generous PTO — 15 days mandatory, anything after 24 days, just ask (holidays excluded); take the time you need to recharge

• Parental leave — 12 weeks fully paid, for all parents

• Wellness stipend — $100/month for the gym, therapy, massages, or whatever keeps you human

• Learning & Development — Expense up to $1,000/year toward anything that helps you grow professionally

• Team offsites — A change of scenery, minus the trust falls

• Sabbatical — 3 paid months off after 4 years, do something fun and new

Available to US-based full-time employees

• Full coverage, no red tape — Medical, dental, and vision (100% for employees, 50% for spouse/kids) — no weird loopholes, just care that works

• Life & Disability insurance — Employer-paid short-term disability, long-term disability, and life insurance — coverage for life's curveballs

• Supplemental options — Optional accident, critical illness, hospital indemnity, and voluntary life insurance for extra peace of mind

• Doctegrity telehealth — Talk to a doctor from your couch

• 401(k) plan — Retirement might be a ways off, but future-you will thank you

• Pre-tax benefits — Access to FSAs and commuter benefits (US-only) to help your wallet out a bit

• Pet insurance — Because fur babies are family too

Available to SF-based employees

• SF HQ perks — Snacks, drinks, team lunches, intense ping pong, and peak startup energy

• E-Bike transportation — A loaner electric bike to get you around the city, on us

Interview Process

1. Application Review — Send us your stuff + a quick note on why this excites you (plus links to things you've built).

2. Intro Chat (~25 min) — A quick conversation to get to know each other before we go deep. We'll talk about what you've been working on, what drew you to Firecrawl, and what you're looking for in your next role. Time for your questions too.

3. Outbound & Technical Interview (~55 min) — We'll start with a quick alignment on your technical depth and what excites you about selling to developers. Then we'll go hands-on: research a real prospect persona, draft outreach, and walk us through your thinking. We're looking for technical relevance, creativity, and speed.

4. Founder Chat (~25 min) — Culture, pace, ownership, and how you like to work. Time for your questions too.

5. Paid Work Trial (1-2 weeks) — Take on a real, scoped piece of operational work with the team, paid at a contractor rate. It's the truest signal for both sides: you see what the role actually feels like, and we see how you operate. We'll flex around your current commitments.

6. Decision — We move fast after the trial.

If you've ever wanted to be the technical voice that opens doors at one of the fastest-growing AI infrastructure startups, this is your shot.

👉 Apply now.