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SDR Job Description: What to Write - Tenbound
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Most SDR job posts carry requirements that correlate with nothing: a specific degree, a fixed number of years, industry background. They shrink your pool along axes that do not predict performance, and they disproportionately screen out people who would be good at it. “What does predict, roughly: comfort with structured repetition, how somebody responds to being told no, and whether they ask questions in the interview.” The test before you post it
The SDR job involves a lot of rejection, a lot of repetition, and long stretches where effort and outcome are uncorrelated. Everybody knows this. Omitting it does not hide it; it just means the candidate discovers it in week two. “The ones who read it and still apply have selected themselves, which is the only screening that happens before you spend time.” Publish the numbers
“Application volume costs you screening time and, worse, fills the role with people who did not know what they were signing up for and leave in month five.” Write it to select.
Describe the day, not the mission “"You will be the front line of our growth engine" tells a candidate nothing. "You will make around 50 calls and send around 60 emails a day, spend the first hour on research, and have two coaching sessions a week" tells them whether they want the job.” Include the tools. Candidates with experience will recognise them and calibrate instantly.
Write it to select. “Name the hard parts explicitly” The SDR job involves a lot of rejection, a lot of repetition, and long stretches where effort and outcome are uncorrelated. Everybody knows this. Omitting it does not hide it; it just means the candidate discovers it in week two.
Name the hard parts explicitly “The SDR job involves a lot of rejection, a lot of repetition, and long stretches where effort and outcome are uncorrelated.” Say it plainly. Candidates who are put off by an accurate description were going to be put off by the job. The ones who read it and still apply have selected themselves, which is the only screening that happens before you spend time.
"You will be the front line of our growth engine" tells a candidate nothing. "You will make around 50 calls and send around 60 emails a day, spend the first hour on research, and have two coaching sessions a week" tells them whether they want the job. “Include the tools.” Say where it leads, honestly
Say it plainly. Candidates who are put off by an accurate description were going to be put off by the job. The ones who read it and still apply have selected themselves, which is the only screening that happens before you spend time. “Publish the numbers” Three that matter, and most posts include none:
Three that matter, and most posts include none: “Compensation, base and realistic on-target, not the top decile figure.” The target, in whatever unit you actually measure: meetings held per
What percentage of the team hit it last quarter. This one is unusual and “it is the single most credibility-building line you can write.” Describe the day, not the mission
Include the tools. Candidates with experience will recognise them and calibrate instantly. “Say where it leads, honestly” The default promise is AE in twelve months. If that is not true at your company, saying it produces a hire who leaves angry.
Say where it leads, honestly “The default promise is AE in twelve months.” Say what is true: how many SDRs got promoted last year, into what, and after how long. If the honest answer is "two of nine, in about eighteen months," that is still a better post than an aspirational one, because it attracts people who can plan.
The default promise is AE in twelve months. If that is not true at your company, saying it produces a hire who leaves angry. “Say what is true: how many SDRs got promoted last year, into what, and after how long.” And note that AE is not the only exit. The research and operations tracks are real paths, and naming them widens your candidate pool to people who would never apply to an AE-track post. See the three SDR roles.
Say what is true: how many SDRs got promoted last year, into what, and after how long. If the honest answer is "two of nine, in about eighteen months," that is still a better post than an aspirational one, because it attracts people who can plan. “And note that AE is not the only exit.” Cut the requirements that do not predict
The usual SDR job post is written to maximise applications. That is the wrong objective function. Application volume costs you screening time and, worse, fills the role with people who did not know what they were signing up for and leave in month five. “Write it to select.” Name the hard parts explicitly
“That is the wrong objective function.” Write it to select.
Name the hard parts explicitly “Omitting it does not hide it; it just means the candidate discovers it in week two.” Say it plainly. Candidates who are put off by an accurate description were going to be put off by the job. The ones who read it and still apply have selected themselves, which is the only screening that happens before you spend time.
Say where it leads, honestly “If that is not true at your company, saying it produces a hire who leaves angry.” Say what is true: how many SDRs got promoted last year, into what, and after how long. If the honest answer is "two of nine, in about eighteen months," that is still a better post than an aspirational one, because it attracts people who can plan.