Outbound sales
questions to ask when hiring an sdr

22 Important Questions to Ask When Hiring an SDR

Hiring an SDR is one of the most important decisions for any growing sales team. That’s because, the right SDR can be a game changer. But finding the right person for this role isn’t always easy. To ensure you hire the right fit, asking the right questions is crucial. So, here are 22 essential questions to ask when hiring an SDR.

Check out the categories of questions –

General Fit and Background

Start by understanding the candidate’s overall alignment with the SDR role and your company’s mission.

Question 1: “What brought you to apply to this company?”

  • This question helps assess if the candidate has done their research and is genuinely interested in joining your organization.

Question 2: “How would a colleague describe you as a teammate in two to three words?”

  • This provides insight into how they work with others and fit into team dynamics.

Question 3: “Tell me about something that excites you about work?”

  • You want to gauge whether they have passion and enthusiasm for the role, which often translates to long-term engagement.

Sales Skills and Resilience

Sales is a tough field, and resilience is key. These questions will help assess how well they can handle rejection and stay motivated.

Question 4: “Tell me about a time when you put in your best effort to close a deal but were unsuccessful. How did you recover?”

  • This will give you a sense of how they handle setbacks and bounce back.

Question 5: “Can you walk me through how you would handle a persistent ‘no’ from a prospect?”

  • Persistence is a core SDR trait, and you want to hear how they push through objections.

Question 6: “Describe a time when you turned a tough ‘no’ into a successful deal.”

  • A great SDR knows how to change the outcome through persistence and adaptability.

Related reading: SDR vs BDR: Differences between the two roles

Prospecting and Lead Generation

This is probably the most critical category of questions to ask when hiring an SDR. Assess how effectively they can generate leads and spark interest in cold outreach situations.

Question 7: “How would you approach finding leads in a new market?”

  • You want someone who can adapt and find new opportunities through creative prospecting methods.

Question 8: “What tools do you use to identify and qualify leads?”

  • This question will show whether they have experience with prospecting tools and CRM systems that support their efforts.

Question 9: “In lead generation, how do you prioritize between quality and quantity?”

  • You want to see how they manage their time and ensure the leads they pursue are high-value.

Communication and Negotiation Skills

Communication is a critical skill for SDRs. These questions will give insight into how they engage prospects and close deals.

Question 10: “How do you tailor your outreach to different personas?”

  • It’s important that they can customize their messaging to various buyer types and industries.

Question 11: “Tell me about a time you convinced a hesitant prospect to take a meeting.”

  • This shows their ability to build urgency and interest in a prospect’s mind.

Question 12: “For a prospect who has gone cold, how would you re-engage?”

  • Strong SDRs have methods for re-engaging cold leads and keeping their pipeline alive.

Cultural Fit and Teamwork

Determine if they can collaborate effectively within your company’s culture and team dynamics.

Question 13: “What does a positive team culture mean to you?”

  • This will help you understand whether their idea of culture matches your company’s environment.

Question 14: “Tell me about your workflow while you work within a team to achieve shared goals”

  • A good SDR should know how to collaborate and contribute to team success.

Question 15: “How do you handle disagreements or conflicts with teammates?”

  • This is an important indicator of how they deal with interpersonal challenges in a high-pressure sales environment.

Growth Mindset and Adaptability

You need an SDR who can grow, adapt, and thrive in an evolving sales landscape. That’s why these questions are too important not to ask.

Question 16: “What was the last thing you taught yourself or dove deeply into?”

  • This gives you insight into their learning mindset and curiosity, both key traits in sales.

Question 17: “How do you stay updated on the latest sales techniques?”

  • You want someone who actively seeks to improve their skills.

Question 18: “Tell me about a time you had to quickly learn a new tool or process.”

  • Adaptability is a must for an SDR. You want someone who can pivot and learn fast.

Performance Expectations and Career Goals

Explore how they approach performance metrics and what long-term goals they have in mind.

Question 19: “How do you measure success in this role, and how often is it evaluated?”

  • This helps uncover how they track their progress and whether their focus aligns with your organization’s goals.

Question 20: “What percentage of SDRs in your current team typically hit their quotas?”

  • This can give insights into their experience with performance-based targets and team-wide success rates.

Question 21: “What’s your goal in the next 2-3 years, and how do you plan to achieve it?”

  • If they want to move up to an Account Executive (AE) role, understanding their long-term career vision helps ensure alignment with your team.

Role and Remote Work

If your team works remotely, assess how well they can adapt to a remote SDR role and thrive.

Question 22: “What does a typical day look like for a remote SDR in your current role?”

  • This will help you assess whether they have experience with remote work and how they structure their day to stay productive.

Conclusion

Learning these key questions to ask when hiring an SDR is crucial for your sales team’s success. By asking the right questions, you can identify candidates with the right skills, attitude, and fit for your team. The right SDR can make all the difference in building a strong pipeline and achieving your sales goals.