How to Hire Your Next SDR

Quoted on this wiki

Every place a page here uses this source, in the order the words come in it.

1. ‍ “Internal and external recruiters, LinkedIn, Indeed, and other job boards are the most common.” ‍

   In SDR candidate sourcing

2. ‍ “If this is the case, changing base pay, OTE, and structure of bonus compensation would be ideal to better match the complexities of the day to day responsibilities.” ‍

   In SDR compensation structure

3. Coachability. Even with an experienced SDR, coachability and willingness to learn is crucial. Regardless of where they came from, there are always new product and process knowledges to gain within a new organization. As far as prospecting strategies and ideas, the environment changes so being able to adapt and focus on continuous improvement is necessary. “Quick Thinking. This is something you can get a sneak peek at during the interview.” Passion. If you can see a sense of passion, it likely comes with pride in their work and a desire to be the best they can be, not settling for average. Attention to detail and willingness to go the extra mile are common attributes of passionate people, which is important for an SDR.

   In SDR interview design

4. What will the SDRs day to day responsibilities be? “Include all activities expected such as phone calls, emails, LinkedIn messages, etc.” What will the tech stack be to help the SDR to do their job?

   In SDR job descriptions