SDR Hiring Framework
Outbound Appointment Setter — Interview Guide
We are not hiring a typical SDR. We are hiring someone who can break into a saturated, skeptical market, start high-level operator conversations, and generate qualified appointments consistently.
Conversation Control
Can they lead without pitching?
Commercial Awareness
Do they think like an operator?
Grit & Consistency
Will they show up every single day?
Interview Structure
Filter
10–15 min
Real Skill
Skill Assessment
Strategic Thinking
Scenario Questions
Live Roleplay
Mandatory
Final Questions
Wrap-Up
Section 1: Filter
10–15 Minutes
"What do you think this role actually is day-to-day?"
Looking For
- Mentions outbound, repetition, rejection
- Clear understanding of volume + consistency
Red Flag: "Building relationships" without mentioning activity
"Why outbound sales specifically?"
Looking For
- Competitive mindset
- Ownership of results
- Comfort with rejection
Red Flag: Generic answers like "I like helping people"
"Tell me about something you had to do every day that sucked, but you still did consistently."
This is your grit filter.
Looking For
- Discipline
- Consistency
- Mental toughness
Section 2: Real Skill
Skill Assessment
"Walk me through how you'd open a cold call to a plumbing company owner doing $5M/year."
Do not help them.
Looking For
- Calm, direct opener
- No pitching
- No rambling
"Give me 2 different ways you'd start that conversation."
Looking For
- Flexibility
- Multiple angles
- Not script-dependent
"What do you say when someone says 'we're happy with our agency'?"
Looking For
- Curiosity
- Follow-up questions
- No argument or pushback
"How do you decide if a prospect is worth booking or not?"
Looking For
- Qualification thinking
- Selectivity
Red Flag: "Book everyone"
Section 3: Strategic Thinking
Scenario Questions
"You're given 1,000 contacts in Nexstar and CEO Warrior. How do you approach it?"
Looking For
- Segmentation
- Prioritization
- Personalization
"If nobody is replying after 2 weeks, what do you change?"
Looking For
- Ownership
- Iteration mindset
Red Flag: Blaming leads or market
"How would you use LinkedIn or Facebook groups to start conversations without pitching?"
Looking For
- Social awareness
- Warming strategy
- Patience
Section 4: Live Roleplay
Mandatory
Set the Frame
"You're calling me. I run a $5M plumbing company. I've been with Scorpion for 3 years. You have 60 seconds."
Let them go.
Interrupt With
Strong Candidate
- Stays calm
- Asks questions
- Doesn't pitch
- Adjusts in real time
Weak Candidate
- Talks too much
- Tries to convince
- Gets flustered
- Sticks to script
Section 5: Final Questions
Wrap-Up
"What do you think will be hardest about this role?"
Looking For
- Self-awareness
- Realistic expectations
"If I hired you, what would your first 30 days look like?"
Looking For
- Structure
- Activity plan
- Learning mindset
"What separates someone making $60K from someone making $120K in this role?"
Looking For
- Output awareness
- Performance mindset
Scoring Framework
Use this after the interview. Score each category 1–5.
22–25
Strong Hire
18–21
Maybe
Needs second interview
<18
No Hire
Red Flags
Do Not Ignore
- Talks too much
- Sounds like a marketer
- Avoids roleplay
- Blames leads
- Needs scripts to function
- Pushy or argumentative
What a Great SDR Looks Like
They:
- Speaks simply
- Asks smart questions
- Stays calm under pressure
- Doesn't rush
- Doesn't pitch
- Thinks like an operator