eam t t wing and elopmen art 11o v Recruiting P Grmanaging a sales de Different leaders look for different qualities, Grit helps – this is no place for the easily but they do tend to converge on a certain type: discouraged. In 2016, the average required Most prefer very little experience – often Of course, different kinds of SDR are suited experience for an SDR hire was hiring straight out of college – and some to different kinds of prospecting. In your 1.3 years - an 18% annual rate actually avoid SDRs with many years’ company, you may find they don’t look very of decline since 2009. experience. They feel that old-school sales different from your best AEs – they just have development processes are so different that less experience. The Bridge Group: Sales Development they often don’t correlate with success 2016: Metrics and Compensation in the new model. Research Report “For great sales development Some like hard-workers who may not be reps, I’m looking for assertive academic high-fliers – others look for high- powered types from the very top schools. go-getters who are interested in It varies by the company itself and the kinds Sales and can handle objections of accounts the rep will be calling on. confidently. When you add an ”95% of sales development leaders purposely hire SDRs with less than Some like seeing that a parent or family account based approach, two years of experience.” member was in Sales – giving the rep some I add creativity to that list understanding of the job, even at entry level. – they have to be able to craft TOPO: The 2016 Sales Development Benchmark Report All seem to like a typical ‘Sales profile’ a message to a person.” – a confident, ambitious, extrovert with the ability to prioritize, juggle and manage time. Vice President – Sales Development Everyone wants ‘smart’ – the new SDR & Field Marketing, role has to craft messages to audiences. That takes intelligence and empathy. EverString 107