A structured evaluation form for SDR phone screens and final interviews. Score every candidate on the same dimensions — so your best hire is repeatable, not random.
Get AI-pre-screened SDR candidates →Use this scorecard during the initial phone screen. Score each area 1–5. Set a minimum threshold (e.g., 3.0 weighted) before advancing to final interview.
| Evaluation Area | Weight | Score (1–5) | Sample questions |
|---|---|---|---|
| Outbound process specificity | 30% | _ / 5 | "Walk me through your daily outbound motion" / "What's your call-to-connect rate?" |
| Quota / metric fluency | 25% | _ / 5 | "What was your quota last quarter?" / "What were you actually hitting?" |
| Coachability indicators | 20% | _ / 5 | "Tell me about a time you got tough feedback. What changed?" / "How has your pitch evolved?" |
| Motivation and drive | 15% | _ / 5 | "Why outbound?" / "What's your 2-year target?" / "What does your best week look like?" |
| Communication clarity | 10% | _ / 5 | Evaluate throughout — can they be concise and articulate under mild pressure? |
For the final round. Includes a cold call role-play and a structured behavioral interview. Use this alongside the phone screen scorecard to get a complete picture.
| Evaluation Area | Weight | Score (1–5) | What you're evaluating |
|---|---|---|---|
| Cold call role-play | 35% | _ / 5 | Opening hook, objection handling, ask for the meeting, recovery from "no" |
| Preparation quality | 20% | _ / 5 | Did they research the product, ICP, and team before the interview? |
| Objection handling | 20% | _ / 5 | Throw 2–3 real objections during role-play. Can they respond calmly and logically? |
| Cultural fit + team dynamics | 15% | _ / 5 | Collaboration signals, how they describe past teams, adaptability |
| Questions they ask | 10% | _ / 5 | Quality of their questions = how much they've thought about the role and company |
Give the candidate this brief: "You're calling me — a VP of Sales at a 50-person B2B SaaS company. Sell me on booking a meeting with our AE." Then evaluate on these criteria:
Shortlist pre-screens candidates so you only interview people who already pass on outbound experience, domain fit, and coachability. Free to start.
Get pre-screened SDR candidates →