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SDR Hire Insights
Sales Leaders getting insights from 1000s of SDR interviews, 25+ outbound sales projects delivered over 5+ years.
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I was getting a cold shoulder from one of my first clients.
Finally he got back to me:
“Why don’t you have your SDRs send me their intro videos? I’ll choose which ones I like and decide who to interview.”
This is what my client Ethan told me after several interviews that didn't go anywhere.
Like most sales leaders at early-stage companies, Ethan didn’t have the time to interview dozens of candidates.
Which is usually how sales leaders end up making bad hires.
They sacrifice a few steps to save time.
Let's do some back of the napkin math.
The Cost of a Bad Hire
AVG annual base salary for SDRs: $60,000–$80,000/year
You're selling a $30,000/year product.
Average sales cycle of 3 months.
Over a 6-month period, an effective SDR could have added 2–3 deals to your pipeline worth $60,000–$90,000 in revenue.
Instead:
- you lost those potential $90,000 in revenue
- you paid a non-performer $20,000–$30,000 in salary
- you'll have to do it all over again
The Total Cost?
Between $100,000 and $150,000 in wasted salary, lost revenue, and missed opportunities.
This is why SaaS companies, especially in early-stages can’t afford bad hires.
How Intro Videos Changed Everything
Now Ethan was smart (serial Entrepreneur and Sales leader):
- Have SDR candidates submit a 2–3 minute intro video.
- Review their background, experience, and skills at a glance.
- Only interview the ones who fit the role.
This small tweak saved Ethan and our future customers countless hours.
But we faced another issue:
Most candidates didn’t know what to say in their videos. They’d ramble about irrelevant details, making it hard to compare them.
So we built a system (you can steal for yourself).
Our Standardized Intro Video Process
Every candidate now answers these questions:
1️⃣ What products/services have you sold?
2️⃣ Ticket sizes?
3️⃣ Types of offers? (B2B, B2C)
4️⃣ What sales channels have you used? (cold calling, email, LinkedIn, etc.).
5️⃣ Which geographies have you sold to?
6️⃣ Which tools have they used in their career?
With these specific guidelines, every video gives us exactly what we need to evaluate candidates quickly and effectively.
How We Use Intro Videos in Our Recruitment Process
1️⃣ Understand Your Needs
We start by learning about your business, stage, and sales goals.
2️⃣ Source Candidates
We leverage:
- My network of 1,000+ SDRs and sales professionals.
- Recruiters in different geographies for targeted headhunting.
- LinkedIn job postings to attract top talent.
3️⃣ Request Intro Videos
Candidates submit a 2–3 minute intro video based on our standardized template.
4️⃣ Review and Shortlist
We review hundreds of applications and narrow them down to the top 1%.
5️⃣ Deliver Top Candidates
You’ll receive a handful of intro videos from qualified SDRs, making it easy to decide who to interview.
Why This Works
✅ Cuts hiring time by 90%.
✅ Reduces the risk of bad hires.
✅ Saves you time and resources.
Ready to Save Time and Hire Top SDRs?
Option 1: Get Our Intro Video Template
Want to implement this process yourself? Download our Intro Video Template to streamline your hiring:
👉 Download the Template
Option 2: Browse Pre-Vetted Candidates
Don’t want to start from scratch? Check out our list of pre-vetted SDR candidates ready to deliver results:
👉 View Candidates
Option 3: Let Us Handle It for You
Book a call with our team to learn how we can help you hire faster, save money, and build your SDR team:
👉 Book a Call Today
PS. Ethan has since become a regular client, with over 6 people staffed within his org. I'd love for you to be next if you want global top performing SDRs in your company.
113 Cherry St , 98104-2205, Seattle, Washington 98104-2205
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