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If you’ve Googled “Sales Development Representative job description,” you’ve probably seen the same thing over and over:
Bullet points. Buzzwords. Boredom.
They all say the same thing: “We’re looking for a self-starter with excellent communication skills who can generate leads and qualify prospects.”
Okay—but what does that even mean?
Here’s the real problem:
Most SDR job descriptions don’t actually help you hire a great SDR.
They check boxes, but they don’t sell the role.
They list duties, but they don’t explain why the role matters.
They sound like they were written by a template—because they were.
And that’s a problem, because top-performing SDRs don’t apply to lifeless job posts.
They’re looking for:
- A role they can grow in
- A company they believe in
- And a team they’ll enjoy working with
If your job post doesn’t communicate those things, your best applicants will scroll right past it.
So in this guide, we’re not just giving you a job description template.
We’re showing you how to write one that actually works.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Ready to write an SDR job post that actually helps you hire the right person?
Let’s get into it.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What a Sales Development Representative (SDR) Actually Does
Let’s break this down in plain English.
A Sales Development Representative (SDR) is someone who helps your sales team grow the pipeline. They’re the first person to reach out to potential customers—usually via email, phone, or LinkedIn—and their job is to spark interest, ask smart questions, and qualify whether a lead is a good fit.
They don’t close deals—that’s the Account Executive’s job.
But they do start conversations that lead to deals.
A great SDR isn’t just a cold-calling machine. They’re:
- Curious enough to learn about your product
- Strategic enough to spot good-fit leads
- Resilient enough to handle rejection
- And sharp enough to tee up high-quality opportunities for your closers
In many ways, they’re the first impression of your company. So it’s not just about how many calls they make—it’s about how they make prospects feel when they connect.
Which means when hiring for this role, it’s not just about looking for sales experience.
You want someone who:
- Can communicate clearly
- Is genuinely curious
- Knows how to build rapport
- And thrives in a goal-oriented environment
Now that you know what an SDR really does—let’s look at two job description templates you can use: one for experienced SDRs, and one for entry-level candidates who can be trained.
Two Great Sales Development Representative Job Description Templates
✅ Option 1: SDR Job Description (For Experienced Candidates)
📌 Job Title: Sales Development Representative at RevGrow Solutions (Remote, US-based)
💼 Type: Full-Time | Remote | Base + Commission
💰 Compensation: $50K–$65K base + uncapped commission
🕒 Schedule: Monday–Friday, Standard Business Hours
🎥 A quick word from your future manager
(Insert Loom video here: [Link])
In this short video, our Head of Sales, Jenna, shares what we’re building at RevGrow, the kind of SDRs we love to hire, and why this role is essential to our growth.
🏢 Who We Are
RevGrow Solutions is a B2B sales agency helping SaaS startups and bootstrapped founders scale outbound lead generation. Since 2019, we’ve helped over 150 startups book real pipeline without relying on ads. We’re a fully remote team with a bias for action, high ownership, and treating clients like partners. Our SDRs play a critical role in helping our clients land their first 10–100 customers.
🧠 What You’ll Be Doing
- Research ideal customer profiles using tools like Apollo and LinkedIn Sales Navigator
- Send outbound emails and LinkedIn messages that spark replies
- Make follow-up calls to warm leads and handle objections
- Qualify prospects and set up discovery calls for Account Executives
- Collaborate with the strategy team to refine outreach and messaging
✅ What We’re Looking For
- 1–2 years experience in a similar SDR or cold outreach role
- Strong writing and verbal skills—you know how to hold a conversation
- Highly organized, self-driven, and comfortable working independently
- Familiarity with HubSpot (or any CRM) and modern sales tools
- You enjoy learning, testing new ideas, and hitting clear targets
🎁 Perks & Benefits
- Competitive base salary with uncapped commission
- Fully remote—work from anywhere in the U.S.
- Monthly $100 wellness & learning stipend
- Annual team retreat (last year: Austin, TX 🎉)
- Tech allowance to set up your ideal home office
✨ Why This Role Is a Great Fit
This isn’t just another SDR role. At RevGrow, you’ll work directly with startup founders, get real mentorship, and grow fast. We promote from within, reward results, and treat you like a partner. You’ll gain exposure to multiple industries, sharpen your outbound skills, and be part of a small team where your voice matters.
📥 How to Apply
We don’t rely on résumés alone. Apply through this link: [Workscreen Link]
We use WorkScreen to evaluate skills fairly and transparently. Every application is reviewed, and we’ll keep you updated throughout the process.
✅ Option 2: Entry-Level SDR Job Description (Willing to Train)
📌 Job Title: Entry-Level SDR at BrightSpark Learning Technologies
📍 Location: Remote (U.S.-based candidates preferred)
💼 Type: Full-Time | Paid Training Included
💰 Compensation: $40K–$50K base + monthly bonuses
🎥 Meet Your Future Team
(Insert Loom video here: [Link])
In this 2-minute video, our CEO shares the mission behind BrightSpark and why we believe anyone with the right mindset can succeed in tech sales.
🏢 Who We Are
BrightSpark Learning Technologies is an EdTech company helping K–12 schools modernize their classrooms with AI-powered learning tools. Our mission is to make education more personalized and equitable for every student. We’ve partnered with over 1,000 schools across the U.S. and are backed by early-stage investors who care deeply about impact. We’re now building a lean sales team to expand our reach—and we’re starting by hiring entry-level SDRs who want to grow with us.
🧠 What You’ll Learn & Do
- Learn how to use Apollo, Loom, and LinkedIn for lead generation
- Send cold outreach messages and follow-up sequences
- Qualify prospects and book meetings for Account Executives
- Track performance in our CRM (we use Pipedrive)
- Practice your messaging with feedback and coaching from experienced team members
✅ Who This Is For
- You’ve never worked in sales—but you’re curious, coachable, and hungry to learn
- You enjoy talking to people and aren’t afraid of rejection
- You’re organized, self-motivated, and can follow through without constant supervision
- You want to work at a mission-driven company and grow fast
- Bonus if you’ve worked in education, customer service, or retail—but not required
🎁 Perks & Benefits
- Fully paid 3-week onboarding and training bootcamp
- $500 home office setup allowance
- Monthly performance bonuses + recognition awards
- Unlimited PTO with a 2-week minimum vacation encouragement
- $1,000/year learning stipend (books, courses, conferences)
- Quarterly team “virtual retreats” for bonding and learning
✨ Why This Role Is a Great Fit
This isn’t a job—it’s a launchpad.
At BrightSpark, you’ll get real support, regular feedback, and a team that wants to see you succeed. You won’t be micromanaged—you’ll be mentored. If you’re looking for a place to build your sales career while doing meaningful work in education, we’d love to meet you.
📥 How to Apply
We don’t care about résumés—we care about potential.
Apply through this link: [Workscreen Link]
You’ll complete a short evaluation that helps us understand your mindset and communication skills. We review every application, and you’ll hear back from us either way.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Sales Development Representative Job Posts Actually Work
Let’s break down what makes these two job posts effective—and why they’re more likely to attract high-quality, aligned candidates.
✅ 1. The Job Titles Are Clear and Specific
Both titles go beyond “Sales Development Representative.”
They add meaningful context like:
- The company name
- Remote location
- Seniority level (entry-level vs. experienced)
- A human, non-corporate tone
This helps the right candidates self-select before they click.
✅ 2. They Start With Warm, Human Intros
Instead of jumping straight into bullet points, each post opens with:
- A Loom video from a real person
- A short story or mission statement
- Language that welcomes the reader in
This sets a conversational tone and shows that there are real people behind the job post—not just a faceless HR department.
✅ 3. The “Who We Are” Section Adds Personality
Each company is positioned with:
- A mission statement
- A sense of purpose
- A brief origin story or “why we exist”
This builds emotional connection and helps candidates understand your bigger vision.
✅ 4. The Responsibilities Are Clear and Realistic
There’s no fluff here—just well-written, plain-English summaries of:
- Daily responsibilities
- Tools they’ll use
- Who they’ll interact with
This helps the applicant visualize themselves in the role before they apply.
✅ 5. The Requirements Are Focused and Inclusive
Instead of laundry lists of must-haves, each post:
- Prioritizes mindset and soft skills
- Uses phrases like “bonus if…” or “not required but helpful”
- Encourages entry-level applicants with the right attitude to still apply
This expands your candidate pool and helps attract learners—not just veterans.
✅ 6. Salary Transparency Builds Trust
Listing a salary range signals:
- Transparency
- Respect for the candidate’s time
- Seriousness about hiring
This instantly boosts your credibility and filters for serious applicants.
✅ 7. Perks & Benefits Are Clearly Separated
Rather than blending perks into vague “why work here” fluff, each post has a distinct section that lists:
- Health, learning, and time-off benefits
- Office setup support and stipends
- Culture-related perks like retreats or wellness budgets
This helps candidates weigh the total package, not just the base salary.
✅ 8. “Why This Role Is a Great Fit” Sells the Opportunity
This section clearly explains:
- What the role leads to (growth, exposure, promotion)
- What kind of support they’ll get
- Why it’s more than “just another SDR role”
It speaks to ambitious people who want a meaningful career path—not just a paycheck.
✅ 9. The Application Process Is Respectful and Clear
No résumé black holes here.
Each post:
- Uses a WorkScreen link for structured evaluations
- Promises timely updates and communication
- Explains the next step clearly, with no ambiguity
This signals that you respect applicants’ time and effort—something rare and appreciated.
Example of a Bad Sales Development Representative Job Description (And Why it Fails)
Job Title: SDR Needed
Company: B2B Sales Experts
Location: Remote
Type: Full-Time
Job Summary:
We are looking for a results-driven Sales Development Representative to join our team. The ideal candidate will be responsible for identifying potential leads, reaching out via phone and email, and qualifying them for our sales process. Strong communication skills required. Apply today.
Responsibilities:
- Reach out to prospects via email and phone
- Maintain CRM
- Set appointments for sales team
- Meet weekly targets
Requirements:
- Bachelor’s degree preferred
- 1+ year of experience in a sales environment
- Excellent verbal and written communication
- Must be a team player
How to Apply:
Send your resume and cover letter to jobs@b2bsalesexperts.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
🚫 1. The Job Title Is Vague
“SDR Needed” doesn’t say anything about the company, mission, or type of SDR you’re looking for. It could apply to anyone, anywhere, and doesn’t feel targeted or thoughtful.
🚫 2. The Introduction Is Cold and Generic
There’s no company story, no mission, and no human element. It reads like it was pulled from a template. Nothing here would get a top candidate excited.
🚫 3. No Personality, Culture, or Mission
The post gives zero insight into what the company does, who they serve, or what values they stand for. There’s no sense of team, culture, or impact.
🚫 4. Responsibilities Are Bare-Bones
The bullet points are vague, interchangeable, and provide no real context. “Maintain CRM” or “set appointments” could mean anything. There’s no clarity or creativity.
🚫 5. The Requirements Are Rigid and Generic
Requiring a bachelor’s degree for an SDR role—without context or flexibility—excludes great candidates who could succeed with the right training. Also, “team player” is a cliché that means nothing without examples.
🚫 6. No Mention of Salary or Perks
This makes it feel like the company either isn’t confident in its offer or doesn’t value transparency. Candidates will assume the worst and keep scrolling.
🚫 7. The Application Process Is Uninviting
“Only shortlisted candidates will be contacted” is a red flag. It tells applicants they’re likely to be ignored—and that their effort won’t be acknowledged. It feels dismissive.
🚫 8. No CTA That Motivates Action
There’s no compelling reason to apply. No energy. No hook. Just a formal email address and a vague hope that someone follows through.
Bonus Tips to Make Your Job Post Stand Out
Even with a strong structure, little details can make the difference between a job post that’s good—and one that sparks instant interest from top talent.
Here are some powerful, often-overlooked enhancements you can add:
✅ 1. Add a Candidate Privacy & Security Notice
Let applicants know they’re safe when applying. This builds trust and shows your company values transparency.
Example:
🔒 We take your privacy seriously. You’ll never be asked to share sensitive financial information (like bank details) during any part of the hiring process. If something feels off, please let us know immediately.
✅ 2. Mention Leave Days or Flex Time
Time off matters—especially to candidates looking for long-term roles. Highlight it up front.
Example:
🏖 We offer unlimited PTO, with a strong “use it” culture. Everyone is encouraged to take at least two weeks off per year to recharge.
Or for structured time:
🗓 Enjoy 18–24 paid leave days annually, plus all major holidays off.
✅ 3. Highlight Training & Growth Opportunities
Especially for SDR roles (where candidates often see it as a stepping stone), showing a path forward is essential.
Example:
📈 From SDR to AE: We promote internally and provide 1:1 mentorship to help you hit your next career milestone—whether that’s closing deals or leading a team.
✅ 4. Add a Loom or YouTube Video
Video builds trust, makes your post stand out, and gives your brand a face.
Tips for the video:
- Keep it under 2 minutes
- Have the hiring manager or CEO say what the company does, why the role matters, and who thrives on the team
- Upload it to Loom, YouTube, or Vimeo and embed/link in your post
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ 5. Name the Tools You Use
Great SDRs want to hit the ground running. Sharing your sales stack signals maturity, helps them visualize the work, and filters for the right fit.
Example:
⚙️ We use HubSpot, Apollo, LinkedIn Sales Navigator, and Loom for outbound.
✅ 6. Include a Clear Timeline for Applicants
This small touch goes a long way in showing respect for the candidate’s time.
Example:
📬 We review every application and aim to respond within 5 business days. No ghosting—we promise.
Adding even one or two of these details can dramatically improve your job post’s quality—and your applicants’ experience.
Should You Use AI to Write a Job Description?
Let’s be honest. Everyone’s using AI to write job descriptions now.
And on the surface, it sounds like a great idea:
“Why spend an hour writing when ChatGPT can do it in 30 seconds?”
But here’s the truth most people won’t tell you:
Using AI without your input leads to boring, generic job posts that repel the best candidates.
You’ll end up with:
- Clichés like “must be a self-starter”
- Cold, robotic language
- Copy-paste descriptions that could apply to any company, anywhere
And top-tier SDRs? They’ll spot it a mile away—and move on.
🤖 The Wrong Way to Use AI
You type something like:
“Write me a job description for an SDR role at a tech company.”
And get back something that reads like every other post on LinkedIn. No voice. No story. No connection. Just noise.
✅ The Right Way to Use AI
AI is a powerful writing assistant—not a thinking replacement.
Use it to polish your message, not write from a blank slate.
Here’s how to do it right:
📋 Step 1: Gather Your Raw Material
Before you prompt AI, prepare the essentials:
- What your company does (and why it matters)
- What the SDR will actually do day to day
- Your team’s values and working style
- Who your ideal candidate is (skills, mindset, career goals)
- Salary range, perks, and growth path
- Your preferred tone (fun? serious? casual? mission-driven?)
🧠 Step 2: Use a Prompt Like This
“Help me write a job post for our company, BrightSpark Learning Technologies.
We’re hiring a Sales Development Representative to generate outbound leads, qualify prospects, and book meetings for our AEs.
We’re a remote-first EdTech startup with a mission to modernize K–12 learning through AI tools.
We value curiosity, ownership, and long-term thinking.
Our ideal candidate is coachable, resilient, and motivated by purpose.
Salary is $45K–$55K with bonuses, and we offer paid training, flexible PTO, and internal promotions.
Here are some raw notes I’ve written: [Insert bullet points or rough draft].
Use a conversational tone and include a short intro about our company, the role, the growth path, and why someone would be excited to apply.”
✏️ Bonus Tip: Feed It a Great Example
If you like one of the templates in this article, paste it into your prompt and say:
“Write something similar to this style, but customized to our company.”
AI can mirror structure well—if you show it what “good” looks like.
🧠 Final Word on AI
Don’t fear AI—use it intentionally.
The best job posts still come from you. AI just helps you say it better.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Copy-Paste Sales Development Representative Job Description Templates
✅ Option 1: Conversational, Culture-First SDR Job Description
📌 Job Title: Sales Development Representative at [Company name]
Type: Remote/Full time (Location Based)
💰 Salary: $xx–$xx base + uncapped commission
🏢 Company: [company name]
🎥 Meet Your Future Manager
Watch this 90-second video from our Sales Manager where he/she shares what we’re building at [company name], how SDRs contribute to our mission, and the kind of teammate we’re looking for.
👉 [Insert Loom Video Link]
🚀 About Us
[Company name] is on a mission to bring modern, AI-powered learning tools into K–12 classrooms across the country. We’re a remote-first EdTech company backed by impact-focused investors, and we’re growing fast.
Now we’re hiring an SDR who’s hungry to learn, ready to talk to people, and passionate about using tech to improve education.
🧠 What You’ll Be Doing
- Reaching out to school leaders via email, LinkedIn, and phone
- Starting thoughtful conversations and asking smart questions
- Booking discovery calls for our Account Executives
- Working closely with marketing to improve messaging
- Managing your pipeline and updating our CRM
✅ What We’re Looking For
- 1+ years of SDR experience or transferable skills (retail, support, education)
- Strong written and verbal communication
- Organized and self-driven—you like to hit goals and learn fast
- Bonus: Experience with Apollo, Pipedrive, or HubSpot
🎁 Perks & Benefits
- Uncapped commissions + monthly rewards
- Paid training & mentorship
- $1,000 annual learning stipend
- $500 home office setup
- Unlimited PTO with a 2-week minimum usage policy
✨ Why This Role Is a Great Fit
If you want to break into tech sales and work on something meaningful, this is your shot. You’ll be mentored by people who care, learn fast, and build real skills while helping improve student outcomes nationwide.
📥 How to Apply
We don’t care about perfect résumés. We care about people who show up, ask smart questions, and want to grow.
Apply here: [WorkScreen Link]
You’ll go through a quick skill evaluation—then we’ll follow up with next steps.
✅ Option 2: Structured Format (Traditional Layout)
Job Title: Sales Development Representative
Location: [enter location]
Type: Full-Time/remote
Compensation: $xx–$xxbase + commission
Reporting to: Sales Manager
Start Date: ASAP
🎥 Hear From Our CEO
In this short video, our CEO explains why this SDR role matters, what kind of person will thrive at BrightSpark, and how we’re growing in the education space.
👉 [Insert Loom Video Link]
Company Overview:
[Company name] is an education technology company helping schools improve learning through adaptive AI solutions. We’re remote-first, mission-driven, and backed by leading education investors.
Job Brief:
We are seeking a Sales Development Representative to support our outbound sales efforts. The SDR will research prospects, conduct outreach, and qualify leads for the sales team.
Responsibilities:
- Source and qualify new sales opportunities
- Conduct outbound emails, calls, and LinkedIn outreach
- Book meetings for the Account Executive team
- Maintain accurate records in Pipedrive
- Provide feedback to marketing and sales leadership
Requirements:
- 1–2 years of relevant experience or high-potential entry-level candidates
- Strong communication skills (verbal and written)
- Ability to manage multiple priorities and stay organized
- Familiarity with CRM tools a plus
- Bachelor’s degree preferred, but not required
Perks & Benefits:
- Fully remote role
- Monthly wellness & learning stipends
- Team offsites and virtual events
- Health, dental, and vision insurance
- Paid time off and sick leave
Why Join Us:
At [company name], we’re building something that matters. You’ll work in a collaborative, fast-moving environment with people who care about education—and about helping each other grow.
How to Apply:
Submit your application via [WorkScreen Link].
We review every candidate fairly, and you’ll receive an update whether you move forward or not.
Let WorkScreen Handle the Next Step
Writing a great job post is just step one.
The next challenge? Figuring out who’s actually worth interviewing.
That’s where WorkScreen comes in.
Once your post is live, WorkScreen helps you quickly identify your most promising candidates—without relying on résumés, keyword scans, or hours of manual review.
✅ Here’s How It Works:
🎯 1. Evaluate candidates based on real-world skills.
WorkScreen automatically assesses applicants through role-specific tests and questions—so you can spot people who can actually do the job, not just talk about it.
🏆 2. Get a ranked leaderboard of top performers.
Every candidate is scored and ranked, making it easy to prioritize the ones who show the most potential. No more wasting time on copy-paste applicants or generic résumés.
❌ 3. Eliminate low-effort and AI-generated applications.
WorkScreen filters out candidates using tools like LazyApply, ChatGPT, or one-click spam submissions—so you only focus on people who are genuinely interested and qualified.
🔍 4. Save time and hire with confidence.
You’ll know who’s worth interviewing in minutes—not weeks. That means faster decisions, better hires, and fewer mistakes.
Start Hiring Smarter Today If you’ve already written a job post you’re proud of, don’t let it go to waste by guessing who to interview.
FAQ
While SDR (Sales Development Representative) and BDR (Business Development Representative) roles are often used interchangeably, some companies draw a distinction. Generally:
- SDRs focus on inbound leads—qualifying people who’ve already shown interest.
- BDRs focus on outbound outreach—generating new interest through cold outreach.
That said, many job descriptions combine both functions under the SDR title.
Not always. While some companies list a degree as a preferred qualification, many are open to candidates without one—especially if they demonstrate strong communication skills, coachability, and drive. More and more companies are hiring SDRs based on skills and mindset, not academic background.
Yes. SDR is one of the most popular entry points into tech sales. It’s a fast-paced, high-impact role that builds communication, resilience, and business acumen. Many SDRs go on to become Account Executives, Sales Managers, or even Founders—making it a strong career launchpad.
The average tenure is 12 to 18 months. Most high-performing SDRs transition into Account Executive roles or other sales-related positions once they’ve mastered the fundamentals and consistently hit their quotas.
Quotas vary by company and industry, but a typical SDR might be expected to:
- Book 10–20 qualified meetings per month
- Make 50–100 outbound touches per day (calls, emails, LinkedIn)
- Maintain a certain opportunity conversion rate (e.g. 20–30%)
More mature companies may have more structured expectations than early-stage startups.
SDRs often use a mix of tools including:
- CRM: HubSpot, Salesforce, or Pipedrive
- Prospecting: Apollo, ZoomInfo, or LinkedIn Sales Navigator
- Outreach Automation: Lemlist, Outreach.io, Mailshake
- Communication: Slack, Loom, Zoom
The exact stack depends on the team’s size, budget, and workflow.
