Remote working for SDRs- Yes or No?

Both yes and no: it’s a NO at the beginning that can gradually become a YES. Let’s explain it.

Throughout our experience we have met new companies that are born 100% in a remote culture and have an entire infrastructure that supports it. It’s not about flexibility or having the option to work from home every so often, but rather companies that don’t have a physical office.

When shouldn’t we give in to remote work

However, whenever we have met with this kind of companies that required our services to recruit their SDRs, we have always recommended them to rent an office space in a co-work for about 2 months, in order to train and accompany SDRs in their professional beginnings in the startup.

After these 2 months, remote working can start in a progressive way, always having fluid communication channels.

Therefore, as previously mentioned, it’s an initial NO that can evolve into a YES, if provided with the adequate tools.

What if working in remote is the only option?

As we have already discussed in other articles from our blog, the SDR is a junior role -and a key one at the same time- that seeks to start a commercial career in a startup. So it is usually a person with little or no previous experience who aims to have a rapid development.

Therefore, it is very important for companies with a 100% remote culture to take these 4 points into account:

  • Training and support are key to speed up the ramp-up and ensure a complete immersion into the company.
  • It’s also essential to use tools that allow to have a constant and fluid communication after these 2 months. Such communication must be even more regular than in companies with headquarters, as sometimes being physically distant doesn’t allow to perceive the mood of our Sales Reps, and we can end up losing talent if we don’t detect it fast enough.
  • Generate a bond based on trust and support, and not so much on reporting or signing exclusively. Trust is very powerful and gives responsibility to the SDR, which is something highly appreciated that helps strengthen ties with the company.
  • Motivation through gamification, recognition and celebration of good work and successes.

All points discussed are important, being the first 2 quite logistical and the last 2 key to the success of remote working SDRs.

We’ve learned about remote working. But what about remote hiring? Here’s some tips.

Want to read more fresh content about the role of an SDR and sales teams? Check out more articles.