Role-level hiring
Hire SDRs in India Who Can Actually Book Meetings
SDR and BDR recruitment screened on prospecting ability, outbound reps who can research, call, write and handle rejection, not just interview well.
- Live prospecting task in every shortlist
- Screened for resilience, curiosity and written clarity
- Ramp plan handed over with the hire
SDR hiring is a skills problem, not a résumé problem
SDR hiring fails in a predictable way: candidates who sound confident in interviews cannot research an account, write a relevant first line or survive week three of rejection. We screen for the work itself, a live prospecting exercise, a written outreach sample and a structured resilience interview, so the shortlist you see is evidence-based.
Because SDR roles are early-career and high-attrition, we also hand over a 30-60-90 ramp plan and a manager coaching rubric with every hire, so the person you hire is still performing in month four.
- Shortlist in
- 10–14 days
- Screening
- Live task
- Handover
- Ramp plan
Three to five evidence-backed profiles
Research, call and written outreach
30-60-90 with coaching rubric
The challenge
Why SDR hiring goes wrong
The role is entry-level, so it gets the least rigorous hiring process in the company.
Interviews reward talkers
Confidence in a room says nothing about willingness to make the sixtieth call of the day.
No skills evidence
Nobody watches the candidate research an account or write an outbound email before hiring them.
Attrition inside six months
Poor fit plus no ramp plan means the seat is empty again before it ever paid back.
Volume shortlists
Agencies forward every résumé that mentions outbound and let you do the screening.
Our approach
How we run an SDR search
Same rigour we apply to senior searches, adapted for early-career candidates.
Step 1: Role calibration
We define the motion, market and success profile with the hiring manager.
Step 2: Targeted sourcing
Outbound to SDRs already selling into comparable segments.
Step 3: Live prospecting task
Candidates research a real account, draft outreach and make a call.
Step 4: Structured interview
Resilience, coachability and curiosity assessed against a scorecard.
Step 5: Ramp handover
The hire arrives with a 30-60-90 plan and coaching rubric.
Who it is for
Who we hire for
Teams building or rebuilding an outbound engine.
SaaS and tech companies
Outbound SDR pods selling into India, US or EMEA.
First-time outbound teams
Companies moving from inbound and referrals to outbound.
Scaling pods
Adding five to twenty SDRs across cities.
Agencies and services firms
Lead generation teams selling complex services.
Programs and services
Ways to work with us
Single seat or a full pod.
Single SDR search
One critical outbound hire, screened end to end.
Pod build
Five to twenty SDRs hired in waves with a shared scorecard.
Hire and enable
Recruitment plus onboarding training for the new pod.
FAQ
SDR Hiring questions we get asked
Related
Where to go next
Related parts of the Simpli5Sales ecosystem, plus the latest resources from our team.
Next step
Talk to us about sdr hiring
Tell us where the number is slipping. We will come back with a short, specific recommendation, not a brochure.
One of our team responds within one working day.
Request a conversation