A critique of how startups hire and manage SDRs, calling out common mistakes like missing incentive plans, unrealistic growth targets, and inexperienced leaders making hiring decisions without understanding sales fundamentals.
Rockstar sdr because Rockstar SDR will ask you those questions you're not ready to answer or do not have answers to. First of all, you cannot afford a Rockstar SDR if you don't have a concrete incentive plan. You cannot give them growth. Actual growth. Not we would see in six to eight months and you know, we'll see how it goes. And last, if you're hiring for the first time, you definitely don't know how to manage SDRs. So here are the few problems I see. Number one, hiring some of the tech founders. And let me explain these problems in detail. First of all, hiring some of the tech founders or first time SDR leaders have no clue how to hire. You would either bring your knowledge from books videos or try to replicate what worked in other roles like AE while you were hiring for AE roles. Sure you want to test perseverance, but how will you test it? You're making them write an assignment which now anyone can write in less than 10 minutes.
The SDR Role Is NOT a Stepping Stone | James Buckley on Cold Calling, AI & Career Growth
Trupeer Hired an Enterprise SDR in 1 Day. He Booked His First Meeting in Week 1
