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SDR / BDR Recruiting

Sales Recruiting / SDR / BDR Recruiting

 

SDR / BDR RECRUITING

Pipeline generation starts with the right first hire.

Axe recruits SDRs and BDRs screened on outbound activity metrics, sequence performance, pipeline contribution, and ramp trajectory — not just cold-call volume claims and enthusiasm in the interview.

High Churn Risk

SDR roles have among the highest turnover in sales. Most mis-hires trace back to weak qualification screens, not poor management.

Volume Claims vs. Results

Candidates can describe activity. We screen for verifiable outcomes: pipeline sourced, conversion to opportunities, and quota vs. team average.

Motion Fit

Outbound cold-call, social-led, high-volume sequencing, and enterprise multi-threading are different skills. We match the candidate to the motion, not just the title.

Ramp Expectations

We ask about ramp timelines, support structures, and quota at time of hire — so you get candidates who understand what success looks like in your environment.

THE SDR/BDR HIRING REALITY

The resume is not the screen.

SDRs and BDRs are entry and early-career roles where raw activity is easy to claim and hard to verify. The candidates who interview best are not always the candidates who build pipeline. They’ve learned to tell the story without the data behind it.

We screen for the metrics that actually predict performance: pipeline sourced, qualified opportunity conversion rate, quota attainment vs. team average, and the tools and sequences they’ve worked. We ask for numbers, not narratives.

We also qualify motion fit. Outbound prospecting into a cold territory is different from sequencing warm inbound leads. A high-velocity SaaS BDR motion is different from a long-cycle enterprise SDR role. We match the hire to the motion before submitting a candidate.

WHAT WE SCREEN FOR

→

Outbound activity metrics: dials, sequences, connect rates, and pipeline sourced

→

Conversion rates from outreach to qualified opportunity

→

Quota attainment vs. team average — not just whether they hit quota

→

Sales motion fit: cold outbound, inbound qualification, account-based, or enterprise threading

→

Ramp history and promotion trajectory — time to AE, if applicable

→

Real reason for leaving — not the polished answer

THE AXE SDR/BDR SEARCH FRAMEWORK

Six stages. Every search. No shortcuts.

A disciplined process built for pipeline-generation roles — where activity claims are easy and verified performance is rare.

01

Role Calibration

We define the motion, ICP, tools stack, ramp timeline, quota structure, and what success looked like for the last person in the role. Most SDR searches fail here before they start.

02

Market Mapping

We build a candidate universe from SDRs and BDRs at comparable-motion companies — segmented by vertical, deal type, and outbound sophistication. No job boards.

03

Performance Screen

We ask for pipeline sourced, opportunity conversion, quota attainment vs. team average, and activity metrics. Candidates who can’t provide real numbers don’t advance.

04

Motion Fit Interview

A structured interview calibrated to your specific outbound motion — cold outbound, inbound qualification, ABM, or enterprise threading. We filter for candidates who match your environment.

05

Reference Validation

We speak to direct managers — not peer references. We ask specifically about attainment rank, activity quality, coachability, and the real reason for departure.

06

Offer Management

We manage the offer, competing processes, and close. SDR candidates often have multiple opportunities in play. Losing one at the offer stage is avoidable with the right process.

SDR / BDR SEARCH TYPES

Every SDR search has a different motion.

We define the outbound model, ICP, and ramp profile before we build the candidate universe — because an enterprise ABM SDR and a high-velocity SaaS BDR are not the same hire.

High-Velocity Outbound

High-volume sequencing environments where daily activity, connect rates, and pipeline contribution are the primary success metrics.

SaaS, fintech, martech, high-growth startups

Enterprise Account-Based

Multi-threaded outreach into named accounts with long cycles, executive engagement, and strategic prospecting rather than volume sequencing.

Enterprise software, complex B2B, consulting, services

Inbound Qualification

Lead qualification roles where speed-to-contact, discovery quality, and handoff discipline drive AE pipeline more than outbound sequencing volume.

PLG, inbound-heavy models, high-velocity pipelines

Team Build-Out

Multiple SDR/BDR hires across a region or vertical — scaling a pipeline generation function from a small team or first-time SDR program.

Growth-stage companies, new market entries

Promotion-Track SDRs

Candidates with a defined path to AE — screened not just on current performance but on deal aptitude, coachability, and readiness for quota-carrying responsibility.

Companies investing in internal AE pipeline development

Partner / Channel BDR

Business development roles focused on partner ecosystems, channel recruitment, and alliance-sourced pipeline rather than direct end-user prospecting.

Partner-led growth, channel-heavy revenue models

ENGAGEMENT MODEL

Subscription recruiting. Predictable cost.

Traditional contingency fees are especially punishing for SDR/BDR hiring — high volume, high turnover, and 20–25% placement fees don’t add up. Our subscription model replaces per-head fees with a fixed monthly engagement.

Single Hire

For a critical first SDR hire, a key market entry, or a backfill that needs to be done right. Full six-stage process, dedicated recruiter, offer management included.

Monthly Subscription

For teams running continuous SDR/BDR pipeline. Unlimited searches, weekly pipeline reviews, and a recruiting partner whose incentives are aligned to hiring volume — not placement fees.

Team Build-Out

For companies scaling a pipeline generation function — multiple SDR/BDR hires across regions or verticals. Embedded recruiting capacity with coordinated search strategy.

Looking to Hire?

Sales Recruiting / SDR / BDR Recruiting

 

SDR / BDR RECRUITING

Pipeline generation starts with the right first hire.

Axe recruits SDRs and BDRs screened on outbound activity metrics, sequence performance, pipeline contribution, and ramp trajectory — not just cold-call volume claims and enthusiasm in the interview.

High Churn Risk

SDR roles have among the highest turnover in sales. Most mis-hires trace back to weak qualification screens, not poor management.

Volume Claims vs. Results

Candidates can describe activity. We screen for verifiable outcomes: pipeline sourced, conversion to opportunities, and quota vs. team average.

Motion Fit

Outbound cold-call, social-led, high-volume sequencing, and enterprise multi-threading are different skills. We match the candidate to the motion, not just the title.

Ramp Expectations

We ask about ramp timelines, support structures, and quota at time of hire — so you get candidates who understand what success looks like in your environment.

THE SDR/BDR HIRING REALITY

The resume is not the screen.

SDRs and BDRs are entry and early-career roles where raw activity is easy to claim and hard to verify. The candidates who interview best are not always the candidates who build pipeline. They’ve learned to tell the story without the data behind it.

We screen for the metrics that actually predict performance: pipeline sourced, qualified opportunity conversion rate, quota attainment vs. team average, and the tools and sequences they’ve worked. We ask for numbers, not narratives.

We also qualify motion fit. Outbound prospecting into a cold territory is different from sequencing warm inbound leads. A high-velocity SaaS BDR motion is different from a long-cycle enterprise SDR role. We match the hire to the motion before submitting a candidate.

WHAT WE SCREEN FOR

→

Outbound activity metrics: dials, sequences, connect rates, and pipeline sourced

→

Conversion rates from outreach to qualified opportunity

→

Quota attainment vs. team average — not just whether they hit quota

→

Sales motion fit: cold outbound, inbound qualification, account-based, or enterprise threading

→

Ramp history and promotion trajectory — time to AE, if applicable

→

Real reason for leaving — not the polished answer

THE AXE SDR/BDR SEARCH FRAMEWORK

Six stages. Every search. No shortcuts.

A disciplined process built for pipeline-generation roles — where activity claims are easy and verified performance is rare.

01

Role Calibration

We define the motion, ICP, tools stack, ramp timeline, quota structure, and what success looked like for the last person in the role. Most SDR searches fail here before they start.

02

Market Mapping

We build a candidate universe from SDRs and BDRs at comparable-motion companies — segmented by vertical, deal type, and outbound sophistication. No job boards.

03

Performance Screen

We ask for pipeline sourced, opportunity conversion, quota attainment vs. team average, and activity metrics. Candidates who can’t provide real numbers don’t advance.

04

Motion Fit Interview

A structured interview calibrated to your specific outbound motion — cold outbound, inbound qualification, ABM, or enterprise threading. We filter for candidates who match your environment.

05

Reference Validation

We speak to direct managers — not peer references. We ask specifically about attainment rank, activity quality, coachability, and the real reason for departure.

06

Offer Management

We manage the offer, competing processes, and close. SDR candidates often have multiple opportunities in play. Losing one at the offer stage is avoidable with the right process.

SDR / BDR SEARCH TYPES

Every SDR search has a different motion.

We define the outbound model, ICP, and ramp profile before we build the candidate universe — because an enterprise ABM SDR and a high-velocity SaaS BDR are not the same hire.

High-Velocity Outbound

High-volume sequencing environments where daily activity, connect rates, and pipeline contribution are the primary success metrics.

SaaS, fintech, martech, high-growth startups

Enterprise Account-Based

Multi-threaded outreach into named accounts with long cycles, executive engagement, and strategic prospecting rather than volume sequencing.

Enterprise software, complex B2B, consulting, services

Inbound Qualification

Lead qualification roles where speed-to-contact, discovery quality, and handoff discipline drive AE pipeline more than outbound sequencing volume.

PLG, inbound-heavy models, high-velocity pipelines

Team Build-Out

Multiple SDR/BDR hires across a region or vertical — scaling a pipeline generation function from a small team or first-time SDR program.

Growth-stage companies, new market entries

Promotion-Track SDRs

Candidates with a defined path to AE — screened not just on current performance but on deal aptitude, coachability, and readiness for quota-carrying responsibility.

Companies investing in internal AE pipeline development

Partner / Channel BDR

Business development roles focused on partner ecosystems, channel recruitment, and alliance-sourced pipeline rather than direct end-user prospecting.

Partner-led growth, channel-heavy revenue models

ENGAGEMENT MODEL

Subscription recruiting. Predictable cost.

Traditional contingency fees are especially punishing for SDR/BDR hiring — high volume, high turnover, and 20–25% placement fees don’t add up. Our subscription model replaces per-head fees with a fixed monthly engagement.

Single Hire

For a critical first SDR hire, a key market entry, or a backfill that needs to be done right. Full six-stage process, dedicated recruiter, offer management included.

Monthly Subscription

For teams running continuous SDR/BDR pipeline. Unlimited searches, weekly pipeline reviews, and a recruiting partner whose incentives are aligned to hiring volume — not placement fees.

Team Build-Out

For companies scaling a pipeline generation function — multiple SDR/BDR hires across regions or verticals. Embedded recruiting capacity with coordinated search strategy.