Searching for top SDR candidates is a never-ending quest.
High producing SDR’s don’t hang around long, and hiring the wrong person ends up being a painful experience all around.
Once you post an SDR position on a major board, you’ll get a flood of resumes because too many people see the role as a “foot-in-the-door” to great companies and as a way to “try out” a career in sales.
But as a manager, you don’t have time for “try outs.” Recruiting top talent is just one aspect of your job, and you have a program to run. So how do you efficiently sift through the resumes and find the golden nuggets?