Looking for advice on our interview process for SDRs

We recently defined out full interview process for SDRs. Trying to keep it simple, while still being able to evaluate all applicants.

1: Interview with SDR Manager

2: Interview with VP Sales

3: Email exercise: we give them a company and a contact, and they send an email to us trying to book a meeting

4: Role Play - we give them a script beforehand and get them to do a live role play of one or two questions, give feedback, try again and see if they take the feedback

5: References

Typically takes around 2-3 weeks.

I'm looking for advice from both people that have hired and interviewed. Is there parts that you like, don't like?

Any suggestions for improvement?

👥 Hiring

8 comments

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funcoupons

WR Officer

👑

Not a bad process. Out of respect for the candidate's time I recommend combining the SDR manager/VP sales interviews into one slot where both hiring managers are present. I'd also look at combining the email exercise and roleplay into one day. A candidate shouldn't have to come into the office more than twice for an interview for an entry level position.

Also, if you want top talent work as quickly as possible. If you can get both interviews done in a week, do it. When you know you want to move someone forward, get them in as quickly as possible. Time kills deals.

Brando

Politicker

Account Executive

Thanks for this!

We have the email/role play basically the same step, we give the instructions for the email and give the script/book the role play at the same time.

We had the Manager/VP interview separate based on something our VP read from the sales acceleration formula, but I like the idea of combining them.

Our company is completely remote so everything is done over Zoom, does that affect the coming in to the office more than twice?

funcoupons

WR Officer

👑

I don't think having it on Zoom makes a difference. You still need to be at home, in professional attire and not doing anything else at that time. Every time you schedule an interview during the work day, it's time a candidate has to take off from their current job (sometimes using PTO or sick days.) Even if they're unemployed, people still have other stuff going on like taking care of kids/errands/other interviews.

Rallier

Politicker

SDR Manager and Consultant

Fairly typical, but taking 2-3 weeks is too long. Every company is hiring SDRs right now. How are you going to stand out and make SDRs want to work there?

Salespreuner

Big Shot

Regional Sales Director

Approach and process - perfect
Timeframe, could be reduced, IMO

CRAG112

Valued Contributor

Account Executive

Why do you have a 4 step process and then want to do reference checks?

How do you have a 4 step process, where if passed, it is clear you feel the person can do the job, but then want to still talk to other companies or people about them?

Long story short. 4 step process if you don't know by then and still need validation, you are just wasting time.

Other question. Why speak to the VP of sales? Will the SDR ever work with them, or will they just take orders from them as passed down through the SDR manager?

Unless it's a management role, speaking to a VP never makes any sense. Unless it's just a VP, no management, and a smaller company.

Brando

Politicker

Account Executive

It is a way smaller company with just a VP.

I did not expect a lot of people to say shorten it. I've been through a few SDR interview processes and this was shorter than all of them.

In Canada, you can't really give a bad reference, so I agree, it's pretty much just a formality at this point... But trying to convince our VP of this is hard.

CuriousFox

WR Officer

🦊

How's it going? You tweak the process?