SDR Hiring Handbook: Building the Right Team

SDR hiring handbook


As a sales leader, you know that building the right business development team is crucial for the growth of your company. However, finding and hiring the right Business Development Representative (BDR) or Sales Development Representative (SDR) talent can be a challenging and time-consuming task. Even if you find the right candidate, retaining them can be even more difficult.

This SDR Hiring Handbook is a comprehensive guide to help you succeed in hiring and retaining the perfect SDR every time. It is a collection of tips that will guide you through the hiring process and help you build a powerful team that will drive sales growth for your organization.

Tip #1: Build the best candidate profile

Just like you build your Ideal Customer Profile (ICP), you need to build an Ideal Candidate Profile. This will help you find the perfect candidate who checks off all the boxes and aligns with your company's values.

Tip #2: Know the profile

Without a well-thought-out Ideal Candidate Profile, you cannot focus your efforts on finding the right candidate. Knowing your ICP will guide your interview process and help you make the right hiring decisions.

Tip #3: Replicate the same hiring process over and over

Ask the exact same questions, the exact same way, for each candidate. This will allow you to make objective comparisons and select the best candidate.

Tip #4: Hire potential, not just experience

Experience is important, but potential is even more important. This will help you find high-performing candidates that are often overlooked by short-sighted companies. Ask questions that will help you identify their potential.

Tip #5: Hire a person with an internal locus of control

A person with an internal locus of control attributes their success and failure to their own efforts and abilities. They are more motivated and likely to learn. Ask questions to identify candidates with an internal locus of control.

Tip #6: Don’t make emotional decisions

Do not deviate from your Ideal Candidate Profile. Hiring a candidate that does not fit will create problems for your team and company in the long run.


Design an interview process that tests for a candidate's cognitive ability, passions, values, beliefs, education, knowledge, and experiences.


Head is a person’s cognitive ability. 
Heart is a person’s passions, values, and beliefs. You will want these to align as much as possible to your organization and the sales team as a whole.
Briefcase is education, knowledge, and experiences. 

Tip #8: Go beyond the interview

Add enhancements like personality tests, group interviews, case studies, homework assignments, presentations, and role-playing to find top performers.

Tip #9: Don’t get desperate

Pass on a candidate you are not 100% sure about rather than hiring out of desperation. This will prevent long-term pain and create a strong team.

Tip #10: A good fit is always two-way

It is equally important that you are a fit for the candidate as it is that they are a fit for you. Two-way fit ensures retention of candidates, which is especially important with SDRs.

In conclusion, building the right SDR team requires effort and focus. Follow these tips to hire and retain the perfect SDR every time. With the right team in place, your company will be poised for sales growth and success.

Outsourcing your business and sales development to The Sales Factory is also a great alternative to hiring an internal team.