Built for founder-led service firms making their first 1–5 remote hires.Inspect the brief
Plan your hire
EVIDENCE-BACKED REMOTE RECRUITING

Hire an SDR who builds pipeline without damaging your reputation.

Recruit a remote sales development representative around your market, outreach motion, qualification rules, CRM discipline, and communication standard.

Plan this hire Inspect the role evidence
Create consistent prospecting activityQualify with better judgmentKeep pipeline data usable
Premium hiring scorecards arranged on a brushed silver decision desk
Process visual — no client or candidate record shown.
ROLE DECISION CONSOLE

Click through the controls before you commit to the search.

Compare scope, evidence, and handoff before the market is touched. The goal is a search that feels controlled before it feels fast.

Scope readiness86%

What should a sales development representative own first?

Create consistent prospecting activity

Account research Outbound sequences Cold calling

Turn the work into a role scorecard before sourcing begins.

Plan this hire
OWNERSHIP MAP

What this role should own—and what should be tested.

A title is only useful after responsibilities, tools, communication, and evidence are explicit.

Typical responsibilities

  • Account research
  • Outbound sequences
  • Cold calling
  • Lead qualification
  • CRM hygiene

Common tools

  • HubSpot
  • Salesforce
  • Apollo
  • Outreach
  • Salesloft
  • LinkedIn Sales Navigator

Communication evidence

  • Relevant personalization
  • Active listening
  • Concise qualification
  • Professional objection handling
ROLE-RELEVANT WORK SAMPLE

Test a realistic moment—not trivia.

Research a target account, write a short outreach sequence, and run a live discovery and objection-handling scenario.

01 Structure02 Judgment03 Communication04 Follow-through
Example only. The final exercise should reflect the approved role and respect candidate time.
30 / 60 / 90

Define progress before day one.

These milestones become specific only after the client approves the role scorecard.

First 30 days

Learn the systems, document recurring work, and close supervised loops reliably.

By day 60

Own the core cadence, surface risks early, and improve one recurring workflow.

By day 90

Operate against agreed measures with less prompting and a clear growth plan.

A strong fit when

  • ICP and offer are defined
  • Activity and quality can both be coached
  • The manager reviews calls and pipeline

Pause the search when

  • The offer has no proven buyer
  • Success depends on misleading volume tactics
  • There is no sales manager or feedback loop
BUYER QUESTIONS

Clarify the relationship before the shortlist.

Who employs or contracts with the person?

First Hire is launching as a direct-hire recruiting partner. The client employs or contracts with the selected person and chooses its own payroll, EOR, or contractor solution.

How is communication assessed?

We evaluate job-relevant clarity, listening, written tone, comprehension, and judgment through live conversation and realistic scenarios. Accent is not a screening criterion.

Are working hours confirmed?

Yes. Required overlap, schedule, start date, and other availability constraints are confirmed before a candidate reaches the shortlist.

See the sample candidate brief Understand the pricing model Walk the process
A CLEARER NEXT STEP

Turn the sales development representative role into an evidence-backed search.

Start with the work that keeps interrupting your week, plus the timeline and working-hour overlap you need.

Plan your hire