A structured framework for evaluating SDR candidates consistently. Score every candidate the same way — so your best hire is a decision, not a gut feeling.
Get AI-scored candidates for your role →Without a scorecard, every interviewer evaluates candidates differently. Sales managers hire people they like. Founders hire candidates who remind them of themselves. The result: inconsistent hires, high turnover, and wasted ramp time.
A standardized SDR hiring scorecard forces consistency. Every candidate gets evaluated on the same 5 dimensions, using the same rubric. The best candidate wins on merit, not charm.
Score each dimension 1–5. Total possible score: 25. Use the weights to calculate a weighted average.
| Dimension | Weight | Score 1–5 | What to look for |
|---|---|---|---|
| Outbound Experience | 30% | _ / 5 | Quota-carrying role, volume (50+ calls/day), tools used (Outreach, Apollo, Salesloft) |
| Domain Fit | 25% | _ / 5 | Sold to similar buyers (ICP match), relevant industry, comparable ACV |
| Coachability Signals | 20% | _ / 5 | Promotions, certifications (SPIN, Challenger, Sandler), tenure pattern, eagerness to learn |
| Communication Quality | 15% | _ / 5 | Resume clarity, LinkedIn summary, cover letter specificity, articulate in screen |
| Career Trajectory | 10% | _ / 5 | Upward progression, company quality tier, short-tenure red flags absent |
Shortlist's AI scores every candidate against these 5 dimensions automatically. You receive a ranked shortlist with full rationale — no manual scoring required.
Get AI-scored candidates for your role →