SDR Job Description Generator

A strong SDR JD is specific, honest, and outcome-focused. It clearly states the quota, comp structure, what they'll be selling, who they'll be calling, and what tools they'll use. Vague JDs attract vague candidates. The best SDRs you want to hire are evaluating 5–8 roles at once — specificity signals a well-run sales org.

Yes — always. SDRs who don't see comp information in a JD often skip it. Listing your base range and OTE upfront filters out the wrong candidates and attracts the right ones. It also signals transparency, which top performers value.

Aim for 400–700 words. Long enough to cover the role clearly, short enough that people actually read it. The biggest mistake is listing 20 requirements — most SDRs scan the requirements list and self-select out even when they're qualified. Keep requirements to the genuine must-haves.

Avoid corporate jargon ("passionate about synergies"), unrealistic requirements (5+ years for an entry-level role), vague comp ("competitive salary"), and laundry-list responsibilities. Never require a degree unless it's genuinely necessary — it filters out some of the best SDR talent.