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The SDR Career Path: A Recipe to Develop Outbound Talent
newsletter.outbound.kitchen
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2 - Stop mixing inbound & outbound SDRs “Combining inbound and outbound responsibilities leads to reduced outbound activity as reps rely on easier inbound leads.” Separate inbound and outbound teams for optimal performance. Avoid hybrid models unless necessary; they often dilute outbound productivity.
Combining inbound and outbound responsibilities leads to reduced outbound activity as reps rely on easier inbound leads. “Separate inbound and outbound teams for optimal performance. Avoid hybrid models unless necessary; they often dilute outbound productivity.” 3 - Promotions should mean something
Here’s the hard truth: Most companies mess up SDR career paths: “No clear career path (just “grind and we’ll see”)” Overpromising AE promotions (6 months? Lol, be serious.)
No clear career path (just “grind and we’ll see”) “Overpromising AE promotions (6 months? Lol, be serious.)” No clear promotion criteria
Overpromising AE promotions (6 months? Lol, be serious.) “No clear promotion criteria” Ignoring SDRs as future AEs & hiring externally
No clear promotion criteria “Ignoring SDRs as future AEs & hiring externally” No skill development (just more dials, more emails, no growth)
Ignoring SDRs as future AEs & hiring externally “No skill development (just more dials, more emails, no growth)” Promoting based on tenure, not performance
No skill development (just more dials, more emails, no growth) “Promoting based on tenure, not performance” Huge SDR-to-AE pay gap
Promoting based on tenure, not performance “Huge SDR-to-AE pay gap” The cost of getting it wrong
Here are the ingredients you need to keep them motivated long-term: “Setting the right expectations, before they even apply” Developing their skills