Podcast episode
The Ultimate Guide to Interview and Train High-Performing SDRs (Kyle Coleman @ Copy.ai)
30 Minutes to President's Club11 Jan 202432 min
Description
Kyle Coleman's Metrics to Quota Calculator FOUR ACTIONABLE LEADERSHIP TAKEAWAYS Kyle runs 3 live interviews with pair interviewers — having two people from your team will give you a better read Run 90 day SDR onboarding where the first 30 days are focused on the core parts of prospecting and the next 60 are focused on full business acumen (e.g. running a 5m in demo) The 6 certifications at the end of the 30 days are LinkedIn, Email, Cold Calls, Video Prospecting, Organizing Your Week, and Activity Mix. Use Kyle’s activity calculator (in the show notes) to back out how many activities your SDRs should be doing to get to quota PATH TO PRESIDENT’S CLUB CMO @ Copy.ai CMO @ Clari SVP of Marketing @ Clari Group VP, Growth & Enablement @ Clari RESOURCES DISCUSSED Join our weekly newsletter Things you can steal 30MPC Training: 30mpc.com/training
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here, but I think the same is true with AEs, with marketing folks, all sorts of go to market people. But for SDRs, a lot of hiring managers will train them on here's how to write a cold email. Here's how to make cold calls. We're going to endlessly coach you on this for 30 days and then we're going to set you free and that's great and you have to do that. “But there's way, way more to modern SDR roles than just cold calling or just emailing.” So make sure that you're going wide. Give them exposure to the product. Don't expect them to be able to give a full demo like a sales engineer, but expect them to be able to give a five minute demo like they're at a trade show booth. Amazing. All right, Kyle, bring us home. Number three. Number three, the least glamorous of any tip I've ever given on 30 Minutes of President's Club and here we are.
“I have two written samples and two verbal samples that I can evaluate them against.” And I'm looking for all sorts of things in that evaluation, but it's all the hallmarks of sales competencies. Give me your secret, super dope interview question. Yeah, so I gave you mine already, but I'll restate it here the way that I actually do in interview settings. I say to people, tell me about the thing in your life that you're thinking about right
And what are the different dates in that process? So for me, it's different for everybody, Armand. But the process that I've been running for 10 or so years has been initial phone screen with the hiring manager, which is 30-45 minutes, more on the nose competency type questions. Why are you interested in this role? Tell me about your background, that sort of thing. “Then there are three rounds of live interviews.” And those three rounds, what I like to do, and this is a little bit unusual, is I like to have pairs of interviewers from my team in a two-on-one interview setting. Because a lot of people are not great interviewers. You guys have probably been in this situation before. And what I've found is that having two people from my team sitting in those interviews,
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