1. Screening Over 200 applicants. My resume didn’t go through the system but I networked with the recruiter and SDR lead to get a phone screening. 2. Written out cadence They make you write out a cadence of how you’d reach out to a prospect Told me I have positive feedback and established next steps to talk to Senior SDR Lead. 3. Interview Went through my accomplishments, KPIs, tech stack, answered 2 STAR questions. I closed the interview asking if he had any reservations about me and my qualifications? He said no, he said “you’d be more qualified for our senior SDR team”. I asked about next steps and it was meeting the team. We established next steps to meet the team and I thought we ended the interview good. 4. I followed up thanking him via LinkedIn as I didn’t grab his email but made it personal while waiting for his professional email from recruiter. 5. Gets generic email which said “they needed a more experienced Enterprise/senior SDR”- that came out of left field which the Senior SDR Lead was the one who suggested I’d be more qualified for a senior SDR position and it was a remote position. Teach your sales leaders to be transparent when interviewing candidates. I looked at his LinkedIn and was not impressed but him only hitting 91% of pipeline quota and he’s hitting 110% of quota. Talk to me when you’re hitting 120%-130% of your quota and get an actual selling role with your own territory.

This was a multi stage interview process. It began with a 30 minute phone screen with a recruiter. There was a take home exercise to demonstrate knowledge of their product, prospects, and your outbound selling approach. Next was a call with the SDR manager. Then there was a superday interview with several of their SDR's, sales enablement, AE's, and marketing people who work directly with the SDR team. After that they asked for references.