Frequently asked questions
What should be on an SDR interview scorecard?
A strong SDR scorecard evaluates: prospecting ability, objection handling, coachability, curiosity, communication clarity, sales acumen, persistence, technical aptitude, and culture fit. Each criterion should have a 1–5 rubric so interviewers score consistently.
How do you score SDR candidates fairly?
Use a structured 1–5 rubric for each criterion before the interview. A "1" means significant concern, "3" means meets expectations, "5" means exceptional. Score immediately after the interview — memory fades fast. Use the same scorecard for every candidate to enable fair comparison.
What's the difference between a Strong Hire and Hire recommendation?
Strong Hire (4.0+ average): Candidate exceeds expectations across key criteria — offer quickly or you'll lose them. Hire (3.5–3.9): Solid candidate, meets the bar, recommend moving forward. Maybe (3.0–3.4): Has potential but gaps — consider a second interview on weak areas. No Hire (below 3.0): Does not meet the bar for this role.
Should I use the same scorecard for every SDR candidate?
Yes. Consistent scoring is the only way to compare candidates fairly. Define what "5" looks like before the interview, not after. Hiring managers who score without a rubric tend to favor candidates who remind them of themselves — structured scorecards reduce this bias significantly.
How is this different from Shortlist's pre-screening?
This tool helps you score candidates during your interview. Shortlist pre-screens candidates before you ever talk to them, using a similar scoring model — so you only interview candidates who already score well. It saves 5–10 hours per hire.