Best Practices for Hiring SDRs

Hot take: I pay very little attention to a SDR's resume. I've hired SDRs with the "perfect resume" yet struggled in the role. I've hired SDRs with "gaps," zero SaaS experience, and a background in bartending who became absolute pipeline machines. So yeah. I said it. Résumés are overrated. Here's what actually predicts SDR success (that no résumé will ever show you): 1. How they handle rejection in real time... Do they fold or do they reset? You can't see that on paper. But you can design for it in your process. 2. How curious they are... Are they asking you good questions? Are they doing research before the call? Coachability starts with curiosity. 3. How they talk about failure... Not the polished "I turned it into a learning" answer. The real one. Did something not work out? How do they actually talk about it? 4. Their hunger... I don't mean desperation. I mean, do they want this? You can feel it. A résumé can't fake it (for long). The SDR role is one of the hardest entry points in sales. It rewards grit, resilience, and raw communication skills. None of that fits in a bullet point under "Experience." Stop hiring the résumé. Start hiring the person.

The most successful SDRs/BDRs I've hired have all had one particular trait. Most hiring managers focus on sales experience. Some look for industry knowledge. A few prioritize product familiarity. That's all well and good, but it's not what distinguishes a winner from a quota hitter. 🔥Curiosity🔥 Relentless curiosity. Insatiable hunger to be better. Fire in the belly. That's a secret weapon. The rep who needs to understand 𝘸𝘩𝘺. The rep who watches call recordings like they are an athlete watching film. The rep who digs three levels deeper during discovery, not because they were told to, but because they genuinely want to understand the buyer. Sales scripts can be taught. Industry trends can be learned. But curiosity? That’s a mindset. 𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴, 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮𝘀𝗸 𝗮𝗯𝗼𝘂𝘁 𝗾𝘂𝗼𝘁𝗮 𝗮𝘁𝘁𝗮𝗶𝗻𝗺𝗲𝗻𝘁. Ask questions like: 1. Give me an example of something you learned in your last role that surprised you. How did you discover that? What do you do now to continue learning? (𝘓𝘦𝘢𝘳𝘯𝘪𝘯𝘨 𝘮𝘪𝘯𝘥𝘴𝘦𝘵) 2. Imagine you’re assigned a new industry to sell into that you know nothing about. How would you go about learning it quickly? (𝘊𝘳𝘦𝘢𝘵𝘪𝘷𝘦 𝘢𝘯𝘥 𝘪𝘯𝘷𝘦𝘴𝘵𝘪𝘨𝘢𝘵𝘪𝘷𝘦 𝘵𝘩𝘪𝘯𝘬𝘪𝘯𝘨) 3. Tell me about a time when you changed your mind on something you were absolutely certain about. How did you realize you were wrong? How has that experience impacted you? (𝘊𝘶𝘳𝘪𝘰𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘤𝘰𝘢𝘤𝘩𝘢𝘣𝘪𝘭𝘪𝘵𝘺) The best SDRs don’t just hit their metrics. They find opportunities others miss. They constantly seek knowledge. And that's why the end up becoming the best Sales Managers, Directors, and VPs. They're out there. Trust me.

You just raised a $20M Series A. The board wants pipeline. So you hire SDRs. Most teams still get this wrong: They hire for volume, not talent. They add process instead of ownership. They try to control execution instead of multiplying it. What we’ve learned building SDR teams in hypergrowth: • Pay ~30% above market • Hire 3 killers, not 10 average reps • Build a Navy SEAL team, not an army • Give 10x more autonomy than feels comfortable • Invest early in clean data + tight CRM + outbound stack • Measure pipeline creation, not activity The A-player truth: One great SDR will outperform 5 average SDRs in outbound by a massive margin. The controversial part? SDRs are no longer entry-level executors. They’re high-leverage revenue operators. And the best ones now have leverage in the market. If your SDR org is built for control, you’ll attract B-players. If it’s built for ownership, you’ll attract A-players and the pipeline follows.

I've built 6 quota-demolishing SDR teams. Here are 5 things I do every time: 𝟭. 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝘃𝗶𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝘃𝗮𝗹𝘂𝗲𝘀 Vision shows where you’re heading, values guide how you’ll get there. Define, communicate, and reinforce both. 𝟮. 𝗛𝗶𝗿𝗲 𝗳𝗼𝗿 𝘀𝗼𝗳𝘁 𝘀𝗸𝗶𝗹𝗹𝘀 Forget degrees and experience. EI, work ethic, and curiosity matter more. You can teach hard skills, but you can’t teach grit. 𝟯. 𝗣𝘂𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗶𝗿𝘀𝘁 Trust & development are everything. Invest in your team’s growth and they’ll deliver. Prioritize coaching above everything else. 𝟰. 𝗦𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝗶𝘇𝗲 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 Inconsistent processes lead to inconsistent results. Standardize everything from prospecting to coaching—this builds efficiency & predictability. 𝟱. 𝗢𝗯𝘀𝗲𝘀𝘀 𝗼𝘃𝗲𝗿 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 Constant improvement AKA marginal gains is the only way to win. Create a culture where getting better every day is the standard. Success is in your systems. Build your repeatable systems so you can start building repeatable results.

🧐What Makes a Great Sales Development Representative? Having done what feels like 1000+ interviews for SDR‘s, I find myself evaluating certain characteristics that set apart exceptional Sales Development Representatives (SDRs). Here are my top three traits I prioritize for potential candidates. 1. Emotional Intelligence (EQ): In sales, being attuned to your own emotions and those of others is crucial. SDRs with high EQ can navigate conversations sensitively, build rapport quickly, and read the room effectively. 2. Overcoming Challenges/Adversity: The ability to face challenges head-on and learn from adversity is essential. SDRs often encounter rejection and obstacles; those who persist and adapt tend to thrive. 3. Natural Ability to Help Others: A great SDR genuinely wants to assist others. This characteristic fosters trust and long-lasting relationships with prospects, ensuring a more meaningful sales experience. However, these traits can be elusive in a traditional interview setting. To dig deeper, consider these three interview questions: 1. For Emotional Intelligence: "Can you describe a situation where you had to adjust your communication style to connect with a colleague or client? What was the outcome?" 2. For Overcoming Challenges: "Tell me about a significant setback you faced in your previous role. How did you handle it, and what did you learn from that experience?" 3. For Helping Others: "Give me an example of a time when you went out of your way to assist a teammate or a client. What motivated you to take that extra step?" These questions can reveal insights into a candidate's character and help identify those who will not only succeed in their role but also contribute positively to the team culture. Let’s keep the conversation going, what traits do you value most in your SDRs? #Sales #SDR #Hiring #Leadership #TeamBuilding Tip: 💡Look for authenticity in their answers, something different, something you may not have heard before, make sure it’s real.

In just 2 months, we grew our SDR team from 0 to 6 reps — all while maintaining an average of 3 meetings per rep per day (all ICP, $50K ACV). Here’s our 5-step playbook for hiring and quickly ramping up elite SDRs: 1. Hire Senior SDRs Jr. SDRs are an incredible asset to your team, but you need to be at a maturity stage to be able to onboard and train them. We are not there yet (soon). So, we focus on candidates with proven experience, a hunger for growth, and a track record of performance. This allowed us to skip the steep learning curve and start strong. Bringing in seasoned SDRs also helped create a culture of expertise and high standards from day one. Alex Choi did both at Carta and guiding us through it right now. 2. Emphasize Call-Heavy Routines We made outbound calling THE core part of the day-to-day life of our SDRs. More conversations = more opportunities = more success = more learning. Consistency on the phones ensured every rep stayed sharp and always had momentum. Our team spends 60% of their time calling, 15% admin work, and 25% trying out new tactics like using LinkedIn, working with us on automation, etc. 3. Aggressive Onboarding and Ramp Plan At HockeyStack, Sr. SDRs complete a 2-day onboarding and hit a half-quota ramp in their first month, unlike most teams that take two full months to reach this stage. With a focus on urgency and intensity, our reps book their first cold outbound meetings within seven business days—a challenging but essential standard to set from day one. You’d be surprised how quickly reps can learn and start producing with the right training and onboarding plan. 3. Daily Roleplaying Every single day starts with practice. Roleplaying builds confidence, sharpens objections handling, and ensures reps are pitch-perfect before hitting the phones. It’s also a great way for the team to learn from each other and stay aligned on messaging. 4. Celebrate Every Win Whether it’s booking a meeting, crushing a quota, or nailing a tough call, we celebrate every success — big or small. Recognizing achievements keeps the team motivated and reinforces the behaviors we want to see. Hiring and growing a stellar SDR team isn’t easy, but with the right approach, it’s scalable and efficient. Comment “ONBOARDING” below, and I will send you the exact onboarding plan our SDR Leader Alex built for HockeyStack.

You’d never hire a pilot without seeing them fly. So why are you hiring SDRs and AEs without hearing them sell? Most interview loops still rely on polished stories: “Tell me about a time when…” “Walk me through your process…” You get the rehearsed version. You don't see how they think in real time. Here is where chatbots get fun. If you are hiring SDRs or AEs, add this step: 1. Give them a “prospect” bot to call into and book a meeting. Ask them to record it. Set up a chatbot that acts like your ICP. Share a short brief: - Who they are talking to - The problem that person cares about - Rough goal for the call (book a meeting) - Ask them to treat it like a live cold call. 2. Have them record a short interaction, say, 5 minutes. - Ask them to record their screen or camera as they talk to the bot. - You are not grading perfection. - You are watching how they actually show up. 3. Review with specific criteria Look for: - How they open the call - How quickly they build a bit of rapport - How they handle pushback - Whether they ask real discovery or open ended questions - How clearly they ask for a next step You will see instincts you will never get from a resume or a panel interview. Some candidates come alive when there is back and forth. Others completely stall. Yesterday was about chatbots as a morning rust remover. Today is about using them to hire better. If you run an SDR or AE team, how are you testing live conversation skills today? cc Nooks

Last week, I spoke with a hiring manager who had 2 open SDR roles. But they said something that made me pause: “We’re looking for someone with at least two years of experience.” That mindset is how great talent slips through the cracks. I’ve spoken dozens of first-time sellers who had zero tech sales experience— but they were coachable, curious, and relentless. Within months, they became top performers. If I were hiring an SDR, I’d prioritize someone who: 1. Is genuinely curious and asks smart questions 2. Comes prepared with clear interest in the company, product, and market 3. Knows their “why” and stays motivated even when it's tough 4. Can take feedback and iterate fast 5. Shows up early, stays late, and takes ownership of their performance Those aren’t soft skills. They’re sales skills—especially at the entry level. The truth is: You can teach sequences, CRM tools, and objection handling. You can’t teach hunger. If you want someone who hits quota AND raises the bar, Don’t just look for experience— Look for potential.

If I was onboarding 5 new SDRs, here's exactly what I would do to guide them to exceed target in 90 days. Step 1: Learn the industry FIRST This is the most important step and most companies skip it. You can be subpar at prospecting and still do well if you deeply understand your buyers. Who are they? What keeps them up at night? How do they make decisions? What's the industry makeup? I remember reading every single article on VP of Marketing + CMOs when I worked at Terminus so I knew the lingo. When you know this, your conversations become 10x easier. Step 2: Set up their LinkedIn profile Now that they understand who they're talking to, let's make sure their profile reflects that. The question every rep needs to ask themselves is... How do we position our profile as someone worth responding to? I would immediately remove your job title from your profile and make the headline outcome focused. Think landing pages, not resume. Step 3: Get comfortable with the tech (but only 3-4 tools) I'm starting to believe you shouldn't give new reps all the tools at once. Start them with the basics: ↳ Sales engagement tool ↳ Data tool ↳ CRM That's it. Master those first. As they get better, they unlock new tools. As leaders, I think we need to have all SDRs master the fundamentals of these three tools so that the other tools are easier to use. Step 4: Creative prospecting Once they're comfortable with the basics, now we layer in video prospecting, voice notes, and creative outreach. I remember as an SDR, once I got the cold calling down I could easily translate those skills into more creative prospecting. This is where they start standing out from everyone else in the inbox. Step 5: Memorize 3 customer stories When I was an SDR manager, I told my team.. everyone needs to memorize 3 customer stories. That's it. Just 3. When you're on a call and you can reference a real story about someone like them... the conversation shifts. That's how you create relevancy by sharing a real point of connection they can relate to. These 5 things in the first 90 days will set your team up for success. P.S. Which step does your team need to focus on most?

3 things I wish I knew before building an SDR team from scratch Hiring SDRs is easy Building a high performing SDR team? That’s a different game If I could go back here’s what I’d tell myself before scaling an outbound team from the ground up 1️⃣ Activity isn’t everything. Execution is You can force 100 dials a day but if reps have zero confidence, no real coaching and a weak delivery it won’t matter. Teach them how to have great conversations. Not just hit numbers 2️⃣ A bad process will kill a great rep If your team is struggling don’t just blame them. Look at the system 🚩 Are they calling the right people? 🚩 Is the messaging clear and repeatable? 🚩 Are they set up with the right tech and data? Reps fail when leadership doesn’t set them up to win. Period 3️⃣ SDRs won’t stay if they don’t feel like they’re growing If you treat this as a churn and burn role you’ll have a revolving door of talent But if you coach, develop and invest in their success they’ll stay longer, perform better and maybe even become your next AE Want an elite SDR team? ✅ Build a strong foundation ✅ Give them the right tools ✅ Invest in their growth What’s one thing you wish you knew before stepping into outbound sales? 🤔