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5 Reasons You Should Hire More than One SDR

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The role of a sales development representative (SDR) isn’t easy. From scrubbing incorrect data to cold calling prospects to trying to change already-made-up minds, it can be challenging to keep ahead of the game without a peer to rely on. Indeed, having a team of SDRs rather than just one can be beneficial in a number of key areas. Here are five reasons why you should hire more than one SDR at the same time.

 

Better benchmarking

 

Having multiple reps helps to set the bar for performance high. With just one SDR, 25 calls and a handful of leads a month may seem sufficient, because you don’t have anyone else to measure performance against. Having more than one rep, on the other hand, will allow you calculate the average to determine with greater certainty just how many calls, leads and conversions should be reasonably expected. Assessing what your SDR team is capable will also allow you to set stretch goals to increase performance over time.

 

Healthy competition

 

While SDRs certainly help one another in the trenches, having more than one also creates a sense of healthy competition. When you have a team of reps all competing for the position of top dog, you’ll end up with a group of motivated, driven and highly productive individuals striving to achieve the best possible results at all times. Utilizing weekly metrics and friendly contests can help break the monotony and add a bit of excitement to the day-to-day operations of your sales department.

 

Different perspectives and approaches

 

There’s more than one way to peel an orange, and many of these differing approaches can produce some pretty stellar results. When you have just one SDR at the helm, there is no variety. A team, however, brings varying perspectives, insight and strengths to the table, which means they can try a number of different approaches to achieve the best results.

 

Easier, more efficient training

 

Having a team of sales development reps can help alleviate much of the pressure from HR and sales managers by practicing peer training. Have your more seasoned reps assist with bringing newer employees up to speed on the sales policies and strategies of your organization. Implement peer-to-peer evaluations of things like call scoring and lead qualification. Encourage your SDR team to engage in constructive feedback and the development of a set of best practices. You may be quite surprised at what they’re capable of coming up with.

 

Risk mitigation

 

Unfortunately, the turnover rate of SDRs is quite high, with the average tenure coming in at just over two years. Having to start over every couple of years with a brand new rep is not only frustrating, but it’s not an efficient use of your time. Having a team in place ensures that you won’t be left holding the bag when and if one rep decides to move on to greener pastures. Likewise, a group of SDRs provides support to prevent employee burnout, which can reduce the likelihood of churn. In other words, everybody wins.

 

As you plan to build out your sales development team, keep the above factors in mind. Rather than hiring just one rep at a time, consider the many tangible and intangible benefits that come with hiring more than one. This will provide your SDR team with the support and resources they need to succeed.

 

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