Sales Development Representative (SDR)

Sales Development Representative (SDR)Location: Offshore (Remote) Required Hours: 9:00–18:00 Eastern Time (U.S.) (Central, Mountain, Pacific okay) Department: Sales Reports To: Director of SalesAbout the RoleWe are seeking a top-performing, self-sufficient Sales Development Representative (SDR) to generate high-quality outbound pipeline for our Direct Sales team. This role requires native-level or near-native English communication skills, strong outbound fundamentals, and a mindset rooted in curiosity, coachability, competitiveness, and continuous experimentation.You will prospect HR, Compliance, Legal, and Operations leaders at U.S.-based, multi-state companies and drive the early stages of the sales cycle. Success requires both high activity and high quality, with demonstrated experience booking meetings that convert into SQLs and pipeline.Candidates who thrive here are self-directed, analytical, coachable, financially motivated, and capable of owning their daily results with minimal oversight.Key Responsibilities• Execute high-volume outbound prospecting via cold calls, cold email, and LinkedIn.• Generate 10–15 SQLs/month, 8+ kept meetings per month with ICP prospects.• Use persona insights, trigger events, and multi-state complexity to personalize messaging.• Qualify prospects against criteria aligned to our MEDDICC/MEDDPICC-informed process.• Ask thoughtful, second-order discovery questions to uncover business impact, risk, and urgency.• Maintain clean, accurate, up-to-date records in HubSpot CRM.• Track weekly activity, reply rates, connect-to-book %, kept rates, SQL conversion, and pipeline created.• Build and enrich high-quality ICP lists using ZoomInfo and LinkedIn Sales Navigator.• Identify trigger events, compliance pressure points, hiring shifts, state expansions, and relevant news.• Run outbound experiments (subject lines, CTAs, personalization tiers, persona angles).• Use a hypothesis – tactic – metric – result – iteration framework.• Document learnings and contribute to outbound playbooks.• Coordinate closely with Account Executives on territory strategy, persona priorities, and meeting notes.• Ensure meeting quality and strong next steps to support opportunity creation.Required QualificationsCore Experience• 1–3 years in an SDR/BDR role with a proven record of outbound success (B2B SaaS required).• Experience targeting mid-market or enterprise accounts in the U.S. market.• Role history aligned with SDR, BDR, Inside Sales, Outbound Sales, or Lead Generation.English Excellence (Must-Have)• Fluent/native-level English.• Clean, articulate written communication visible directly on the resume.• Experience communicating with U.S. executives (VPs, Directors, CHRO, HR Ops, Legal).• Examples of communication-heavy deliverables (top-performing email templates, webinar support, writing contributions, or demo-setting experience).Quantified Performance• Candidates must show clear, verifiable metrics such as:• SQLs/month: typically 12–15+• Quota attainment: 64–100% for multiple months/quarters• Leaderboard ranking: top 10–20%, President's Club, #1 SDR, Rookie of the Quarter• Conversion rates: reply rate, booked-to-kept %, meeting-to-opportunity %• Activity volume paired with quality signals, such as A/B tests or improved conversion rates.Tools Experience• Practical experience with:• CRMs: HubSpot (preferred), Salesforce, Dynamics• Sequencers: Outreach, Salesloft, Apollo, HubSpot Sequences• Prospecting Tools: ZoomInfo, LinkedIn Sales Navigator, Lusha, Seamless, Clearbit• Enablement Tools: Gong, Chorus, Lavender, Scratchpad• Productivity Tools: Excel/Sheets, Notion, Confluence, Docs, Grammarly• Bonus for candidates with explicit U.S. shift experience (EST/CST/PST).High-Impact Traits• Self-sufficiency: ran campaigns, built lists, or tested messaging without heavy oversight• Coachability: documented before/after improvements after feedback• Curiosity: pattern recognition, market research, persona study, or competitive tear-downs• Competitiveness: measurable rankings, SPIFFs, contests, over-quota streaks• Financial motivation: clear comfort with commission-driven compensationPreferred Qualifications• Experience prospecting into HR, Compliance, Legal, HR Ops, or related personas.• Familiarity with multi-state employment, handbook/policy updates, FMLA, wage & hour, or audit readiness (not required, but highly valuable).• MEDDICC or MEDDPICC awareness.• Experience generating reply-rate lift from testing (e.g., +60% from trigger-based personalization).Core SkillsHard Skills• Cold calling, objection handling, and establishing relevance quickly• Short-form email copywriting with clear value and CTAs• LinkedIn prospecting and messaging• CRM hygiene, pipeline tracking, and documentation• List building, enrichment, and persona research using ZoomInfo + Sales Navigator• Running/optimizing sequences across multiple channelsSoft Skills• Highly curious, asks thoughtful questions, digs below the surface• Coachable – implements feedback quickly with visible improvement• Self-directed – works with minimal supervision and strong ownership• Competitive and financially motivated• Excellent communicator (written and verbal)• Resilient, consistent, and process-driven• Reliable communication and collaboration during U.S. working hoursSuccess Metrics• Daily/weekly outbound activity• Meetings booked & kept with ICP prospects• SQLs generated and meeting → SQL → opportunity conversion• Reply rates, connect-to-book %, kept rates• Pipeline created and influenced• CRM accuracy, quality of notes, and timeliness• Documented experimentation and measurable improvementNegative/Disqualifying Signals• No metrics listed for meetings, SQLs, quota, or ranking• Vague language like “responsible for” without outcomes• Over-automation (“blasts,” “mass email,” “auto-DM”) with no quality metrics• Short role tenure (<9 months) repeated without clear context• Typos, grammar issues, or unclear writing• Lists tools used but provides no examples of experiments or improvementsDeep Context QuestionsThese highlight deeper indicators of whether the candidate will thrive in this role — beyond standard qualifications.Communication & English• Has the candidate demonstrated C1/C2-level English in past roles or certifications?• Have they communicated directly with U.S.-based executives or decision-makers?• Do they show polished writing samples or communication-heavy deliverables?Curiosity & Discovery• Do they reference second-order questions, root-cause diagnosis, MEDDICC or MEDDPICC, or business impact understanding?• Have they done persona/industry research or market deep dives?Coachability• Can they point to a concrete before/after improvement tied to feedback?• Do they mention coaching cadence (1:1s, call reviews, Gong insights)?Self-Sufficiency• Have they built ICP lists, executed outbound experiments, or owned a full outreach campaign?• Do they describe running tests: hypothesis → tactic → metric → result → iteration?Competitiveness & Motivation• Do they document rankings, SPIFF wins, President's Club, over-quota months?• Is variable compensation or accelerators a stated motivator?Outbound Excellence• Do their metrics align with high-performing SDR standards (SQLs, quota, reply rates)?• Do they share reply rates, connect rates, or kept rates with specific tactics on how they achieved those metrics?ICP Alignment• Any exposure to HR, compliance, legal, or multi-state employer challenges?• Experience reaching HR Directors, HR Ops Managers, CHROs, or Legal/Compliance buyers?#VirgilHR#LI-PROMOTED#LI-Remote