Sales Development Representative Job Description Template - Complete 2025 Hiring Guide

What You'll Get From This Guide

✅ Ready-to-use SDR job description template optimized for lead generation success
✅ Industry-specific variations for SaaS, enterprise, and inbound/outbound focus
✅ Comprehensive salary data by experience level and geographic location
✅ 20+ targeted interview questions with evaluation frameworks
✅ Skills assessment guidelines for prospecting and pipeline development
✅ Complete hiring process roadmap for SDR roles
✅ Performance metrics and KPI benchmarks for success

Sales Development Representative Role Overview

In 30 Seconds

  • What they do: Generate qualified sales opportunities through outbound prospecting, inbound lead qualification, and pipeline development activities
  • Who they report to: Sales Manager, SDR Manager, or Director of Sales Development
  • Key impact: Pipeline creation, lead qualification, and sales opportunity generation for Account Executives
  • Typical career path: SDR → Account Executive → Senior AE → Sales Manager
  • Average tenure: 12-18 months before promotion to closing role

Why SDRs Matter in 2025

The Sales Development Representative role has evolved into the engine of modern B2B sales organizations. As traditional cold calling gives way to sophisticated, multi-channel prospecting strategies, SDRs have become revenue generation specialists who combine data-driven insights with personalized outreach. Today's SDRs leverage AI-powered sales tools, intent data, and social selling techniques to identify high-potential prospects and create meaningful conversations.

In 2025, successful SDRs must master the art of breaking through increasingly crowded digital channels while building authentic relationships. They serve as the critical bridge between marketing's lead generation efforts and sales teams' closing activities, often determining the quality and velocity of the entire sales pipeline.

Quick Stats Dashboard

Metric Data Point
Average Time to Hire 20-30 days
Demand Level Very High (9.5/10)
Remote Availability 80% offer hybrid/remote
Promotion Rate 75% promoted within 18 months
Market Growth +18% annual job openings
Turnover Rate 30% annually
Gender Distribution 54% male, 46% female

Complete Job Description Template

🎯 Primary Sales Development Representative Template

Sales Development Representative

About the Role
We're seeking an energetic Sales Development Representative to join our dynamic sales team and drive new business growth through strategic prospecting and lead qualification. You'll be responsible for identifying high-potential prospects, executing multi-touch outreach campaigns, and generating qualified opportunities for our Account Executive team.

As our SDR, you'll use cutting-edge sales technology and data-driven insights to research prospects, personalize outreach, and build relationships that create lasting business value. This role offers exceptional career development opportunities with a proven track record of internal promotion to Account Executive positions.

Key Responsibilities

  • Generate 20-30 qualified sales opportunities per month through targeted prospecting
  • Research and identify ideal customer profiles using sales intelligence tools and databases
  • Execute multi-channel outreach campaigns via email, phone, social media, and video
  • Qualify inbound marketing leads and convert them into sales opportunities
  • Conduct discovery conversations to understand prospect pain points and business needs
  • Schedule qualified demos and meetings for Account Executives with decision-makers
  • Maintain accurate prospect and activity data in CRM system with detailed notes
  • Collaborate with marketing team on campaign optimization and lead scoring refinement
  • Meet or exceed monthly activity metrics including calls, emails, and social touches
  • Participate in ongoing sales training and professional development programs
  • Provide market feedback and competitive intelligence to sales and marketing teams
  • Support marketing events, webinars, and trade shows for lead generation activities

Requirements

  • Bachelor's degree in Business, Marketing, Communications, or related field
  • 1-2 years of experience in sales, customer service, or business development roles
  • Excellent written and verbal communication skills with professional phone presence
  • Proficiency with CRM systems (Salesforce, HubSpot) and sales engagement platforms
  • Comfortable making 40-60 outbound calls per day with positive attitude
  • Strong research skills and attention to detail for prospect qualification
  • Self-motivated with ability to work independently and manage multiple priorities
  • Resilient mindset with ability to handle rejection and maintain motivation

Preferred Qualifications

  • Previous SDR, BDR, or inside sales experience in B2B environment
  • Experience with sales engagement platforms (Outreach, SalesLoft, Salesloft)
  • Familiarity with lead qualification methodologies (BANT, MEDDIC, SPICED)
  • Social selling experience on LinkedIn and other professional platforms
  • Understanding of sales analytics and performance metrics
  • Experience in [relevant industry] or related technology sectors

What We Offer

  • Base salary: $50,000 - $70,000 annually
  • Uncapped commission with OTE of $75,000 - $100,000
  • Comprehensive benefits package including health, dental, vision, and 401(k)
  • Professional development budget and continuous learning opportunities
  • Clear promotion pathway to Account Executive with average timeline of 12-18 months
  • Flexible hybrid work environment with modern sales technology stack
  • Team events, recognition programs, and collaborative culture

Context-Specific Variations

Corporate Environment

For established enterprises, emphasize adherence to established sales processes, compliance with industry regulations, and ability to work within complex organizational structures. Include requirements for collaborating with multiple stakeholders, following strict data management protocols, and understanding enterprise buying cycles and approval processes.

Startup Environment

Focus on adaptability, entrepreneurial mindset, and ability to thrive in rapidly changing environments. Highlight equity compensation opportunities, flat organizational structure, and expectation to contribute to process development and optimization. Emphasize scrappy execution, rapid experimentation, and comfort with ambiguity and frequent pivots.

Remote/Hybrid Environment

Stress importance of self-discipline, digital communication proficiency, and ability to build relationships through virtual channels. Include requirements for home office setup, video conferencing skills, and comfort with asynchronous communication. Mention experience with digital collaboration tools and virtual team dynamics.

Industry Considerations

Industry Unique Requirements Key Skills Compliance Notes
SaaS/Technology Technical understanding, product demo coordination, free trial management Software literacy, technical communication Data privacy, security compliance
Financial Services Industry regulations, fiduciary awareness, complex approval processes Financial acumen, compliance mindset FINRA, SEC requirements
Healthcare HIPAA compliance, clinical terminology, regulatory environment Medical knowledge, privacy awareness Healthcare privacy laws
Manufacturing Technical specifications, long sales cycles, distributor relationships Industrial knowledge, B2B expertise Safety and quality regulations
Professional Services Consultative selling, ROI justification, relationship-focused approach Advisory mindset, business acumen Professional licensing awareness
Cybersecurity Technical threats, compliance requirements, complex solutions Security knowledge, risk assessment Industry certifications preferred

Compensation Guide

National Salary Overview

Experience Level Base Salary Range Total OTE Range Commission Rate
Entry-Level (0-1 years) $45,000 - $60,000 $65,000 - $85,000 $150-$300 per qualified opp
Experienced (1-3 years) $55,000 - $75,000 $80,000 - $110,000 $200-$400 per qualified opp
Senior SDR (3+ years) $65,000 - $85,000 $95,000 - $125,000 $250-$500 per qualified opp

Geographic Variations - Top Metro Areas

Metro Area Salary Index Entry-Level Base Experienced Base Senior SDR Base
San Francisco Bay Area 145% $65,000 - $87,000 $80,000 - $109,000 $94,000 - $123,000
New York City 140% $63,000 - $84,000 $77,000 - $105,000 $91,000 - $119,000
Seattle 135% $61,000 - $81,000 $74,000 - $101,000 $88,000 - $115,000
Los Angeles 130% $59,000 - $78,000 $72,000 - $98,000 $85,000 - $111,000
Boston 125% $56,000 - $75,000 $69,000 - $94,000 $81,000 - $106,000
Washington DC 120% $54,000 - $72,000 $66,000 - $90,000 $78,000 - $102,000
Chicago 115% $52,000 - $69,000 $63,000 - $86,000 $75,000 - $98,000
Denver 110% $50,000 - $66,000 $61,000 - $83,000 $72,000 - $94,000
Austin 105% $47,000 - $63,000 $58,000 - $79,000 $68,000 - $89,000
Atlanta 100% $45,000 - $60,000 $55,000 - $75,000 $65,000 - $85,000

Performance Metrics & Quotas

  • Monthly Quota: 20-30 qualified opportunities (varies by industry)
  • Activity Metrics: 200+ calls, 100+ emails, 50+ social touches monthly
  • Conversion Rates: 2-5% from outreach to qualified opportunity
  • Ramp Period: 2-3 months with reduced quotas for new hires
  • Accelerators: 1.5-2x commission above 110% of quota attainment

Salary data compiled from Glassdoor, PayScale, RepVue, and industry compensation surveys. Updated August 2025.

Interview Questions

Core Prospecting & Pipeline Development

1. "Walk me through your approach to researching and reaching out to a completely cold prospect."

  • Look for: Systematic research methodology, personalization strategy, multi-touch sequence planning
  • Evaluation tip: Strong candidates mention specific tools and demonstrate understanding of buyer personas

2. "How do you prioritize your daily prospecting activities when you have 200+ prospects in your pipeline?"

  • Look for: Time management skills, lead scoring understanding, systematic approach to prioritization
  • Evaluation tip: Should mention activity goals, prospect quality assessment, and systematic follow-up

3. "Tell me about a time you successfully converted a long-term prospect who initially wasn't interested."

  • Look for: Persistence without being pushy, relationship building, value-focused communication
  • Evaluation tip: Look for evidence of genuine relationship building and consultative approach

4. "How do you measure the success of your outreach campaigns?"

  • Look for: Understanding of key metrics, testing mindset, data-driven optimization approach
  • Evaluation tip: Should mention open rates, response rates, conversion rates, and A/B testing

5. "Describe your ideal prospect profile and how you identify them."

  • Look for: Understanding of ideal customer profiles, qualification criteria, systematic identification process
  • Evaluation tip: Should demonstrate knowledge of firmographic and technographic factors

Communication & Relationship Building

6. "How do you handle a gatekeeper who is protective of the decision-maker?"

  • Look for: Respectful approach, relationship building with gatekeepers, creative problem-solving
  • Evaluation tip: Should avoid aggressive tactics and show understanding of gatekeepers as allies

7. "Tell me about a time you had to explain a complex solution to someone with limited technical knowledge."

  • Look for: Simplification skills, audience adaptation, clear communication structure
  • Evaluation tip: Look for ability to match communication style to audience understanding level

8. "How do you personalize your outreach without spending too much time on each prospect?"

  • Look for: Efficiency balance, research techniques, scalable personalization strategies
  • Evaluation tip: Should show understanding of personalization vs. productivity balance

Qualification & Discovery Skills

9. "What questions do you ask to qualify a prospect during your first conversation?"

  • Look for: Systematic qualification methodology, discovery question techniques, qualifying framework knowledge
  • Evaluation tip: Should reference BANT, MEDDIC, or similar qualification framework

10. "How do you determine if a prospect is ready to speak with an Account Executive?"

  • Look for: Clear qualification criteria, handoff standards, understanding of sales process
  • Evaluation tip: Should demonstrate knowledge of what makes a qualified opportunity

11. "Tell me about a time you disqualified a prospect. How did you handle it?"

  • Look for: Professional disqualification process, focus on mutual fit, respectful communication
  • Evaluation tip: Should show understanding that disqualification protects both parties' time

Technology & Tool Proficiency

12. "What sales tools and technologies have you used for prospecting?"

  • Look for: Familiarity with CRM systems, sales engagement platforms, sales intelligence tools
  • Evaluation tip: Should understand how different tools contribute to prospecting efficiency

13. "How do you ensure data accuracy in your CRM system?"

  • Look for: Data hygiene practices, systematic record keeping, understanding of data importance
  • Evaluation tip: Should understand impact of clean data on sales process and team performance

14. "Describe how you would use LinkedIn for prospecting."

  • Look for: Social selling techniques, professional networking approach, value-first engagement
  • Evaluation tip: Should understand difference between social selling and social spamming

Resilience & Motivation

15. "How do you stay motivated when facing high rejection rates?"

  • Look for: Resilience strategies, positive mindset, focus on controllable activities
  • Evaluation tip: Should show understanding that rejection is normal and not personal

16. "Tell me about a time you missed your quota. What did you learn and how did you improve?"

  • Look for: Self-reflection, learning from failure, systematic improvement approach
  • Evaluation tip: Look for specific actions taken and measurable improvements achieved

17. "How do you handle competing priorities when you have multiple urgent tasks?"

  • Look for: Time management skills, prioritization frameworks, stress management
  • Evaluation tip: Should demonstrate systematic approach to managing multiple demands

Team Collaboration & Handoff Process

18. "How do you ensure smooth handoffs to Account Executives?"

  • Look for: Process understanding, detailed note-taking, customer experience focus
  • Evaluation tip: Should understand their role in creating positive buyer experience

19. "Describe a time you worked with marketing to improve lead quality or campaign performance."

  • Look for: Cross-functional collaboration, feedback provision, results-oriented thinking
  • Evaluation tip: Should understand connection between marketing efforts and sales success

20. "How would you handle feedback from an AE that your qualified opportunities aren't meeting their standards?"

  • Look for: Coachability, collaborative problem-solving, continuous improvement mindset
  • Evaluation tip: Should show maturity and focus on process improvement rather than defensiveness

Hiring Tips

Sourcing Strategy

Top Recruitment Platforms:

  • LinkedIn: Best for experienced SDRs and passive candidates with sales experience
  • Indeed: High volume of active job seekers across all experience levels
  • ZipRecruiter: Quick application process and broad candidate reach
  • University Career Centers: Excellent for entry-level SDR positions
  • Sales-Specific Job Boards: RepVue, SalesJobs, and industry-specific platforms

Professional Communities & Networks:

  • AA-ISP (American Association of Inside Sales Professionals): Premier SDR community
  • Sales Development communities: Revenue Collective, Sales Hacker, RevGenius
  • Local sales meetups: City-specific sales professional groups
  • University alumni networks: Target business and communication programs

Posting Optimization Tips:

  • Use clear, specific job titles without internal jargon or creative naming
  • Include salary range and commission structure to attract qualified candidates
  • Highlight career development opportunities and promotion track record
  • Emphasize technology stack and modern sales tools provided
  • Showcase company culture and team environment with authentic details
  • Mention specific training and development programs available

Red Flags to Avoid

During Interview Process:

  • Lack of preparation: Cannot research your company or prepare thoughtful questions
  • Poor communication skills: Unclear explanations, rambling responses, unprofessional presentation
  • No resilience examples: Cannot provide examples of overcoming challenges or rejection
  • Purely transactional mindset: Only interested in commission, not relationship building or customer success
  • Inflexibility: Rigid thinking, unwillingness to adapt approach based on feedback
  • No curiosity about prospects: Doesn't ask thoughtful questions about ideal customers or market

On Resume/Application:

  • Job hopping pattern: Frequent role changes without clear progression or valid explanations
  • Lack of measurable achievements: No quantifiable results or performance metrics provided
  • Generic applications: Copy-paste applications without company-specific customization
  • Poor attention to detail: Spelling errors, formatting inconsistencies, incomplete information
  • Unrealistic expectations: Salary demands significantly above market rate without supporting experience
  • No evidence of goal achievement: Absence of examples showing ability to meet targets or deadlines

FAQ Section

Sales Development Representative - Employer FAQs

Sales Development Representative - Job Seeker FAQs

Conclusion

The Sales Development Representative role serves as the foundation of modern revenue organizations and the launching pad for successful sales careers. Success in hiring SDRs requires recognizing that you're investing in future revenue leaders who will drive your company's growth for years to come.

Focus on candidates who demonstrate resilience, curiosity, and strong communication skills. While sales experience is valuable, the ability to learn, adapt, and persist through challenges often matters more than previous quota attainment. Provide comprehensive training, modern tools, and clear advancement opportunities to maximize their success and retention.

Remember that great SDRs often become your best Account Executives, Sales Managers, and revenue leaders. The investment you make in hiring and developing SDR talent pays dividends throughout your organization's growth journey.

Use this guide as your foundation, but customize it to reflect your specific industry, company culture, and sales process. The most successful SDR hires are those who align with your values while bringing the energy and potential to accelerate your pipeline development.

Last updated: August 2025
Next review date: November 2025

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