Today, something that should be simple and easy, hiring and on-boarding SDRs, for many companies has become a convoluted process. Turnover is high and expected. The on-boarding process takes longer than necessary, and the success rate of most SDRs has dropped significantly across the board. To have fewer problems with newly hired SDRs down the road, a little extra ‘filtering’ during the interview can be used to condense the hiring and on-boarding process. This is part of what’s necessary to accelerate appropriate ramp times and recognize revenue faster, a goal we all want to achieve. I spoke with ClearCare, one of the fastest (if not THE fastest) growing SaaS Company in the Home Care industry. Daniel Lewis - SDR manager at ClearCare, has done an exceptional job building and scaling his team. ClearCare’s salesforce leans on Daniel’s team to assist in finding, cultivating and building initial interest in ClearCare’s product offerings. What would you say is the #1 thing that can ruin an interview?
Today, something that should be simple and easy, hiring and on-boarding SDRs, for many companies has become a convoluted process. Turnover is high and expected. The on-boarding process takes longer than necessary, and the success rate of most SDRs has dropped significantly across the board.
To have fewer problems with newly hired SDRs down the road, a little extra ‘filtering’ during the interview can be used to condense the hiring and on-boarding process. This is part of what’s necessary to accelerate appropriate ramp times and recognize revenue faster, a goal we all want to achieve.
I spoke with ClearCare, one of the fastest (if not THE fastest) growing SaaS Company in the Home Care industry. Daniel Lewis - SDR manager at ClearCare, has done an exceptional job building and scaling his team. ClearCare’s salesforce leans on Daniel’s team to assist in finding, cultivating and building initial interest in ClearCare’s product offerings.
What would you say is the #1 thing that can ruin an interview?
What is your biggest pet peeve during an interview process?
What are the 2 most important qualities you like to see in an SDR candidate?
What are the 3 qualities most important to you that make an exceptional SDR on your team?
How important is previous sales experience prior to working at ClearCare?
One of the things I admire about ClearCare is you tend to do a great job hiring people who share your company vision. It is a great recipe for excellent company culture. How important is having an SDR share that same vision?
How important do you view SDRs in the sales process, and how have SDRs helped ClearCare hit its revenue goals?