20 battle-tested SDR interview questions with what-to-look-for answers. Organized by category so you can run a structured, repeatable interview process.
Skip the interviews — get AI-screened candidates →These questions reveal whether the candidate understands the fundamentals of outbound selling — or is just memorizing scripts.
What to look for: Structure. Do they start with discovery ("what do you use it for?") or launch into features? The best SDRs lead with curiosity, uncover a need, then connect their pitch to that need. A candidate who skips discovery and starts listing features will do the same on cold calls.
What to look for: A clear multi-channel sequence — not just "I'd call and email." Strong answers mention research triggers (job posts, funding, exec hire), personalization logic, and a specific call-to-action they'd use. Weak answers are generic ("I'd reach out a few times").
What to look for: Ownership of their own metrics. SDRs who track their numbers tend to improve them. Candidates who don't know their conversion rate haven't been thinking about it — which tells you about future behavior too.
What to look for: Did they research beforehand? Even a rough pitch that shows preparation beats a polished non-attempt. Grade on structure (hook, value, ask) and confidence, not perfection. Weak candidates will say "I'd need more time to prepare" — which tells you everything.
What to look for: Systematic thinking. Do they mention ICP fit, engagement signals, recency? Or do they work through the list top-to-bottom? Strong SDRs have a mental or documented prioritization framework.
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What to look for: Specificity. "I got feedback that my openers were too long so I cut them to two sentences and my connect rate went up 15%" is gold. "I'm always looking to improve" is filler. Push for the actual change and the actual result.
What to look for: Self-awareness without self-flagellation. Good candidates identify something specific ("my transition to the ask was weak"), not everything ("I was terrible") or nothing ("it was pretty good"). Bonus: implement the feedback on the spot and pitch again.
What to look for: Did they argue, or did they try the new approach? Note: good candidates may have pushed back — if they were right. The key is whether they can distinguish "I disagreed and was proven right" from "I ignored feedback because I knew better."
What to look for: Honest acknowledgment of a real gap, plus a specific story about how they closed it. Growth-oriented candidates have this answer ready. Fixed-mindset candidates struggle with the premise of the question.
SDRs spend 8 hours a day communicating. These questions reveal whether they can hold attention, adapt to the listener, and land a clear message.
What to look for: Simplicity and clarity. SDRs who explain things simply can also explain complex products to distracted prospects. Candidates who over-explain, use jargon, or say "it's complicated" will struggle with cold outreach.
What to look for: Have they been paying attention? Can they diagnose what worked — the subject line, the opening hook, the personalization, the CTA? Strong SDRs run mental A/B tests on their own outreach.
What to look for: A real response, not "I'd ask them why." What are the exact words? Strong candidates have practiced this. The answer should be short, curious, and non-desperate — "Totally fair. Out of curiosity, is [pain point] something that's come up for you at all?"
What to look for: Do they default to a resume walkthrough, or do they hook you in the first sentence? Strong SDRs treat this as a pitch. They lead with value, not history.
SDRs hear "no" 50+ times a day. These questions reveal how they handle rejection — and whether they'll still be motivated in month three.
What to look for: Emotional regulation and professional persistence. Did they chase because they genuinely believed in the opportunity, or because they hate to quit? Strong candidates can tell the difference — and know when to deprioritize a lead.
What to look for: Specific recovery tactics. "I went for a walk, then came back and made 20 more calls" is better than "I just kept pushing." Resilient SDRs have rituals that reset them — they don't white-knuckle through bad days.
What to look for: Proactive self-management. The answer should involve self-diagnosis ("I looked at my conversion funnel"), a plan ("I identified that my connects were fine but my pitch-to-meeting was low"), and a request for help ("I asked my manager to listen to 3 calls"). Passive candidates wait to be managed.
What to look for: Recall and ownership. If they can't tell you their own numbers from last week, they're not tracking their performance. If they can — and can explain the conversion gaps — you have a self-aware SDR.
These questions reveal whether the candidate wants to be an SDR — or just needs a job.
What to look for: Ambition with self-awareness. "AE" is fine. "VP of Sales" in two years is a red flag. "I want to understand the full sales cycle first, then move to a closing role when I'm consistently hitting quota" is the honest, mature answer. Be skeptical of candidates with no career direction — they tend to leave for the first opportunity that comes along.
What to look for: Honest self-reflection. "I love the rejection" is a red flag — it's performative. "I love the puzzle of getting someone's attention in 8 seconds" is authentic. For the "least," listen for whether they're honest about the grind — and whether they've made peace with it.
What to look for: Preparation. This is the final filter. Strong SDRs research before every call — including this one. They've looked at your customers, your case studies, maybe your LinkedIn. If they can describe who you sell to better than most candidates, hire them.
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