Hiring a Sales Development Representative (SDR) can be tricky. Success in this role doesn’t always come from experience or a great resume. Sometimes, it’s about spotting the spark—the hidden potential that can turn a candidate into a sales rockstar.
That’s why mastering the art of the SDR interview is crucial. It’s your chance to dig deeper, go beyond the surface, and find talent where others don’t look.
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Why the SDR Role Is Unique
SDRs are the frontline of your sales team. They prospect, cold call, send emails, and qualify leads. It’s a grind. It requires grit, curiosity, and a thick skin. Not everyone can do it—but the people who can often don’t stand out on paper.
That’s why interviews matter. The best SDRs sometimes come from backgrounds like acting, hospitality, or teaching. You’re not just hiring based on experience—you’re hiring based on potential.
Look for Traits, Not Just Skills
Forget job titles or fancy credentials. Focus on the qualities that make someone thrive in sales. Here are a few to watch for:
- Coachability: Are they open to feedback?
- Curiosity: Do they ask questions and want to learn?
- Resilience: Can they handle rejection and bounce back?
- Drive: Are they self-motivated and goal-oriented?
These qualities are hard to teach, but easy to spot—if you know how to look for them.
Ask the Right Questions
Standard interview questions only get you so far. To really uncover hidden talent, ask questions that reveal mindset, behavior, and potential.
Try questions like these:
- “Tell me about a time you overcame a tough challenge.”
- “How do you stay motivated when things get tough?”
- “What’s something new you taught yourself recently?”
- “How do you respond to criticism?”
These questions make people think. You’re not looking for perfect answers—you’re looking for thoughtful ones.
Simulate the Job
One of the best ways to assess an SDR candidate is to see them in action. Try giving them a quick role-play or mock cold call. This isn’t just about performance—it’s about energy, presence, and how they handle pressure.
You can also ask them to write a sample outreach email. It shows how they think about messaging and targeting.
Watch Out for Red Flags
While you’re on the lookout for potential, don’t ignore warning signs. These red flags can save you from hiring the wrong person:
- Lack of enthusiasm: No interest in sales or growth? Big no-no.
- Blaming others: If everything bad is someone else’s fault, be wary.
- Defensive behavior: If they can’t handle feedback, growth will be hard.
Remember, attitude matters more than polish.
The Gut Check
At the end of the interview, ask yourself a simple question:
Would I be excited to work with this person every day?
If the answer is yes, you’re probably looking at someone with real potential.
Final Thoughts
Great SDRs aren’t always born—they’re shaped. Your interview process can be the beginning of that journey.
Focus less on the past, and more on what’s possible. Be curious. Ask better questions. And trust your instinct when someone lights up the room, even if their resume doesn’t scream “sales star.”
Because uncovering talent is part science, part art—and a whole lot of heart.