Stop Wasting Time: Hire SDRs in 3 Steps

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Hiring a Sales Development Representative might seem like a straightforward task. On paper, it's often viewed as an entry-level role. But the reality? Getting this crucial first sales hire wrong can be one of the most damaging mistakes you make, leading to wasted time, missed opportunities, and a painful and prolonged fix.

You don't need an overly complex, seven-stage hiring funnel or a convoluted scoring rubric to find great SDR talent. What you do need is a streamlined, field-tested system that effectively filters for the real-world skills that drive SDR success – not just resume fluff or interview charm.

Over the years, we've helped countless SaaS founders and sales leaders nail their SDR hiring without getting bogged down in endless interviews. Here's our battle-tested, three-step process to surface serious SDR talent – fast.

The 3-Step SDR Hiring Process That Works:

Step 1: The 60-Second Video Gatekeeper (Right in the Job Description)

• The Ask: Embed this clear instruction directly within your job description or application process: "Send us a short video (60 seconds or less) telling us why you're excited about this specific SDR role at our company and what makes you the right fit for our team and our mission."
• Why it's Powerful: This simple video request immediately acts as a powerful filter. You'll quickly identify candidates who demonstrate:
  • Coachability: Did they follow the clear instructions and adhere to the time limit?
  • Energy & Enthusiasm: Do they convey genuine excitement for the opportunity and your company?
  • Communication Skills: Can they articulate their thoughts clearly and concisely on the fly?
  • Effort & Initiative: Did they take the time to create a personalized video, showing they are serious about the role?
• The Payoff: You'll save countless hours by instantly weeding out candidates who can't follow basic directions, lack enthusiasm, or struggle with basic communication – before you ever schedule a formal interview.

Step 2: The 15-Minute Writing Pressure Test (Immediately Post-Initial Screen)

• The Ask: If a candidate's video is compelling and your initial brief conversation is strong, don't lose momentum. Send them a short, time-bound writing assignment immediately after the call: "You have 15 minutes to respond to this prompt: [Insert a realistic SDR scenario relevant to your product/ICP]. Please send your response back to me ASAP."
• Why it's Revealing: This quick writing task forces candidates to demonstrate:
  • Written Communication Skills: Can they write clearly, concisely, and professionally – crucial for prospecting emails and LinkedIn outreach?
  • Thinking Under Pressure: How do they organize their thoughts and formulate a coherent response with a tight deadline?
  • Original Thought: Do they rely on generic answers, or can they structure a message that demonstrates genuine understanding?
• The Insight: This step provides a rapid gauge of how they'll handle the core communication demands of an SDR role without the benefit of extensive editing or external help.
  

Step 3: The Live Role Play Reality Check (For Your Shortlist)

• The Setup: You've narrowed it down to your serious contenders. Now it's time to see them in action. Schedule a live role-play scenario. Give them a brief overview in advance: "For this stage, you'll be making a short cold call to me, acting as [a specific type of prospect within your ICP] to introduce [your product/service]. Be prepared for a potential objection or two."
• Why it Cuts Through the Noise: This simulates a core SDR activity and reveals critical on-the-job skills that no resume or personality test can truly assess:
  • Composure: How do they handle the pressure of a live interaction?
  • Curiosity: Do they ask insightful questions to understand the "prospect's" needs?
  • Active Listening: Are they truly hearing what the "prospect" is saying and adapting their approach?
  • Moving the Conversation Forward: Can they handle objections gracefully and guide the interaction towards the desired outcome (e.g., a discovery call)?
• The Verdict: This live simulation provides invaluable insight into their potential for success in a real-world SDR environment. If a candidate excels in all three steps, you've likely found someone worth moving to the final stages.

The Fast Track to Top SDR Talent:

This three-step framework isn't theoretical; it's been forged in the trenches of dozens of successful SaaS hires, both for our own teams and for the visionary founders we partner with. It's fast, it's efficient, and it's laser-focused on evaluating the skills that truly matter for an SDR to thrive.

Want our specific templates for crafting compelling video asks, targeted writing prompts, and realistic role-play guides?

Send me a direct message Contact Travis - I'm happy to share the resources that can help you build a team of rockstar SDRs.

By Travis Janko, CEO of GSD Coach & Recruiting, helping SaaS founders build the top 5% of talent, FAST!