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SDR Candidate Evaluation Template
A structured framework to evaluate and compare multiple SDR candidates side-by-side. Use this template to remove bias, create audit trails, and make defensible hiring decisions.
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Side-by-side candidate comparison template
Copy this table for each hiring round. Fill in scores as you evaluate candidates. The highest weighted score advances.
| Evaluation Criterion |
Weight |
Candidate A |
Candidate B |
Candidate C |
| Outbound Experience (years, tools, quota) | 30% | _ / 5 | _ / 5 | _ / 5 |
| Domain Fit (ICP, industry, ACV) | 25% | _ / 5 | _ / 5 | _ / 5 |
| Coachability Signals | 20% | _ / 5 | _ / 5 | _ / 5 |
| Communication Quality | 15% | _ / 5 | _ / 5 | _ / 5 |
| Career Trajectory | 10% | _ / 5 | _ / 5 | _ / 5 |
| Weighted Score | 100% | _ / 5 | _ / 5 | _ / 5 |
| Role-play performance | Qualitative | Notes | Notes | Notes |
| Reference check summary | Pass/Fail | Pass/Fail | Pass/Fail | Pass/Fail |
| Final Recommendation | | Hire / Pass | Hire / Pass | Hire / Pass |
Individual candidate evaluation sheet
Use this for each candidate in the pipeline. One sheet per candidate. Archive after the hiring decision for future reference.
Candidate details
- Name: ___________________________
- Role applied for: ________________
- Current company: ________________
- Years in outbound: _______________
- Last quota: _____________________
- Last attainment: ________________
- Tools used: ____________________
- Referral source: ________________
Screen call notes
- Screen date: ___________________
- Screener name: _________________
- Opening impression: _____________
- Strongest signal: _______________
- Biggest concern: ________________
- Questions they asked: ___________
- Advance to final? Yes / No
- Overall screen score: ___ / 5
Reference check template
Ask for 2 references: one direct manager, one peer who observed them doing outbound. Use these 5 questions consistently.
- "How was [candidate] at handling rejection or a tough week on the phones?" — Screens for resilience and coachability under pressure.
- "What was their approach to improving their pitch over time?" — Screens for growth mindset and self-awareness.
- "If you could change one thing about how they worked, what would it be?" — Forces honest feedback. Follow up: "Did that change?"
- "Would you rehire them in an outbound role?" — Binary answer cuts through diplomatic softening.
- "What type of manager gets the best out of them?" — Screens for fit with your management style.
Decision criteria: when to hire vs. pass
✅ Hire signals
- Weighted score ≥ 3.5
- Role-play score ≥ 4
- At least one strong reference
- Quota attainment ≥ 80% most recent role
- No red flags in reference check
❌ Pass signals
- Weighted score < 2.5
- Can't cite specific metrics from past roles
- Blames externals for quota misses
- Weak or evasive reference feedback
- No questions asked in final interview
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