Built for service firms whose founders are making their first 1–5 remote hires.Inspect the brief
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REMOTE RECRUITING WITH VISIBLE EVIDENCE

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.

Start your hiring brief Inspect the role evidence
Create consistent prospecting activityQualify with better judgmentKeep pipeline data usable
Two sales professionals collaborating beside a laptop in a bright office
SALES WORK IN CONTEXTPipeline grows from prepared conversations and consistent next steps.

A useful SDR role combines research, message judgment, qualification, CRM ownership, and a tight feedback loop with the closer.

PLAN THE ROLE

Check the scope, evidence, and handoff plan for the first 90 days before the search begins.

Choose each planning view to see what the role should own, what should earn an interview, and how a strong start will be measured.

Scope planning viewDefined at kickoff

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.

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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.

Swipe to compare responsibilities, tools, and communication evidence

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
WORK SAMPLE FOR THE ROLE

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 Reliability
The final exercise is tailored to the approved role and designed to respect candidate time.
INSIDE THE DELIVERABLE

Anatomy of the First Hire Brief.

Scroll through the six parts of the document every search produces. This is the document that supports your hiring decision.

01 / BRIEF SECTION

Role scorecard

Outcomes for the first 30, 60, and 90 days, decision rights, tools, schedule, and the constraints that can stop a search.

02 / BRIEF SECTION

Communication evidence

Notes from live conversations and written scenarios describe observed behavior in concrete terms.

03 / BRIEF SECTION

Work sample scoring

An exercise tied to the role and scored against anchors written before any answers were reviewed.

04 / BRIEF SECTION

Verification ledger

What was demonstrated, what the candidate reported, and what still needs checking are clearly labeled.

05 / BRIEF SECTION

Tradeoffs + probes

Strengths, tradeoffs, and specific interview questions to test each one.

06 / BRIEF SECTION

Handoff plan

Offer alignment, start logistics, and the onboarding plan that follows your decision.

30/60/90

Define progress before day one.

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

Swipe through the milestones for days 30, 60, and 90

First 30 days

Learn the offer, ICP, messaging, qualification rules, CRM standard, and compliant outreach expectations.

By day 60

Run the approved prospecting cadence with reviewed calls, accurate qualification, and clean CRM records for every next step.

By day 90

Deliver consistent activity and quality signals while improving one messaging, list, or handoff bottleneck.

LIVE SCHEDULE CONTEXT

Compare local times across the Americas before you define the working hours.

Swipe to view local times

Your time--:--:-- --
Mexico City--:--:-- --
Bogotá--:--:-- --
Buenos Aires--:--:-- --

Swipe to compare fit and pause conditions

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 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 the clarity, listening, written tone, comprehension, and judgment the job requires 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.

What needs to be ready before hiring an SDR?

You need a defined buyer, credible offer, approved outreach channels, qualification rules, CRM ownership, a manager who reviews calls and pipeline, and clear expectations for activity quality as well as volume.

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

Turn the sales development representative role into a search backed by evidence.

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

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EVIDENCE BEFORE INTERVIEWS · YOU MAKE THE FINAL CALL