Article
SDR Interview Questions and Scorecard | Adroit Staffing
adroitstaffing.co.uk
Quoted on this wiki
Every place a page here uses this source, in the order the words come in it.
Live exercise See the conversation, not a description of it. 10 minutes' research, 2 minutes' rationale, 5-minute call, 3-line written follow-up. “Team conversation Check coachability and honesty about weak spots. 30 minutes with the manager and one SDR they would sit beside.” How this maps to the Adroit Five Stage Screening Process
Where has automation made your outreach worse? “What does a qualified meeting mean in your current role? Who wrote that definition?” What is the hardest part of the job on a bad week, and what do you do about it?
StagesScreen, live exercise, team conversation “ScoringFour criteria, 1–4, written before discussion” Live exercise10 minutes' research, 2 minutes' rationale, 5-minute call
The short answer “Assess an SDR on four criteria — targeting judgement, conversation quality, resilience and tooling fluency — using the same questions and the same written scores for every candidate.” Key facts
Live exercise10 minutes' research, 2 minutes' rationale, 5-minute call “ReusableSame scorecard across every SDR candidate in a search” SDR scorecard
ScoringFour criteria, 1–4, written before discussion “Live exercise10 minutes' research, 2 minutes' rationale, 5-minute call” ReusableSame scorecard across every SDR candidate in a search
The short answer “Rehearsed answers come from generic questions; ask about specific decisions instead.” Key facts
SDR scorecard “Run the same four dimensions with every SDR candidate, in the same order. Score in writing during the interview, before the panel talks. Print the scorecard or copy it into your ATS at the end.” Scores and notes stay in this browser tab. Nothing is saved, sent or stored by Adroit — print or copy the scorecard into your own ATS, then close the tab.
Dimension 1 Targeting judgement Tests: Whether they decide who to contact, or work a list somebody handed them. “Take me through how you chose who to contact last Tuesday.” Strong answers show Names a filter — trigger, technology, headcount move, role change — and can defend it Explains who they deliberately did not contact and why Ties targeting back to which accounts actually converted Weak answers sound like Describes the tool rather than the decision “Whatever was in the sequence that day” Volume is the only measure of a good day Follow-up prompts “What did you change about that filter in the last month?” “Which accounts did you drop, and what made you drop them?” Evidence heard (notes) “Tests: Whether they can hold a first conversation with someone who is busy and sceptical.” Dimension 3 Resilience and self-correction Tests: What they do after a bad month, rather than how they describe one. “Tell me about your worst month in this job. What did you change?” Strong answers show Names the specific change and what happened next Separates what they controlled from what they did not Asked for help early rather than late Weak answers sound like Blames the list, the market or marketing Describes working harder rather than differently Cannot remember a bad month Follow-up prompts “Who did you ask for help, and what did they change?” “How would you spot the same pattern a fortnight earlier next time?” Evidence heard (notes)