Solving The SDR Conundrum

Where are all the good SDRs, which tree do they grow on, and why can we never seem to find one here in the lands of opportunities, Australia and, for that matter, the US?

The question of where to find SDRs and how to engage them has been dogging TA teams and Sales Managers for years and shows no signs of changing anytime soon.

The first issue normally sits with a misalignment of expectations. Simply put, the employer wants an SDR that can hit the ground running, but the market says, you’re dreaming!

To find that elusive unicorn SDR with a year of high performance in another SDR role, you have to ask the question, why would a high-performing SDR take a sideways step into another SDR role?

The answer is simple – they probably wouldn’t, and if they do, they are a flight risk!

These high performers are generally looking for a step up into an AE role, and so begins the disappointment cycle for the employer. Don’t get me wrong, it is sometimes possible to find a strong SDR who has been forced to leave their role due to unforeseen circumstances or a toxic work environment, but this is a rarity.

Once you move away from hiring candidates with experience and into the world of Graduates, career changers (such as Teachers) and B2C salespeople, you start to access a much bigger pool of talent. As a result, you have more choices and quicker turnaround times.

Recent graduates with evidence of working in a tough, KPI-driven sales environment, for example, have already proven that they can handle rejection and have no issues with high activity. The screening process needs to then focus more on their coachability and their commercial acumen. Perhaps this profile would suit an SMB SDR role where the ex-teacher with strong commercial acumen and excellent people skills may be more suited to the Enterprise SDR role.

From there, you need to have all your ducks in a row with regard to future career progression and what it will take to achieve that elusive promotion to an AE role. On top of that, what does the induction and ongoing training look like exactly?

In my experience, the best performing SDR teams have a structured, ongoing coaching program that encompasses buddying up with an AE, as well as detailed classroom training and role-playing.

If you are able to fish from a bigger pool of talent and have all the right processes in place to set them up for success, in my experience, you increase retention rates, quicken recruitment processes and ultimately have more success as a whole.

If you are struggling to find a great SDR in the US or Australia, feel free to reach out, and we’ll help navigate this tricky area of Tech sales recruitment.

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Pulse Recruitment is a specialist IT, marketing and sales recruitment agency designed specifically to help find the best sales staff within the highly competitive Asia-Pacific and the United States regions. Find out more by getting in contact with us!