What Do I Look for When Hiring an SDR?

I recently had someone ask me what I look for when hiring an SDR. My response? It’s not always about past experience as an SDR.

In fact, one of my best recent hires came from a completely different background—he was an HR Project Manager.

Here’s what stood out to me about this individual and why I brought him onto my team:

• Career Aspiration: He had clear goals to advance his career and knew that staying in his current role wouldn’t allow him to achieve them. Ambition and a desire to grow are crucial for success in an SDR role.
• Willingness to Take Risks: Transitioning from HR to tech sales isn’t easy, especially when you have the responsibility of supporting a young family. But he was willing to step out of his comfort zone and take the leap. That kind of courage speaks volumes about someone’s potential.
• Adaptability: Moving from HR to tech sales requires learning a whole new set of skills and adapting to a different pace and environment. His willingness to learn and adapt showed me he had the mindset to thrive in a fast-paced sales environment.
• Motivation: His motivation wasn’t just about making a career change; it was about securing a better future for his family. That kind of drive is what keeps SDRs pushing through the challenges and finding success.
• Resilience: Stepping into a new field comes with its fair share of challenges, but his resilience in the face of uncertainty showed me he could handle the highs and lows of an SDR role.

It’s not always about who has the most sales experience. Sometimes, it’s about finding individuals who have the right mindset, determination, and willingness to grow. Those are the qualities that can turn a great hire into a superstar on your team.