SDR Job Description Template

A bad SDR job description doesn’t just attract the wrong applicants. It drives away the right ones. When a posting leads with vague culture language and buries the actual outreach expectations in paragraph four, the candidates who know exactly what they’re capable of move on. The ones who stayed are often unclear on what the role actually requires.

Writing a tight SDR JD is one of those things that feels like a small task until you’re three rounds deep into interviews and still haven’t found someone who understands the qualification framework you use. The template below is built to prevent that. It covers every section a high-performing SDR applicant looks for, in the order they look for it.

Why Your SDR Job Description Matters

Every word in a job description functions as a filter. A vague posting attracts a wide, shallow pool. A precise one attracts a smaller pool of candidates who actually match the role. For outbound-facing positions like Sales Development Representatives, that distinction is more consequential than almost any other hire you’ll make.

SDRs who misunderstand their role from the first touchpoint tend to underperform on quota, burn out quickly, and churn within 90 days. The data on this is consistent: BLS data shows sales roles carry above-average turnover precisely because misaligned expectations surface fast once outreach volume and quota pressure hit in week two.

A well-written SDR JD does three things at once. It qualifies applicants before they submit by making tool requirements explicit. It sets realistic expectations by listing actual quota benchmarks rather than aspirational ones. And it signals to experienced candidates that the company knows what it’s hiring for, which matters more than most hiring managers realize.

The sections below start with the full template, then break down how to adapt each section, what skills actually predict SDR performance, how to set credible performance targets, and the most common mistakes that shrink your applicant pool before it even forms.

SDR Job Description Template

Copy and paste the section below directly into your ATS or job board. Replace bracketed placeholders with your specifics. Notes in italics indicate where to customize for nearshore or offshore roles.

How to Adapt This Template for a Nearshore SDR

The template above works for any SDR hire. For nearshore SDRs in Latin America, three sections need direct attention before you post.

Time Zone Overlap

Nearshore SDRs from Colombia, Mexico, Costa Rica, or Argentina typically operate within 0–3 hours of US business hours. That overlap is one of the main reasons companies choose nearshore for outbound roles over offshore alternatives. Make the time zone expectation explicit: write the target work hours in US time zones, not just “hours aligned with the US.” Candidates self-filter when the overlap window is clear. When it is vague, you get applicants who are genuinely confused about whether the schedule works for them.

English Fluency Requirement

For outbound-heavy roles that involve cold calling US prospects, written and spoken English fluency belongs in Required Skills, not Nice-to-Have. List it without softening. A candidate who cannot hold a qualification call comfortably with a US buyer is not a match for an outbound SDR role, regardless of their other qualifications. For roles that are primarily email and LinkedIn-based with minimal phone work, you can move this to a proficiency level rather than a hard requirement.

Tool Stack Alignment

Nearshore markets have strong familiarity with Salesforce and HubSpot, since both are common across Latin American SaaS and service companies. Apollo.io has significant adoption in the region. Outreach and Salesloft are less universally familiar but easy to ramp on for candidates with strong CRM fundamentals. Name the specific tools in the JD rather than writing “CRM experience required.” An applicant who has spent three years in Salesforce reads that and knows they qualify. One who only reads “CRM experience required” spends the first interview round establishing that.

Required Skills vs. Nice-to-Have

The required/nice-to-have split is where most SDR JDs drift into wishlist territory. Hiring managers add items to both sections without asking whether each one actually predicts SDR performance. The result is a required skills list so long that qualified candidates self-screen out, or a nice-to-have list that signals the company doesn’t actually know what drives success in the role.

The degree requirement row is worth pausing on. Listing a degree as required for an SDR role eliminates a large portion of Latin American candidates who have the technical skills and communication ability the role demands but pursued vocational or technical training instead. If the actual requirement is “can hold a professional conversation and log activity accurately,” write that instead.

For entry-level or first SDR hire situations, consider replacing “prior quota attainment” with a behavioral signal: high-volume customer-facing experience in any function, retail management, inbound support, hospitality supervisory roles. These often predict SDR coachability and resilience better than a year in an inside sales seat with no measurable output.

Setting Performance Expectations in the JD

The performance expectations section is the part most SDR JDs either skip entirely or fill with vague aspirational language. “We expect excellence.” “High performers thrive here.” These tell a candidate nothing and signal internally that the company hasn’t thought clearly about what it’s measuring.

Daily Activity Targets

Outbound-focused SDRs typically work in a volume model. For cold outreach, 50–80 combined touches per day across calls, emails, and LinkedIn is a reasonable benchmark for a full outbound role. Adjust down for roles with a heavier inbound component. Write the number. Candidates who’ve hit quotas at other companies know whether this aligns with a model they’ve succeeded in. Candidates who’ve never done outbound at volume will flag it as an honest data point during their own decision-making.

Demo Booking Quota

For ramp-complete nearshore SDRs focused on outbound, 8–15 qualified meetings booked per month is a realistic range. The exact number depends on deal size, sales cycle length, and how tightly the ICP is defined. A broad ICP with a fast sales cycle supports the higher end. A narrow ICP selling into enterprise accounts with long cycles supports the lower end. Write the target for your specific context rather than leaving a placeholder forever, and update it when your data shows it’s no longer accurate.

Ramp Timeline

A 30–60 day ramp period with a reduced quota is standard. List it explicitly. Candidates who are considering multiple offers make decisions partly on how a company structures the early weeks. A clear ramp timeline signals that the company has onboarded SDRs before and has a real plan, which matters to experienced candidates more than it might seem.

Mistakes That Kill Your Applicant Pool

The following patterns appear consistently in SDR job descriptions that produce weak applicant pools. Each one is avoidable.

A clean SDR job description is a lever on sourcing quality, interview efficiency, and first-90-day performance. The template above covers every section a serious applicant looks for, in the order they look for it. Adapt the placeholders for your team, publish a salary range, and list the actual tools. That combination alone puts the posting in a different tier from most of what’s competing for the same candidates.

For companies looking at nearshore SDRs from Latin America, see our role page at korebpo.com/nearshore-sdrs-staffing for profiles, rates, and sourcing timelines.