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If you’ve ever Googled “SDR job description template,” you’ve probably come across dozens of articles that all look the same.
They follow the same tired formula:
Generic job title. Buzzword-filled duties. Bullet points.
And maybe—if you’re lucky—a bland summary of responsibilities like “make cold calls and generate leads.”
But here’s the problem:
None of these templates actually help you attract a great SDR.
They don’t teach you how to write a job post that excites a candidate.
They don’t show you how to stand out in a sea of SaaS startups hiring for the exact same role.
And they definitely don’t explain how to write in a way that actually connects with someone who’s smart, ambitious, and selective.
That’s where this guide comes in.
In this article, we’ll walk you through how to write a clear, modern, and human job post that actually attracts top SDR talent—whether you’re hiring your first rep or scaling your sales team.
We’ll show you:
- What a great SDR job description looks like (with two copy-paste templates)
- Why most job posts fail to convert serious applicants
- How to write in a way that reflects your culture, values, and expectations
- And how to use WorkScreen.io to automatically screen and score applicants based on real skills—not just resumes
👉 If you haven’t read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/., check it out first. It breaks down the psychology of why most job descriptions fall flat—and how to fix them.
Ready to create a job post that actually brings in top sales talent? Let’s get started.
Smart Hiring Starts Here
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
What A Sales Development Representative (SDR) Actually Does
Let’s cut through the jargon.
A Sales Development Representative (SDR) is the person who starts the sales conversation.
They don’t close deals.
They open doors.
Their job is to research potential customers, start meaningful conversations, and qualify leads so your Account Executives can focus on closing.
That might sound simple, but it’s one of the most critical roles in any sales organization—especially in fast-growing startups.
Because without a steady stream of qualified opportunities…
You don’t have a sales pipeline. And without pipeline, you don’t have revenue.
Great SDRs aren’t just good at sending cold emails or making calls.
They’re curious, resilient, and strategic. They know how to listen, tailor messages, and stay consistent—even when they hear “not interested” ten times in a row.
And most importantly?
They’re often the first voice a prospect hears from your company—so they shape the first impression of your brand.
That’s why when you write your SDR job post, don’t just list generic responsibilities.
Explain how the role fits into the bigger picture. Show why it matters. And speak to the kind of person who thrives in a fast-paced, high-growth environment—someone who’s not just looking for a job, but a place to grow and prove themselves.
Two SDR Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: SDR Job Description (Experienced Hire)
📌 Job Title: Sales Development Rep (SDR) at GrowLabs — Help Us Reach the Next 1,000 Customers
💼 Type: Full-Time | Hybrid or Remote
💰 Salary: $55K–$70K base + uncapped commission
📍Location: U.S. (Remote)
A Quick Intro From Our Founder
(Insert Loom or YouTube video link here)
🚀 About GrowLabs
At GrowLabs, we’re on a mission to help B2B startups simplify their go-to-market operations. Our platform makes it easy to build smart outbound campaigns without hiring a massive team.
We’ve grown fast through referrals and product love. Now, we’re ready to scale sales—and we’re looking for an experienced SDR to help drive pipeline, book quality meetings, and bring our message to the right people.
💡 Why This Role Matters
You’ll be the first point of contact with potential customers. Your job isn’t just to send emails—it’s to spark conversations, learn what problems our prospects face, and connect them to real solutions. You’ll help us move faster, qualify better, and keep our sales pipeline full of great opportunities.
🎯 What You’ll Be Doing
- Research and identify high-quality leads using LinkedIn, Apollo, Clay, and other tools
- Craft and send personalized cold emails and LinkedIn messages
- Qualify inbound and outbound leads and book discovery calls for our AE team
- Track and manage activity in HubSpot CRM
- Work closely with sales and marketing to test messaging, campaigns, and targeting
✅ What We’re Looking For
- 1–2+ years in an SDR/BDR role at a B2B SaaS company
- You know how to hit quota—and how to recover when you don’t
- Strong written communication skills (your emails are short, sharp, and punchy)
- Grit, coachability, and curiosity
- Bonus: You’ve worked in early-stage startups or sold to SMBs
🌟 Why You’ll Love Working Here
- Base salary + generous uncapped commission
- Paid time off + quarterly wellness days
- Fully remote with flexible hours
- Monthly learning stipend
- Close-knit, high-trust team that loves solving problems together
💼 How to Apply
We use WorkScreen to evaluate all applicants fairly—no fluff, no resume keywords. Just real signals.
Click here to apply → Insert your WorkScreen application link
🌱 Option 2: Entry-Level SDR (We’ll Train You)
📌 Job Title: Entry-Level Sales Development Rep at GrowLabs — No Experience Needed, Just Hunger to Learn
💼 Type: Full-Time | Hybrid or Remote
💰 Salary: $42K–$50K base + commission
📍Location: U.S. Based (Remote Friendly)
A Quick Welcome From Our Team
(Insert Loom or YouTube link to hiring manager intro)
👋 About GrowLabs
We’re a growing SaaS startup helping small businesses launch smarter outbound campaigns. Our tools are used by over 500+ teams to generate leads, connect with ideal buyers, and grow without guesswork.
We’ve grown through referrals and word-of-mouth, but now we’re ready to build a real sales motion—and we’re looking for someone motivated, curious, and coachable to join us as our newest SDR.
You don’t need years of sales experience.
What we care about is your attitude, hunger, and willingness to learn.
💬 What You’ll Be Doing
- Reach out to potential customers via email, LinkedIn, and phone (don’t worry—we’ll show you how)
- Start friendly, helpful conversations that uncover real pain points
- Book discovery calls for our sales team and follow up with leads
- Use tools like HubSpot, Clay, and Apollo (we’ll train you on these)
- Work with our marketing team to improve messaging and outreach
🙌 What We’re Looking For
- Clear communicator and good writer (this matters more than experience)
- Organized, consistent, and dependable—you follow through
- You’re curious and love solving problems
- Comfortable working in a fast-paced environment
- Bonus if you’ve done cold outreach, support, or fundraising—but it’s not required
✨ What You’ll Get
- Real sales training, mentorship, and daily feedback
- Flexible remote work with a team that respects your time
- Paid time off + mental health days
- Monthly learning stipend to grow your skills
- Growth opportunities as we expand the team—you can grow into AE or marketing roles
💼 How to Apply
We use WorkScreen to make the hiring process fair and skill-focused. You don’t need a perfect resume—just show us what you’ve got.
Apply here → Insert your WorkScreen application link
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Why These SDR Job Posts Work
Let’s break down why these two job descriptions attract stronger, more qualified SDR candidates—especially in a competitive hiring market.
✅ 1. The Job Titles Are Clear and Specific
Instead of a vague title like “Sales Rep”, we used:
- “Sales Development Rep (SDR) at GrowLabs — Help Us Reach the Next 1,000 Customers”
- “Entry-Level Sales Development Rep — No Experience Needed, Just Hunger to Learn”
These titles do three important things:
- Tell the candidate what the role is
- Give them a sense of mission or expectation
- Make the listing feel human and real, not like corporate boilerplate
This instantly improves relevance and attracts people who are aligned with your goals—not just people blindly applying to anything in sales.
✅ 2. The Openings Build Connection—Not Just Description
Both versions include a friendly intro from the company or founder. This builds trust.
It’s the opposite of opening with a stiff paragraph about “our global mission and market presence.” Instead, we speak directly to the candidate and explain why the role matters in plain language.
That emotional connection is what gets top talent to stop scrolling and keep reading.
✅ 3. There’s Transparency Around Salary and Perks
Too many companies hide salary info—and lose great candidates because of it.
These posts share base pay, commission structure, remote options, and growth benefits. That builds trust early and saves everyone time later.
✅ 4. Responsibilities Are Framed Around Impact
We don’t just say, “Send emails. Book calls.”
We say, “You’ll be the first point of contact. Your job is to spark conversations and qualify leads so our AEs can close with confidence.”
This helps the candidate see their value—and shows that you respect the role.
✅ 5. The Language Encourages The Right Applicants
Notice how we used phrases like:
- “We’ll train you on these tools”
- “You don’t need a perfect resume”
- “Bonus if you’ve done X—but it’s not required”
This makes your post more inclusive. Instead of filtering out good people who don’t meet rigid criteria, you widen the funnel to include coachable talent—especially for entry-level roles.
✅ 6. The Hiring Process Is Respectful and Clear
Each post includes a clear “How to Apply” section with a link to WorkScreen. This:
- Sets expectations
- Demonstrates fairness
- Shows that your company values thoughtful applicants, not one-click spam
When candidates know what to expect, they feel respected—and that improves application quality and brand reputation.
✅ 7. The Posts Include Personality—Not Just Process
From tone to layout to the optional video message, the whole post feels like it was written by a real team—not a robot.
That’s what sets modern job posts apart. You’re not just hiring for a job. You’re inviting someone to join a mission. These posts make that invitation feel real.
Bad SDR Job Description Example (And Why It Fails)
Job Title: Sales Representative
Company: LeadTech Solutions
Job Type: Full-Time
Location: Remote
Salary: Competitive
Job Summary
LeadTech Solutions is seeking a highly motivated Sales Representative to join our dynamic team. The ideal candidate will be responsible for generating new business opportunities, qualifying leads, and contributing to revenue growth.
Responsibilities
- Make outbound calls and send emails to prospective clients
- Set appointments for Account Executives
- Maintain accurate records in CRM
- Meet or exceed weekly activity targets
Requirements
- Bachelor’s degree in Business, Marketing, or related field
- 1–3 years of sales experience preferred
- Strong communication skills
- Proficient in Microsoft Office and CRM platforms
How to Apply
Please send your CV and cover letter to hr@leadtechsolutions.com. Only shortlisted candidates will be contacted.
🚨 Why This Job Post Falls Flat
Let’s break down what went wrong—and why it’s the type of post that top candidates scroll right past.
🔹 1. The Title Is Generic
“Sales Representative” is vague. Is it inbound or outbound? Is it full-cycle or SDR? What type of product are they selling? There’s no hook, no specificity, and no mission. It looks like every other sales listing out there.
🔹 2. The Introduction Is Cold and Forgettable
Phrases like “dynamic team” and “responsible for generating new business” are corporate filler. There’s no personality, no cultural signal, and no reason to care about this company or role.
🔹 3. No Context or Mission
The post never explains what the company does or why this role matters. That’s a huge miss. It tells candidates what they’ll do—but not why it matters. There’s no emotional or strategic layer.
🔹 4. Responsibilities Are Broad and Boring
“Make outbound calls” and “maintain records” could describe any entry-level sales role. There’s no insight into the team’s approach, tools used, or how success is defined.
🔹 5. Requirements Are Rigid and Outdated
Listing a bachelor’s degree as a requirement for an SDR role automatically filters out qualified candidates who could succeed without one. And nothing about traits that matter most in SDR work—like grit, curiosity, or coachability—is even mentioned.
🔹 6. No Salary Transparency
“Competitive” doesn’t cut it anymore. Top candidates value clarity. If you don’t include salary expectations, many qualified candidates simply won’t apply.
🔹 7. The Application Process Feels Dismissive
Saying “only shortlisted candidates will be contacted” sends the message: we don’t value your time. It feels transactional—and makes it less likely for top candidates to take the time to apply.
Bottom line?
This is a post that checks boxes—but doesn’t sell the opportunity.
It doesn’t speak to the real strengths, values, or goals of either the company or the candidate. That’s exactly what you’re here to fix.
Bonus Tips to Make Your Job Post Stand Out
Writing a great SDR job post isn’t just about formatting—it’s about candidate experience. Here are a few extra touches you can add to show applicants you care, build trust, and attract the right people.
✅ Tip 1: Add a Security & Privacy Notice
With so many scams and sketchy job listings out there, a simple privacy note helps candidates feel safe. Add something like this to the bottom of your post:
🛡️ We take the security and privacy of all applicants seriously. We’ll never ask for payment, banking information, or personal financial details at any stage of the hiring process.
It shows you’re legit and thoughtful. And that goes a long way.
✅ Tip 2: Mention Leave Days or Flex Time
Most SDRs are motivated and high-energy—but they also value downtime and balance.
Even if your benefits are simple, mention them clearly:
Enjoy 15+ paid days off annually, plus flexible remote hours and monthly wellness days to reset.
This makes your job more attractive—especially for Gen Z and Millennial applicants who care about flexibility and well-being.
✅ Tip 3: Highlight Training & Career Growth
If you’re open to training SDRs or promoting them into AE or RevOps roles, say so. It’s a major motivator.
We offer hands-on training and mentorship, plus a clear path to grow into Account Executive, Marketing, or Customer Success roles depending on your strengths.
This tells the candidate: we won’t just hire you—we’ll invest in you.
✅ Tip 4: Add a Loom Video or Team Message
Even a 60-second Loom from the hiring manager makes your post feel personal and trustworthy. It helps humanize your team and gives applicants a sense of who they’d be working with.
You can say:
🎥 Want to meet your future team lead? Watch this 2-minute video → [Insert Loom Link]
This one detail can dramatically improve application rates and candidate quality.
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
Should You Use AI to Write an SDR Job Post?
Lately, it seems like every ATS and HR tool now offers “one-click AI job descriptions.”
But here’s the truth:
AI can be helpful—if you use it with strategy and context.
Otherwise, it becomes just another shortcut to bland, generic posts that fail to attract top talent.
🚫 The Wrong Way to Use AI
Let’s say you open ChatGPT and type:
“Write an SDR job description.”
You’ll probably get something like this:
We’re seeking a dynamic Sales Development Representative to generate leads, qualify prospects, and support our growing sales team…
It sounds fine. But here’s the problem:
- It has no personality
- It lacks context about your company, culture, or mission
- It doesn’t help you stand out—and the best candidates are applying to companies that do
Worst of all?
It attracts low-effort applicants who mass-apply to anything that sounds remotely like “sales.”
✅ The Right Way to Use AI
AI should be your assistant, not your author.
Start by feeding it your own insights—things that generic tools can’t guess.
Here’s how to prompt it properly:
✅ Smart Prompt Template (Copy + Paste This):
“Help me write a job post for our company, GrowLabs.
We’re hiring an SDR to help us build pipeline by starting conversations with small business prospects.
Our culture is fast-paced, curious, and collaborative.
We want to attract people who are gritty, coachable, and write great emails.
We offer:
- $55K base + uncapped commission
- Flexible remote work
- Weekly mentorship
- Clear growth paths to AE roles
Here are a few rough notes I’ve written to get started:
[Paste your bullet points, voice notes, or outline here]
Can you help me turn this into a warm, clear, and compelling job description in a human tone?”
💡 Pro tip: You can also say,
“Use this job post as inspiration and help me write something similar → [Paste a well-written post you like].”
That way, you’re not starting from scratch—you’re starting with strategy.
Bottom line?
AI can’t replace your insight. But it can help you:
- Polish your tone
- Improve clarity
- Add structure
- Refine flow
Just don’t expect it to sell your opportunity unless you know why it matters first.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need Quick Copy-Paste Job Description Templates
We get it—sometimes you just need something fast.
Maybe you’ve already read through this guide, understand what makes a job post great, and just need a solid starting point you can plug into your ATS, website, or job board.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Template (Ideal for Startup Brands)
📌 Job Title: SDR at [Your Company] — Help Us Start Conversations That Matter
💼 Type: Full-Time | Remote | $XX–$XX + Commission
About Us
We’re [Your Company], a fast-growing startup helping [brief customer problem you solve]. Our mission is to [impact-driven purpose]. We’re now looking for an SDR who’s eager to connect with prospects, learn fast, and help us grow our pipeline.
What You’ll Do
- Start meaningful conversations with leads via email, LinkedIn, and phone
- Book qualified meetings for AEs
- Work closely with marketing and sales to test messaging
- Use tools like [CRM/Sequencer] (we’ll train you if needed)
What We’re Looking For
- Great communicator (especially in writing)
- Organized and consistent—you follow through
- Motivated by progress and feedback
- Bonus if you’ve done sales or outreach before (not required)
What You’ll Get
- Salary + commission
- Remote flexibility + paid time off
- Weekly coaching
- Path to grow into AE or marketing
How to Apply
We use WorkScreen to evaluate applicants fairly—based on skills, not just resumes.
👉 [Insert your WorkScreen link here]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Sales Development Representative (SDR)
Company: [Your Company Name]
Location: Remote
Salary: $XX–$XX + Commission
Job Summary:
We’re looking for a Sales Development Representative to build and qualify outbound leads, book meetings, and support sales pipeline growth. You’ll report to the Sales Manager and work closely with Marketing.
Key Responsibilities:
- Prospect and research new leads
- Personalize and send cold emails
- Set meetings for AEs
- Maintain CRM accuracy
- Collaborate with marketing on outreach strategy
Required Skills & Qualifications:
- 1–2 years of SDR or BDR experience (preferred)
- Excellent written and verbal communication
- Familiarity with CRM and sequencing tools
- Organized, curious, and goal-oriented
Perks & Benefits:
- Commission + remote flexibility
- Paid time off + mental health days
- Professional development stipend
- Career growth into AE, RevOps, or Marketing
Application Process:
We use WorkScreen to evaluate applicants fairly. No cover letter needed. Just complete the evaluation so we can see how you think and work.
👉 Apply here: [Insert your WorkScreen link]
Let WorkScreen Handle the Hard Part
Once your job post goes live, the real work begins—sorting through applicants.
But here’s the truth:
Even the best-written SDR job post will attract a mix of high-potential candidates… and low-effort ones.
People who mass-apply. People who use AI to answer questions. People who just want “any job.”
That’s where WorkScreen comes in.
✅ WorkScreen helps you:
● Quickly spot your best applicants
Every candidate goes through a structured, skill-based evaluation.
WorkScreen automatically scores and ranks them on a performance-based leaderboard, so you can immediately see who’s worth your time—and who’s not.
● Eliminate low-effort and AI-generated applications
Tired of copy-paste answers or generic “I’m passionate about sales” responses?
WorkScreen’s assessments focus on real-world thinking and communication—not résumé keywords or polished fluff.
● Test for what matters in an SDR
Want to know how a candidate writes cold emails? Handles rejection?
With WorkScreen, you can set up short tests that assess written communication, outreach strategy, and grit—without needing to manually review every response.
● Save hours and hire smarter
No more guessing. No more wasting time on the wrong people.
WorkScreen brings the right candidates to the top—so you can spend more time interviewing winners and less time sorting through noise.
Ready to simplify your hiring process?
Create your SDR job post on WorkScreen today, get a custom application link, and let the platform do the heavy lifting.
SDR Job Description FAQs
The average base salary for an SDR in the U.S. typically ranges from $50,000 to $65,000 per year, with on-target earnings (OTE) reaching $70,000 to $90,000 once commission is factored in.
Here’s a rough breakdown:
- Entry-level SDR: $42K–$55K base + commission
- Experienced SDR: $55K–$70K base + higher commission potential
- Top-performing SDRs at high-growth startups: OTE can exceed $100K
Keep in mind that compensation varies based on:
- Location (SF and NYC pay more than mid-size cities)
- Industry (tech, SaaS, finance)
Company stage (startup vs. enterprise)
Beyond communication skills and quota-hitting, the best SDRs tend to share the following traits:
✅ Coachability – Can they take feedback and apply it fast?
✅ Curiosity – Do they ask smart questions and dig into problems?
✅ Written communication – SDRs live in the inbox. Clear, punchy writing is a superpower.
✅ Resilience – Sales is full of rejection. Grit matters more than polish.
✅ Organization – Can they manage follow-ups, track leads, and stay on top of CRM updates?
Bonus if they have experience with:
- CRM tools (like HubSpot or Salesforce)
- Prospecting tools (Apollo, Clay, LinkedIn Sales Navigator)
- Cold email frameworks or sequencing tools (Outreach, Lemlist)
Not necessarily.
While some companies still list a degree as a requirement, many forward-thinking startups are dropping it—especially for entry-level SDRs.
What matters more is:
- Communication skills
- Willingness to learn
- Ability to stay consistent under pressure
A clear, thoughtful application and good interview will outweigh a diploma every time.
Great question.
- SDRs focus on generating and qualifying leads.
- AEs focus on closing deals.
Think of SDRs as pipeline builders. Their job is to research, reach out, and hand off qualified prospects to AEs, who then run demos and turn those conversations into customers.
In smaller startups, one person might do both (full-cycle sales). But as your team grows, splitting these roles improves performance.
