Now that you have identified your target vertical and personas, you can now begin to build your Sales Development team. We find it beneficial to create 3 layers of management: strategic, tactical and operations.
A fully functional SDR team looks like this:
- A Director to drive high-level strategy and ensure the team is driving efficient pipeline growth
- A Manager to oversee day-to-day operations and provide tactical support
- Sales Development Reps to call and set appointments for your sales team.
At EBQ, we believe that it takes a village to generate a lead. In fact, when we were first starting out, we called our departments “villages” to evoke that culture of community and that an SDR can’t be left on an island. In order to not confuse our clients, we have since phased out this language but it is still deeply ingrained in our culture of process-driven management. At EBQ, we are fortunate that all of our managers have been promoted from within and through meritocracy, which means that even our directors and VP’s were once in the SDR seat and can empathize with the day-to-day battle of setting appointments. This is a huge advantage when supporting and guiding the daily operations for the SDR’s. Learn more.
The benefit of process-driven management is that if everyone is marching at the same rhythm, then it makes it easy to tell who is out of step. In other words, your tactical manager can tell if an SDR is struggling to set appointments if they aren’t keeping up with the average dials/day and can provide support.
We find that one of the benefits of outsourcing your SDR team is that you can mitigate burnout and decrease the expensive cost of hiring and training in what is typically a high-turnover-rate role.
Now that we have discussed how to build an effective SDR team, next we want to develop a lead qualification process.