Any advice/resources on building out a full BDR program?
Ellen G
Building out BDR program
9
Have you or someone in your org done it before?
You have a Master in Education and you’re a BDR?
As someone that works in EdTech, I've ironically found that the more educated people are the less intelligent they tend to be. This is not a reflection on OP in any way.. so please don't take it that way but you'd be shocked at some of the people I encounter daily with Dr. titles.
one of the dumbest people I know has a PHd, so yah I get it
Don't focus on metrics like calling and emailing to measure success. Sure, they're important, but not the ultimate tell of a good BDR.
Training, training, and training. Not just on what to say/do, but walk them through the processes thoroughly. You booked a meeting? Great.. now what.. teach them every step and make sure they know them well.
Training, training, and training. Not just on what to say/do, but walk them through the processes thoroughly. You booked a meeting? Great.. now what.. teach them every step and make sure they know them well.
Need some context here.
1) Is this a new function at your company?
2) What do you sell? (SaaS, services, tangible goods)
3) Who do you sell to? (Other businesses, direct to consumers)
1) Is this a new function at your company?
2) What do you sell? (SaaS, services, tangible goods)
3) Who do you sell to? (Other businesses, direct to consumers)
1. Details matter
2. The search bar has a ton of great info on building out sales teams of all kinds.
2. The search bar has a ton of great info on building out sales teams of all kinds.
SalesGPT Answer:
There is a multitude of advice from the Bravado community on building out a BDR (Business Development Representative) program: One successful strategy is starting in-house and using a trained BDR to mentor and manage remote BDRs. This allows you to tailor the message and work through trial and error on different campaigns. Building a people development mechanism can be rewarding for everyone. In-house BDRs give you the chance to really tailor the message and work through trial and error on different campaigns. They also suggest that a good relationship with BDRs keeps people motivated, particularly in a role that can be challenging. Another suggestion is to hire several reps for a specific quota to achieve within 6 months, if the company gets the numbers it needs, great, if not, at least you tried! It's important to remember that BDRs require good leadership and investment. Some places see the BDR role merely as a stepping stone to something else, but others invest into it and their BDRs are much better and can advance as BDRs. From a leadership standpoint, hiring is probably the biggest factor as BDR turnover can be very expensive. You should never fully rely on your BDR/SDR. Always keep your hunting skills fresh and ready to go. Having a collaborative partnership with your BDR/SDR is so important. A key point is how BDRs are compensated and motivated. At one place, BDRs were getting 1% of the closed deal value therefore they were very motivated to bring quality conversations to the table. The idea of inserting partners into the BDR/SDR process was raised. New leadership may feel that channel is the way to go, and want BDRs engaging with partners to accelerate opportunity creation and get more meetings. Lastly, to hone a BDR's skills and prepare her to be a leader, daily training is suggested. Sales training every day keeps you in the sales mindset, and consistency is the cornerstone to improvement. Also, giving her someone to practice with, like role-playing, could be beneficial. I hope these insights from the Bravado community help you in building out your BDR program!
There is a multitude of advice from the Bravado community on building out a BDR (Business Development Representative) program: One successful strategy is starting in-house and using a trained BDR to mentor and manage remote BDRs. This allows you to tailor the message and work through trial and error on different campaigns. Building a people development mechanism can be rewarding for everyone. In-house BDRs give you the chance to really tailor the message and work through trial and error on different campaigns. They also suggest that a good relationship with BDRs keeps people motivated, particularly in a role that can be challenging. Another suggestion is to hire several reps for a specific quota to achieve within 6 months, if the company gets the numbers it needs, great, if not, at least you tried! It's important to remember that BDRs require good leadership and investment. Some places see the BDR role merely as a stepping stone to something else, but others invest into it and their BDRs are much better and can advance as BDRs. From a leadership standpoint, hiring is probably the biggest factor as BDR turnover can be very expensive. You should never fully rely on your BDR/SDR. Always keep your hunting skills fresh and ready to go. Having a collaborative partnership with your BDR/SDR is so important. A key point is how BDRs are compensated and motivated. At one place, BDRs were getting 1% of the closed deal value therefore they were very motivated to bring quality conversations to the table. The idea of inserting partners into the BDR/SDR process was raised. New leadership may feel that channel is the way to go, and want BDRs engaging with partners to accelerate opportunity creation and get more meetings. Lastly, to hone a BDR's skills and prepare her to be a leader, daily training is suggested. Sales training every day keeps you in the sales mindset, and consistency is the cornerstone to improvement. Also, giving her someone to practice with, like role-playing, could be beneficial. I hope these insights from the Bravado community help you in building out your BDR program!
what industry, what size company and who is your ICP?
Searched you some good tips you can count on,hope this helps!
Commit to the Function. Many bootstrapped companies wait too long to launch a BDR program because they're hesitant to hire a non-quota carrying headcount. ...
Define the Goals of the Function. ...
Define the Goals of the BDRs. ...
Nail the Profile. ...
Hire in Twos. ...
Lockdown your onboarding.
Commit to the Function. Many bootstrapped companies wait too long to launch a BDR program because they're hesitant to hire a non-quota carrying headcount. ...
Define the Goals of the Function. ...
Define the Goals of the BDRs. ...
Nail the Profile. ...
Hire in Twos. ...
Lockdown your onboarding.
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