A Sales Development Representative (SDR) focuses on the early sales process – identifying potential customers, reaching out via calls and emails, and qualifying leads. They don’t close deals but ensure Account Executives (AEs) get well-prepped opportunities.
Key Insights:
- SDRs handle top-of-funnel activities like cold calling, email outreach, and lead qualification.
- They contribute 30%-45% of the sales pipeline and generate significant revenue opportunities.
- Most SDRs transition to Account Executives within 18-36 months.
Daily Tasks:
- Make 40-80 cold calls and send 30-60 emails to prospects.
- Use tools like Salesforce and LinkedIn for lead tracking and research.
- Qualify leads using frameworks like BANT or MEDDIC and schedule meetings for AEs.
Skills Needed:
- Strong communication and active listening.
- Resilience to handle rejection and objections.
- Proficiency with CRM tools and research platforms.
Compensation:
- Median base salary: $55,000
- On-target earnings (OTE): $85,000
- Fully loaded cost (including tools and benefits): $110K-$130K annually
In-House vs. Outsourced SDRs:
- In-house SDRs: Better for large deals or complex products but require a 3-6 month ramp-up.
- Outsourced SDRs: Faster setup (2-4 weeks) and cost-effective for startups or testing new markets.
SDRs are vital to building a steady sales pipeline, whether through internal teams or outsourcing. Both options depend on your company’s goals, budget, and lead volume.
What an SDR Actually Does in Tech: Roles and Responsibilities • Business Development Rep
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What Is a Sales Development Representative (SDR)?
SDR vs Account Executive Roles and Responsibilities Comparison
A Sales Development Representative (SDR) is a sales professional dedicated to the early stages of the sales process. Their primary role is to identify potential customers, reach out through calls and emails, and determine whether these leads are worth pursuing further. Unlike salespeople who focus on closing deals, SDRs concentrate on opening doors by creating qualified opportunities for their team.
The goal of an SDR is simple: build a strong sales pipeline by scheduling discovery calls or product demos for Account Executives (AEs) to close. And the numbers speak for themselves – SDRs contribute between 46% and 73% of total pipeline conversion in B2B companies. This highlights just how crucial SDRs are in driving revenue growth.
Where SDRs Fit in the Sales Organization
SDRs act as the link between your marketing efforts and your closing team, turning interest into actionable opportunities. Marketing generates leads through campaigns, ads, and other channels, but it’s the SDRs who determine which leads are worth pursuing. Essentially, they ensure no potential customer falls through the cracks.
In most organizations, SDRs report to either the VP of Sales, the VP of Marketing, or a dedicated Head of Sales Development. The reporting structure often depends on whether the team focuses on inbound or outbound leads. Inbound SDR teams – those handling leads generated by marketing (like form submissions or trial sign-ups) – tend to report to marketing, while outbound SDR teams usually fall under sales.
A typical setup involves one SDR supporting 2-3 Account Executives. This balance allows SDRs to keep multiple AEs’ schedules filled with qualified meetings while maintaining high standards of lead quality. The SDR role is also a stepping stone to other sales positions – most SDRs transition to Account Executive roles within 18 to 36 months.
This structure highlights the key differences between SDRs and Account Executives, which is critical for aligning sales strategies.
SDR vs. Account Executive: What’s the Difference?
The primary difference between SDRs and Account Executives lies in their responsibilities within the sales funnel. SDRs handle the top of the funnel, focusing on prospecting and qualification, while AEs work on the bottom of the funnel, managing discovery, negotiation, and closing.
| Feature | Sales Development Representative (SDR) | Account Executive (AE) |
|---|---|---|
| Primary Focus | Lead generation and qualification | Closing deals and revenue generation |
| Core Activity | Cold outreach (calls, emails, social) | Demos, proposals, and negotiations |
| Success Metrics | Meetings booked, qualified pipeline created | Revenue closed, win rate, average deal size |
| Buyer Awareness | Often zero; SDR must create interest | High; buyer is already qualified and interested |
| Funnel Position | Top of funnel (MQL to SQL) | Bottom of funnel (SQL to Close) |
"SDRs don’t close deals. That’s a critical distinction. They open doors".
Without SDRs, Account Executives could waste valuable time chasing unqualified leads instead of focusing on closing deals. SDRs ensure AEs are handed leads with detailed notes, including pain points, budget, and decision-making authority, so the AE can hit the ground running in their first meeting.
Next, we’ll dive into what a typical day looks like for an SDR and how they achieve these results.
What Does an SDR Do Every Day?
An SDR’s daily routine revolves around high-volume, multi-channel outreach aimed at filling the sales pipeline with qualified leads. The work is intentionally repetitive, with each interaction contributing to a coordinated strategy to connect with decision-makers, start meaningful conversations, and guide prospects toward booking a meeting. Here’s a closer look at their typical activities.
Cold Calling and Email Outreach
Cold calling remains a cornerstone of an SDR’s responsibilities. With connect rates for cold calls ranging from 5% to 15%, SDRs need to make dozens of calls to engage a few prospects in live conversations. Many teams use parallel dialing to maximize efficiency, increasing the number of live calls per hour. On average, SDRs make 40 to 80 calls per day.
Email outreach is just as critical but demands a personal touch to stand out. Achieving a reply rate of 3% to 8% requires thoughtful, research-driven messaging. SDRs typically send 30 to 60 personalized emails daily, tailoring their approach based on specific triggers like recent funding announcements, leadership changes, or company growth plans.
"SDRs can set themselves apart from the competition with a gritty mindset, sales skills and buyer-persona knowledge." – David Dulany, Founder and CEO, Tenbound
LinkedIn has become an essential part of the SDR toolkit. Each day, SDRs perform 20 to 40 LinkedIn interactions, whether by engaging with a prospect’s content, sending personalized connection requests, or warming up leads before direct outreach. Multi-channel strategies that combine email, phone, social media, and even video messaging result in a 32% higher meeting-booking rate compared to single-channel efforts.
With outreach in motion, SDRs then shift their focus to evaluating and qualifying the responses they receive.
Qualifying Leads and Booking Meetings
Once responses start coming in, SDRs work quickly to qualify leads using frameworks like BANT (Budget, Authority, Need, Timeline) or MEDDIC. This involves asking targeted questions to uncover the prospect’s pain points, budget constraints, decision-making authority, and timeline for purchasing.
The ultimate goal? Secure a qualified meeting for an Account Executive (AE). A strong "meeting to opportunity" conversion rate falls between 50% and 70%, meaning at least half of the booked meetings should result in genuine sales opportunities. To achieve this, SDRs provide AEs with detailed handoff notes that outline the prospect’s challenges, budget indicators, and reasons for qualification.
Additionally, ensuring "held rates" for booked meetings stay between 70% and 85% is crucial. If prospects don’t show up or engage, it could indicate poor qualification or insufficient follow-up, which wastes time and undermines the SDR’s credibility.
Managing CRM Data and Following Up
Every interaction – whether it’s a call, email, or LinkedIn message – is meticulously logged into the CRM system, such as Salesforce or HubSpot. This ensures AEs have complete visibility into the account’s status and communication history. Maintaining CRM discipline is a hallmark of high-performing SDRs, helping them avoid letting leads slip through the cracks.
"A CRM (customer relationship management software) is the central source of truth for your sales organization." – Salesforce
Follow-up is another critical aspect of an SDR’s role. Many prospects don’t respond to the first attempt, so SDRs rely on automated sequences to stay in touch over weeks or even months. This process, called lead nurturing, keeps qualified prospects engaged until they’re ready to buy. Quick responses also matter – reaching out to inbound leads within five minutes or less can dramatically improve conversion rates.
AI tools are increasingly helping SDRs streamline their work. These tools can draft personalized email openers, summarize calls for CRM updates, and prioritize accounts based on intent signals. By automating repetitive tasks, SDRs can focus more on building relationships and having meaningful conversations with prospects.
SDR vs. BDR: What’s the Difference?
While people often use the terms interchangeably, SDRs (Sales Development Representatives) and BDRs (Business Development Representatives) actually have distinct roles. The key difference lies in how they source leads and approach prospects. SDRs focus on inbound leads – those who’ve already shown interest in your product or service. On the other hand, BDRs concentrate on outbound efforts, reaching out to cold prospects who may not even know your brand exists yet.
"SDR and BDR roles exist to specialize around the ‘create and qualify’ part of your funnel. This frees your AEs to focus on what they do best: running discovery and closing deals." – Outbound System
That said, there’s no universal rule. Some companies flip these definitions or use the titles interchangeably. What’s most important is clearly defining the responsibilities – whether inbound or outbound – before assigning titles. These distinctions also shape the day-to-day tasks for each role.
Inbound vs. Outbound Responsibilities
SDRs work reactively, focusing on leads who’ve already expressed interest in your offering. These could come from demo requests, trial signups, or webinar registrations. Their job is to qualify these warm leads using frameworks like BANT or MEDDIC and pass sales-ready opportunities to Account Executives (AEs).
BDRs, on the other hand, take a proactive approach. They identify target accounts that match your Ideal Customer Profile (ICP), build contact lists, and execute cold outreach strategies across email, phone, and LinkedIn. Their goal? To spark interest in accounts with no prior engagement. This requires persistence, creativity, and a knack for personalizing outreach to cold prospects.
| Dimension | SDR (Inbound) | BDR (Outbound) |
|---|---|---|
| Primary Goal | Qualify existing interest quickly | Create new interest in target accounts |
| Lead Source | Forms, trials, webinar signups | Researched lists (LinkedIn, ZoomInfo) |
| Buyer Awareness | High (already interested) | Low/Neutral (unaware) |
| Operational Approach | High speed, high volume | Research-heavy and personalized |
| Key Metric | Lead response time | Pipeline creation |
Different Tools for Different Roles
The tools each role uses reflect their unique workflows.
- SDRs rely on CRM platforms like Salesforce or HubSpot to manage lead queues and track qualification progress. They may also use AI tools for 24/7 lead qualification and communication platforms like Slack to collaborate with marketing teams and AEs.
- BDRs use platforms like LinkedIn Sales Navigator, ZoomInfo, or Apollo to research and identify target accounts. They also depend on multi-channel sequencing tools for cold email and LinkedIn campaigns, as well as automated dialers for efficient cold calling tips. Modern outbound strategies often include a four-step process: warming prospects via email, building credibility on LinkedIn, and then converting through phone calls. Understanding these tool differences helps determine whether you need SDRs, BDRs, or both.
When to Use SDRs, BDRs, or Both
Deciding between SDRs, BDRs, or a combination depends on factors like lead volume, deal size, and your overall strategy.
- SDRs are ideal if your company generates 50+ inbound sales-ready leads per month, especially when AEs are overwhelmed with unqualified leads.
- BDRs are a better fit if inbound leads are sparse, your Average Contract Value (ACV) exceeds $50,000, or you’re targeting new markets where brand awareness is low. Outbound teams can contribute 30% to 45% of the total sales pipeline, making BDRs indispensable for companies that can’t rely solely on inbound marketing.
For startups with under $5M in ARR, a hybrid role might make the most sense. One representative can handle both inbound and outbound tasks until the volume justifies splitting the roles. As your business scales beyond $10M in ARR, having specialized SDR and BDR teams ensures you can cover all lead sources effectively and keep your sales pipeline strong.
Skills Every SDR Needs to Succeed
Success as a Sales Development Representative (SDR) demands a blend of strong communication, resilience, and technical know-how. Companies with dedicated sales development teams see a 15–20% increase in conversion rates from lead to opportunity compared to those without. These skills are essential for executing outbound outreach, qualifying leads, and managing customer relationship management (CRM) systems effectively.
The most effective SDRs know their role isn’t about aggressively pushing products. Instead, they focus on building relationships and creating opportunities through authentic engagement. This requires mastering various communication platforms, staying resilient despite frequent rejection, and using technology to personalize outreach at scale.
Communication and Listening Skills
To thrive, SDRs must be skilled across multiple channels – email, phone, social media, and video. For instance, a cold email should quickly deliver a clear value proposition to grab attention, while phone calls demand quick thinking and strong conversational skills. On LinkedIn, outreach works best when SDRs first establish credibility by sharing relevant content and interacting with prospects’ posts before initiating direct contact.
Active listening is equally critical. Asking open-ended questions like, "What motivated you to explore new solutions?" or "How does this issue affect your team?" helps uncover valuable qualification signals. Rather than diving straight into a pitch, successful SDRs focus on understanding the prospect’s context, recognizing unstated needs, and asking follow-up questions to gain deeper insights into their challenges.
These foundational communication skills prepare SDRs to handle the inevitable challenges of rejection and objections.
Handling Rejection and Objections
Rejection is part of the job, with SDRs often facing multiple "no’s" before achieving a 10–20% conversion rate. High-performing SDRs see rejection as an opportunity to refine their strategies.
Many SDR teams use group cold-calling sessions (often via Zoom) to practice objection-handling techniques. Frameworks like MEDDICC or SPICED also help address common objections about timing or budget by ensuring that prospects’ needs and qualifications are thoroughly evaluated upfront.
"High performers maintain positive attitudes despite frequent ‘no’ responses, learning from each interaction to improve their approach." – Sean O’Connor, Content Specialist, monday.com
While resilience is key, technical expertise is equally important for effective outreach.
CRM Proficiency and Research Abilities
Keeping CRM systems updated is critical for avoiding blind spots and ensuring accurate forecasting. Detailed notes allow Account Executives (AEs) to seamlessly pick up conversations where SDRs leave off.
"The SDR who skips [logging data] today becomes the SDR whose deals can’t be forecasted tomorrow." – Fullcast
Top SDRs dedicate 30–40% of their day to researching target accounts. Tools like LinkedIn Sales Navigator, ZoomInfo, and Apollo help identify prospects that fit the company’s Ideal Customer Profile (ICP). These tools also track triggers – such as recent funding, leadership changes, or job postings – that signal the right time to reach out.
For example, in 2026, AppFolio, a property management software company, implemented an automated lead routing solution. This system assigned leads to the appropriate SDR role within seconds, eliminating 15–20 hours of manual work each month and ensuring efficient lead distribution.
| Skill Category | Essential Competencies | Common Tools Used |
|---|---|---|
| Communication | Multi-channel mastery (Email, Phone, Social, Video), Social Selling, Creative Messaging | Slack, LinkedIn, Zoom |
| Active Listening | Discovery questioning, contextual understanding, identifying unstated needs | N/A (human skill) |
| Technical | CRM proficiency, pipeline management, activity tracking, automated follow-ups | Salesforce, HubSpot, monday CRM, Pipedrive |
| Research Abilities | ICP matching, trigger monitoring, account mapping, technographic analysis | LinkedIn Sales Navigator, ZoomInfo, Apollo |
SDR Compensation and Performance Metrics
SDR compensation and performance metrics play a key role in shaping budget decisions and evaluating success. In the United States, the median base salary for an SDR is around $55,000, while on-target earnings (OTE) – a combination of base salary, commissions, and bonuses – typically reach $85,000. High-performing SDRs can see their OTE rise to $130,000 or more, while entry-level roles generally offer base salaries in the range of $50,000 to $65,000.
Variable pay, which includes commissions and bonuses, makes up 33%–40% of the base salary. However, the overall cost to a company is much higher when you include benefits, payroll taxes, and the cost of tools like CRM systems and sales engagement platforms. These additional expenses bring the fully loaded annual cost of an internal SDR to between $110,000 and $130,000. Understanding these costs is essential for evaluating the return on investment for SDR contributions.
Average SDR Salary and On-Target Earnings
Compensation structures differ based on experience and market dynamics. While the median OTE is $85,000, the average total pay – including all bonuses and commissions – reaches $99,000 across SDRs of various experience levels. For those with more than 15 years of experience, average earnings can climb to $116,000.
New SDRs typically require a 3 to 6 month ramp-up period to become fully productive. During this phase, companies incur the full cost of the SDR while they learn the product, refine their messaging, and build their pipeline. This delay in revenue contribution is one reason many companies consider outsourcing SDR functions, which can cost around $5,000 per month for a third-party team.
| Compensation Component | Entry-Level Range | Median/Average |
|---|---|---|
| Base Salary | $50,000 – $65,000 | $55,000 |
| On-Target Earnings (OTE) | $75,000 – $90,000 | $85,000 |
| Total Pay (incl. bonuses) | N/A | $99,000 |
| Fully Loaded Cost (with benefits & tools) | N/A | $110,000 – $130,000 |
SDR compensation is closely tied to their performance, which is measured through specific metrics.
How SDR Performance Is Measured
SDR performance is assessed using two types of metrics: activity-based and outcome-based. Activity metrics focus on effort – such as the number of calls made, emails sent, or social media touches. These metrics help ensure consistent effort and identify whether low results are due to insufficient activity. On the other hand, outcome metrics measure results, like B2B appointment setting, qualified opportunities created, and pipeline value generated.
Key performance indicators include:
- AE acceptance rate: The percentage of meetings accepted by Account Executives as qualified.
- Lead response time: A critical factor for improving conversion rates.
- Pipeline contribution: The total dollar value of opportunities added to the sales funnel.
In SaaS industries, the median SDR-sourced pipeline is about $3 million annually, and outbound teams typically contribute 30% to 45% of the total new business pipeline.
"SDR and BDR roles exist to specialize around the ‘create and qualify’ part of your funnel. This frees your AEs to focus on what they do best: running discovery and closing deals." – Matthew Johnson, Outbound System
Quality matters just as much as quantity. A healthy held rate for meetings – those that actually take place rather than being no-shows – falls between 70% and 85%. Additionally, SDRs who use multi-channel outreach (email, phone, social, and video) achieve a 32% higher meeting-booking rate compared to single-channel efforts. This highlights how the execution of SDR activities directly affects their measurable outcomes.
Should You Hire an SDR or Outsource the Function?
Choosing between building your own SDR team or outsourcing the role is a pivotal decision for maintaining a steady sales pipeline. The best option depends on factors like your budget, timeline, and how quickly you need results. Each approach has its perks, and the ideal choice often comes down to your company’s current stage and resources.
When Hiring an In-House SDR Makes Sense
An in-house SDR team is a solid choice if your deals are large (typically over $50,000 ACV) and your product requires a deep understanding to qualify leads effectively at the top of the funnel. For example, if prospects need detailed demos or complex qualification steps before scheduling a meeting, having SDRs who know your product inside and out can make a big difference.
This approach also becomes more practical as you scale. If you’re hiring five or more SDRs, the costs of management, training, and creating internal playbooks are easier to justify. Plus, you gain full control over your team’s culture and processes.
However, building an internal team takes time. On average, it takes 3 to 6 months to ramp up an in-house team, meaning you’ll be paying salaries and benefits long before you see any pipeline results. This delay can be a challenge if you need immediate outcomes.
When Outsourcing SDR Work Is Better
Outsourcing is a great option if you’re looking for quick results or want to test new markets without committing to a long-term investment. Outsourced providers can often start delivering meetings within 2 to 4 weeks. This speed is especially helpful for early-stage startups with ARR between $1 million and $10 million that need to validate product-market fit quickly.
Another advantage of outsourcing is that it eliminates the need to build infrastructure. Providers come equipped with essential tools like data enrichment, parallel dialing, and AI-driven prospecting. This can save you $10,000 to $15,000 annually per seat in tech-related costs. They also handle operational challenges like email deliverability and domain protection.
Management is another area where outsourcing shines. You won’t have to deal with recruiting, training, or managing turnover – issues that are particularly common, as internal SDRs often leave after 9 to 12 months. Many providers also offer performance-based pricing tied to metrics like "accepted and held" meetings, aligning their goals with your pipeline needs.
"Total annual cost per internal SDR or BDR seat: roughly $110,000–$130,000 in the US… This math is exactly why outsourcing exists." – Matthew Johnson, Outbound System
These operational efficiencies often translate into a more cost-effective solution, as outlined below.
Cost Comparison: In-House vs. Outsourced SDRs
The cost difference between these two approaches is striking. An internal SDR seat, when factoring in base salary, on-target earnings (OTE), benefits, payroll taxes, and tools, typically costs $110,000 to $130,000 annually. In contrast, outsourced services often start with monthly retainers as low as $499 for basic outreach.
| Feature | In-House SDR Team | Outsourced SDR Service |
|---|---|---|
| Setup Time | 3–6 months (hiring & training) | 2–4 weeks |
| Annual Cost | $110,000–$130,000 per seat | Predictable monthly retainer (starts ~$500+) |
| Tech Stack | Additional $10,000–$15,000 per year | Included in service fee |
| Management | Requires internal management | Managed by the provider |
| Scalability | Slower (requires new hires) | Faster (can easily scale teams) |
Given that 71% of internal sales development teams fail to meet half of their pipeline targets, outsourcing can be a more results-focused alternative. It shifts the emphasis from paying for "seats" to paying for "meetings and pipeline", which can deliver better ROI – especially if you choose a provider with strong service-level agreements for held meetings.
For businesses exploring new verticals or looking to avoid the hassle of setting up email deliverability systems, outsourcing offers a quicker and less risky way to build a pipeline.
Conclusion
Sales Development Representatives (SDRs) play a crucial role in building the B2B sales pipeline. They identify potential customers, qualify leads, and schedule meetings for Account Executives to close deals. Their daily tasks – ranging from cold calls and email outreach to CRM updates and lead nurturing – require persistence, strong communication skills, and proficiency with modern sales tools.
SDRs significantly impact pipeline conversion rates. Companies with dedicated sales development teams often see a 15–20% higher lead-to-opportunity conversion rate. However, building an in-house SDR team comes with higher costs and a longer ramp-up period.
"SDRs are the engine of pipeline creation, identifying potential customers, making initial contact, and qualifying prospects before passing them to account executives."
- Sean O’Connor, Content Specialist, monday.com
For businesses looking to test new markets or speed up pipeline growth, outsourcing SDR functions can be a quicker and more cost-effective solution. While maintaining an in-house SDR team can cost between $110,000 and $130,000 per seat annually, with a 3 to 6-month ramp period, outsourced teams can begin delivering qualified meetings in just 2 to 4 weeks. These outsourced teams also come equipped with advanced tech stacks and eliminate the need for hiring and training management.
As SDR roles evolve with AI-driven insights and metrics that emphasize quality over quantity, the decision to build an in-house team or outsource becomes increasingly strategic. AI tools now help SDRs focus on meaningful engagements rather than just activity volume, reshaping how sales pipelines are developed.
Ultimately, whether you choose to invest in an in-house team or outsource will depend on your company’s growth stage, budget, and timeline. Both approaches can deliver results, but the right choice hinges on your specific needs and goals.
FAQs
What does an SDR do in B2B sales?
In the world of B2B sales, a Sales Development Representative (SDR) is all about kickstarting the sales process. Their primary job? Generating and qualifying leads to keep the pipeline flowing.
Here’s how they do it:
- Identifying potential customers: SDRs pinpoint prospects that align with the company’s Ideal Customer Profile (ICP).
- Cold outreach: Whether it’s through calls or emails, they initiate contact to spark interest.
- Qualifying leads: They ensure the prospects fit the company’s criteria and are worth pursuing further.
- Booking meetings: SDRs schedule appointments or demos for account executives to take over.
- Following up: They stay on top of leads to keep the conversation moving forward.
- Managing CRM data: Keeping accurate records in the CRM is crucial for tracking progress and ensuring smooth handoffs.
By handling these early-stage tasks, SDRs make sure account executives have a steady stream of qualified leads to turn into closed deals. Their role is the backbone of a well-functioning sales team.
What is the difference between an SDR and a BDR?
The main distinction between an SDR (Sales Development Representative) and a BDR (Business Development Representative) lies in their roles within the sales process. SDRs work with inbound leads, focusing on qualifying prospects who have already expressed interest in the product or service. On the other hand, BDRs concentrate on outbound efforts, proactively reaching out to potential customers who haven’t yet engaged. While there can be some overlap, SDRs primarily nurture warm leads, whereas BDRs focus on identifying and creating fresh opportunities.
How much does an SDR earn?
An outsourced SDR usually earns between $42,000 and $45,000 annually per representative. On the other hand, hiring in-house SDRs comes with a much higher price tag – between $125,000 and $150,000 per year once you account for salary, benefits, tools, and management costs.
How many calls should an SDR make per day?
An SDR usually dials 60 to 100 calls each day, though the exact number can vary based on the company’s objectives and the norms of their industry. This range strikes a balance between achieving outreach goals and ensuring the quality of their prospecting efforts.
Is it better to hire an SDR or outsource prospecting?
Choosing between hiring an SDR (Sales Development Representative) or outsourcing prospecting comes down to your company’s priorities, budget, and where you are in your growth journey.
Bringing an SDR in-house gives you more control over processes, allows for seamless integration with your team, and lets you customize training to fit your business needs. On the other hand, outsourcing can be a quicker and often less expensive option, especially if you’re looking to scale without the added costs of recruiting and training.
If your focus is on rapid execution and cutting expenses, outsourcing might be the way to go. However, for long-term consistency and alignment with your company’s goals, hiring an SDR internally could be the better choice.
