Job intelligence
Partner Development Manager
Apollo.io
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
Geographic eligibility is restricted to a country or region.
One or more material qualification requirements are stated and may narrow the realistic applicant pool.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
- The experience requirement raises the entry bar: The listing appears to require at least about 5 years of experience.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation, but the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Skill bridge
What does this role connect to?
The listing contains useful skill signals, while the current occupation sample is still too thin for a broader comparison.
Skills named in this listing
Shared with the current career sample
The occupation sample is still too thin for a reliable shared-skill comparison.
Application edge
- If these skills match your background, prepare one concrete example that shows how you used HubSpot and Salesforce rather than relying on a keyword-only claim.
- The listing states about 5 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
At least about 5 years of experience required
The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.
HubSpot
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Salesforce
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
A closer look at Partner Development Manager at Apollo.io points most strongly to the range is useful even though the comparison pool is small, remote flexibility can be weighed properly, and the entry path is becoming clearer. Those signals shape the practical upside and the questions still worth asking.
The range is useful even though the comparison pool is small
The USD range can be compared directly within its currency, although the present comparison sample is too shallow for a confident relative-pay ranking.
Remote flexibility can be weighed properly
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The entry path is becoming clearer
At least about 5 years of experience required · 1 additional stated barrier. Unstated education or experience requirements stay open rather than being assumed.
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.
Analysis evidence coverage
How much analysis can the current evidence support?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 5 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
- At least about 5 years of experience required
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit required barrier is visible in the available wording.
The listing states at least about 5 years of required experience.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: At least about 5 years of experience required · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Apollo.io
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Apollo.io — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (3) · Executive (3) · People Hr (1)
Visible seniority mix: Senior / lead (7) · Leadership (8)
Current employment-type mix: Full time (15)
Most visible hiring countries in this sample: United States (14) · Poland (1)
Other current roles from this employer
Sales Recruiter
USA
Senior / lead · Region-restricted remotePrincipal Product Builder, Data
USA
Senior / lead · Region-restricted remotePeople Systems and Solutions Manager
USA
Senior / lead · Region-restricted remotePartner Manager, AI Ecosystems
USA
Senior / lead · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 211,250 median · 14 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Apollo.io is the leading go-to-market solution for revenue teams, trusted by over 500,000 companies and millions of users globally, from rapidly growing startups to some of the world's largest enterprises. Founded in 2015, the company is one of the fastest growing companies in SaaS, raising approximately $250 million to date and valued at $1.6 billion. Apollo.io provides sales and marketing teams with easy access to verified contact data for over 210 million B2B contacts and 35 million companies worldwide, along with tools to engage and convert these contacts in one unified platform. By helping revenue professionals find the most accurate contact information and automating the outreach process, Apollo.io turns prospects into customers. Apollo raised a series D in 2023 and is backed by top-tier investors, including Sequoia Capital, Bain Capital Ventures, and more, and counts the former President and COO of Hubspot, JD Sherman, among its board members.
Apollo's partner ecosystem already spans thousands of agencies, consultancies, and solution providers who've raised their hand — but most of that potential goes untapped without a dedicated motion to find, qualify, and activate the right ones. As Partner Development Manager (PDM), you'll own that motion end to end: identifying high-potential partners across every segment, driving them through certification and enablement, and pushing each one to their first real activation — a managed customer or a qualified referral.
That's what makes this such an exciting moment to join: you're not stepping into an established program, you're helping build the one that gets to define how Apollo turns partner interest into partner value. We're looking for someone with a genuine builder mentality who wants a real hand in shaping what this program becomes.
Apollo's ambition goes beyond any single integration or referral channel — we want our partner program to be at the heart of the revolution GTM AI is bringing to outbound sales. Agencies of every kind are core to that, and you're the one turning it into real partners, activated and growing in whatever way fits their business.
You'll run a structured, self-paced activation pathway across a book of 40–60 partners at a time, and you'll make the call on whether each one is ready to graduate into Apollo's high-touch named-partner program, move into scaled/automated nurture, or step back. This is a builder's role: the acquisition-to-activation playbook is still being defined, and how you run it will shape how Apollo's partner organization scales.
Key Responsibilities
Target and Recruit
- Source high-potential partners across all segments — inbound applications, customer referrals, ecosystem research, and partner nominations
- Score and prioritize every candidate against Apollo's Ideal Partner Profile (IPP) before investing further time
- Build and maintain a live cultivation list of 40–60 active partners
Qualify and Segment
- Determine each partner's segment (e.g., RevOps, lead-gen, sales training, AI-native/headless GTM, or generalist marketing agency), specialization, ICP, and delivery model
- Separate partners with a genuine, Apollo-centered motion from generic interest
Certify and Enable
- Drive partners through Apollo's certification curriculum and onboarding
- Help each partner package a concrete Apollo offer, referral motion, or delivery service
- Prepare partners for their first live customer conversation
Create the First Activation
- Push every partner toward a first measurable activation event: a qualified referral, a registered opportunity, or a managed customer
- Track progress against a shared, partner-visible activation plan with clear gates and goals
Develop Toward Graduation
- Run a consistent cadence with each partner across the activation pathway, and keep them accountable to it
- Recommend next steps for every partner: promotion into Apollo's named-partner (PAM) program, a move to scaled/automated nurture, or deprioritization
- Partner cross-functionally with Partner Operations on data quality and reporting, and with Partner Marketing on segment-specific enablement and recruitment campaigns
Required Qualifications
- 5+ years of experience in partner development, channel sales, business development, or a related partnerships role, ideally in B2B SaaS
- Track record building relationships with agencies, consultancies, or solution-provider partners from first contact through onboarding
- Comfortable running a structured, multi-stage pipeline across a high-volume book of accounts (40+)
- Strong qualification instincts — able to separate a partner's real potential from surface-level interest
- Excellent program-management skills; you'll be building the playbook as you run it, not just following one
- Clear, confident communicator who can enable and certify both non-technical and technical partners
Preferred Qualifications
- Experience working within the HubSpot or Salesforce agency/partner ecosystems
- Experience with partner/channel scoring or qualification frameworks (e.g., an Ideal Partner Profile or lead-scoring model)
- Familiarity with partner-management or PRM tooling (PartnerStack, Crossbeam, or similar)
- Background operating in a GTM/RevOps ecosystem, or with agencies that build on top of sales-engagement or data platforms
- Experience designing or running a partner certification/enablement curriculum
The listed Pay Range reflects the total cash compensation inclusive of annual base salary and annual bonus as applicable. For sales roles, the range provided is the role’s On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonus target and annual base salary for the role. This salary range may be inclusive of several career levels at Apollo and will be narrowed during the interview process based on a number of factors, including the candidate’s experience, qualifications, and location. Applicants interested in this role who are not located in the US may request the annual salary range for their location during the interview process.
Additional benefits for this role may include: equity; company bonus or sales commissions/bonuses; 401(k) plan; at least 10 paid holidays per year, flex PTO, and parental leave; employee assistance program and wellbeing benefits; global travel coverage; life/AD&D/STD/LTD insurance; FSA/HSA and medical, dental, and vision benefits.
Tier 1 Pay Range (San Francisco, New York City, Seattle)
$160,000—$200,000 USD
Tier 2 Pay Range (All other US Locations)
$145,000—$180,000 USD
We are AI Native
Apollo.io is an AI-native company built on a culture of continuous improvement. We’re on the front lines of driving productivity for our customers—and we expect the same mindset from our team. If you're energized by finding smarter, faster ways to get things done using AI and automation, you'll thrive here.
Why You’ll Love Working at Apollo
At Apollo, we’re driven by a shared mission: to help our customers unlock their full revenue potential. That’s why we take extreme ownership of our work, move with focus and urgency, and learn voraciously to stay ahead.
We invest deeply in your growth, ensuring you have the resources, support, and autonomy to own your role and make a real impact. Collaboration is at our core—we’re all for one, meaning you’ll have a team across departments ready to help you succeed. We encourage bold ideas and courageous action, giving you the freedom to experiment, take smart risks, and drive big wins.
If you’re looking for a place where your work matters, where you can push boundaries, and where your career can thrive—Apollo is the place for you.
Learn more here!
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.