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What kind of candidates fit an SDR/pre-sales position?
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If your company does: “Mass campaigns targeting a broad group of prospects — SDRs will probably have to qualify leads, so communicativityshould be the main priority when hiring.” Targeted campaigns, sending small batches of well targeted messages to segmented audiences — creativity, writing skillsandpersistenceare big priorities, because they won’t contact prospects much, but pass them on to salespeople once they respond to introductions or follow-ups.
In Hiring SDRs
Mass campaigns targeting a broad group of prospects — SDRs will probably have to qualify leads, so communicativityshould be the main priority when hiring. “Targeted campaigns, sending small batches of well targeted messages to segmented audiences — creativity, writing skillsandpersistenceare big priorities, because they won’t contact prospects much, but pass them on to salespeople once they respond to introductions or follow-ups.” How to attract those people?
In Hiring SDRs
For example, folks often think that people from call centers could be a good fit. Forget about it, they’re used to executing a totally different process and have developed a lot of bad habits that you’ll need to get rid of. “If you hire such people, after some time you’re going to realize that you additionaly have to control their bad habits.” Same thing goes with marketing experience. People often think that an SDRs’ job is to write emails, execute email campaigns, learn and iterate. Seems like a job for a marketer.
In Hiring SDRs
Lately this has been one of the most common questions I get from fellow entrepreneurs. They usually ask when their efforts to find good candidates deliver 0 new employees. As we were hiring 10+ SDRs and working with a lot more of them, I was creating my personal profile ofthe right person for an SDR position. “There are almost zero people with experience on the market” It’s a new market (especially in Poland) and it’s almost impossible to find somebody with experience. If they are experienced, it does more harm than good most of the times.
It’s a new market (especially in Poland) and it’s almost impossible to find somebody with experience. If they are experienced, it does more harm than good most of the times. “Forget about it, they’re used to executing a totally different process and have developed a lot of bad habits that you’ll need to get rid of.” I believe that experience in something-SDR-related is irrelevant, and often harmful. If you hire such people, after some time you’re going to realize that you additionaly have to control their bad habits.
For example, folks often think that people from call centers could be a good fit. Forget about it, they’re used to executing a totally different process and have developed a lot of bad habits that you’ll need to get rid of. “If you hire such people, after some time you’re going to realize that you additionaly have to control their bad habits.” Same thing goes with marketing experience. People often think that an SDRs’ job is to write emails, execute email campaigns, learn and iterate. Seems like a job for a marketer.
Communicativity “Obviously. They’ll not only be contacting new clients, but also the rest of the sales team, marketers, etc. You don’t want someone who can’t voice their opinion or rationalise their choices.” Persistence
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