A copy-paste ready SDR job description with expert tips on what to include (and what to cut) to attract high-quality candidates — and filter out the wrong ones.
Or skip the job post — source directly →Copy this template and replace all [brackets] with your specifics. Don't remove the "What you'll actually do" section — it filters candidates who aren't ready for the grind.
The template above follows a set of principles most JDs ignore. Here's why each section is there:
Stating "60+ dials/day when needed" filters candidates who aren't comfortable with high-volume outbound. This self-selection saves everyone time. Vague JDs attract vague candidates.
SDRs who've done inbound-heavy roles often underestimate outbound intensity. A clear scope boundary prevents the most common first 90-day misalignment — the candidate thought it would be different.
In most US states it's now required by law. More importantly: SDRs are money-motivated. If you don't publish the range, top candidates assume it's low. You lose them before they apply.
SDRs want to know who they'll be calling. "We sell to VP of Sales at Series A SaaS companies" helps candidates self-assess fit and shows up as a search signal for candidates who've sold into your market before.
SDRs with existing Outreach or Salesloft experience ramp 2–3 weeks faster. Listing your tools attracts candidates who already know them and helps others self-select out if they're not interested in learning.
Strong candidates are evaluating you too. A transparent, short hiring process signals a well-run company. Vague or long processes lose good candidates to companies that move faster.
| Mistake | Fix |
|---|---|
| "Competitive compensation" | Publish the actual range: "$52K base / $85K OTE" |
| "2–5 years of sales experience" | Specify: "2+ years of cold-call outbound SDR experience" |
| Listing 15+ "requirements" | Cut to 5–6 must-haves; extras become "nice to haves" |
| Generic about page ("fast-growing startup") | Specific: what do you sell, who buys it, why does it matter |
| No mention of quota expectations | State weekly or monthly meeting targets upfront |
| 4-stage hiring process taking 6 weeks | Move in 2 weeks max or lose top candidates to competitors |
For reference when filling in the template. These are US market rates for B2B SaaS SDRs:
| Experience Level | Base Salary | OTE (100% quota) | Commission Split |
|---|---|---|---|
| Entry-level (0–1 yr) | $45,000–$52,000 | $65,000–$75,000 | 60/40 (base/var) |
| Mid-level (1–3 yr) | $52,000–$65,000 | $80,000–$95,000 | 65/35 |
| Senior SDR (3+ yr) | $65,000–$80,000 | $95,000–$120,000 | 70/30 |
| NYC / SF premium | +10–20% | +10–20% | Same splits |
Full salary breakdown by city: SDR Salary Guide 2026 →
Job posts attract inbound applicants. Shortlist sources passive SDR candidates — people who are good at their current job but open to the right opportunity — and delivers 5 pre-screened matches in 48 hours.
Source directly — get 5 candidates free →