SDR recruitment · GTM Quest
SDR recruitment hire for the work
GTM Quest recruits SDRs and BDRs for go-to-market teams, with the search matched to how you create and qualify pipeline.
Agree whether the person must build account lists and messaging, qualify inbound demand or work an established outbound process.
Our GTM recruitment agency scopes the search with you.
Reviewed by Dan Keegan, GTM Quest · 20 October 2026 · 1 source linked below
A search with a clear briefpeople and operating context
- 01ScopeRESPONSIBILITYDECISIONS · WORK
- 02SearchRELEVANCEMOTION · MARKET
- 03AssessPRACTICALEVIDENCE · FEEDBACK
- 04HandoverOWNERSHIPSUPPORT · ACCESS
Start with the responsibilitySDR and BDR
01/ the role
Which sdr and bdr responsibility do you need? start with the gap
An inbound SDR qualifies existing interest.
An outbound BDR researches and approaches suitable accounts.
Agree which work the hire will actually own.
What needs to change?
Own an existing process
Specify the work that already exists, its current problems and the authority the person will have to improve it.
- ✓ Inbound, outbound or mixed workload
- ✓ Target account criteria and buyer personas
- ✓ Meetings booked versus held versus accepted definitions
Create a missing capability
Name what must be designed, which decisions need approval and what support or specialist capacity the person can use.
- ✓ Lists and messages already supplied versus candidate-created
- ✓ Channels and language requirements
- ✓ CRM hygiene and handoff to AEs
Agree priorities and ownership
Clarify the teams involved, reporting relationship and decisions the executive sponsor retains.
- ✓ CRM hygiene and handoff to AEs
- ✓ Coaching owner, feedback cycle and onboarding support
- ✓ Location and local buyer-market working hours
02/ the brief
What belongs in the recruitment brief? inbound qualification or outbound prospecting
State the employing location, eligible working countries, language requirements and overlap with the buyer market.
A remote label does not establish permission to work from any country.
03/ employer vacancies
Recent sdr and bdr jobs
Recent direct-employer listings across countries from [Fantastic Jobs](https://developer.fantastic.jobs/documentation/endpoints/new-jobs). These are market listings, not a claim that GTM Quest represents the employer. Check the original advert for availability and location eligibility.
Daily feed · source: company career sites via Fantastic Jobs. Check the original advert before applying.
Business Development Representative
today
Apply ↗Sales Development Representative (Taiwan), SME & Growth
today
Apply ↗Sales Development Representative
today
Apply ↗Sales Development Representative
today
Apply ↗Sales Development Representative - Nonprofit & Public Sector
today
Apply ↗Sales Development Representative, GTM Leadership
today
Apply ↗Inside Sales SDR
today
Apply ↗Sales Development Representative (SDR) – Global FX
today
Apply ↗Sales Development Representative (F/M/*)
today
Apply ↗Sales/ Business Development Representative (Leegality)
today
Apply ↗Sales Development Representative - SaaS
today
Apply ↗Sales Development Representative, AI Software (Remote, US)
today
Apply ↗
04/ candidate evidence
How do we assess sdr and bdr candidates? show the work
Our recommended assessment starts from the role you are hiring, rather than a generic interview score.
Use sanitised information and an agreed, proportionate task.
Do not ask candidates to disclose a previous employer’s confidential data.
05/ a practical brief
An outbound prospecting brief: what would you ask? a fictional example
Fictional example: A BDR receives a target account, a buyer problem and a short product explanation.
Ask for account research, a concise first message and a buyer-call role play, then give feedback and repeat part of the task.
This is an assessment recommendation, not a client case or a prediction of hiring success.
06/ the search
How do we run the recruitment search? agree the responsibility first
Define the work and support
Agree the role scorecard, location constraints and evidence needed before outreach.
Find experience that fits the motion
Compare the buyer market, responsibilities and operating context.
Ask what each person built or inherited.
Review practical evidence together
Use a role-relevant task, references where appropriate and a discussion of limits and support needs.
Name the onboarding owner
Agree access, decision authority, handoffs and what the person should understand before independent delivery.
07/ your next step
Do you need a recruit, an expert or agency delivery? choose the capacity
For related hiring, see RevOps recruitment, SDR recruitment and account executive recruitment.
15 minutes · video or phone
Brief your sdr recruitment search
Tell us the work, the buyer market and the location constraints. We will agree the scope and how candidates should be assessed.
- 01A role brief
- 02Relevant assessment
- 03A named next step
Pick a day that suits · live availability
08/ questions
SDR recruitment questions
Define the search and compare the work before committing to a role.
Yes.
We scope and run recruitment searches for go-to-market teams, with the practical responsibilities agreed before the search.
The feed shows direct-employer vacancies from Fantastic Jobs.
A listing does not establish that we represent that employer or are accepting applications on its behalf.
Follow the original advert to apply.
Check each employer’s location and eligibility requirements.
Remote work can still be restricted by country, time zone, employment arrangements or work permission.
Yes.
Discuss working directly with Dan Keegan as your GTM expert, with responsibilities and terms agreed for the work.
Book a call
Hire for the work your team needs start with the brief
Compare the responsibilities and the support the person will inherit, then book a call to scope the search.
10/ sources
Every source on this page
Each figure above links to one of these. All were opened and checked on 20 October 2026.
- Fantastic Jobs, employer ATS feed and filtering documentationdeveloper.fantastic.jobs