10 Traits Sales Development Representatives Should Possess

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B2B sales development representatives (SDRs) are crucial for the success of any sales team. They are responsible for identifying and qualifying leads, nurturing prospects, and setting appointments for sales reps. Therefore, it is essential to hire the right SDRs who possess the necessary traits for the job. In this article, we will discuss the top 10 traits to look for when hiring SDRs.

Which traits should sales development representatives have?

Communication Skills

Effective communication is the cornerstone of success in the sales industry. Therefore, it is crucial to hire SDRs who possess excellent communication skills. They should be able to articulate their thoughts clearly and concisely, and actively listen to prospects to understand their needs. Strong communication skills will enable SDRs to build rapport with prospects and move them through the sales funnel.


Being a sales development representative is not for the faint-hearted. SDRs face numerous rejections and setbacks in their daily work. Therefore, it is essential to hire SDRs who are persistent and resilient. They should be able to handle rejection well and keep a positive attitude even in the face of adversity. Persistent SDRs will keep pushing through challenges and work tirelessly to achieve their goals.


Curiosity is a crucial trait for SDRs. They should be naturally curious and constantly seeking to learn more about their prospects, industry trends, and the competitive landscape. Curiosity will drive SDRs to ask insightful questions and gather valuable information that will enable them to tailor their approach to the needs of each prospect.

Time Management

Sales development is a fast-paced and dynamic environment. SDRs must be able to manage their time effectively to handle multiple tasks and priorities simultaneously. They should be able to prioritize their work and use their time wisely to achieve their goals.


Resilience is another critical trait for SDRs. They should be able to handle the stress and pressure of sales development without burning out. Resilient SDRs will bounce back quickly from setbacks and stay focused on achieving their goals.

Competitive Spirit

Sales development is a competitive field, and Sales Development Representatives should have a competitive spirit to thrive. They should be driven to exceed their targets and constantly seek to improve their performance. A competitive spirit will drive SDRs to go the extra mile and push themselves to achieve their goals.


SDRs work independently most of the time, and they should be self-motivated to achieve their goals. They should be able to work without close supervision and take ownership of their work. Self-motivated SDRs will take the initiative to find solutions to problems and proactively seek out new opportunities.


Sales development is a constantly evolving industry, and SDRs should be able to adapt to new changes and challenges. They should be open to learning new tools, techniques, and strategies to stay ahead of the game. Adaptable SDRs will be able to navigate changes with ease and continue to deliver results.


Empathy is a critical trait for SDRs. They should be able to put themselves in their prospects’ shoes and understand their pain points and challenges. Empathetic SDRs will be able to build stronger relationships with prospects and tailor their approach to their unique needs.

Team Player

SDRs work closely with other members of the sales team, and they should be able to collaborate effectively with others. They should be team players who can share knowledge, ideas, and best practices with their peers. A team player SDR will be able to build a culture of collaboration and teamwork within the sales team.


What experience level should I look for in an SDR candidate?

The experience level of an SDR candidate will depend on your specific business needs. Entry-level SDRs may be suitable if you have a robust training program and are looking for candidates with strong potential. Alternatively, if you are looking for candidates with more experience, you may want to consider hiring SDRs with a proven track record of success in sales development.

What are the most important interview questions to ask SDR candidates?

During the interview process, it is essential to ask SDR candidates questions that will help you evaluate their fit for the role. Some critical interview questions to ask include their experience in sales development, their approach to handling rejection, their communication skills, and their ability to work independently.

Should I prioritize industry-specific experience when hiring SDRs?

While industry-specific experience can be helpful, it is not always necessary when hiring SDRs. Instead, prioritize candidates who possess the core traits and skills necessary for the role, such as communication skills, persistence, and adaptability. These traits can be valuable across industries, and candidates with these skills can quickly learn the specific nuances of your business.

How can I evaluate an SDR candidate’s performance?

To evaluate an SDR candidate’s performance, you can look at their track record of success in sales development. You can also set clear performance metrics and goals during the onboarding process and evaluate their progress over time. It can also be helpful to provide regular feedback and coaching to ensure that SDRs are continually improving.

What are the key metrics to track for SDRs?

The key metrics to track for SDRs will depend on your specific business goals and sales process. However, some common metrics to track include the number of qualified leads generated, the number of appointments set, and the conversion rate of prospects to the next stage of the sales process. Tracking these metrics can help you evaluate the effectiveness of your SDRs and identify areas for improvement.

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