Sales Development Representative (SDR) at Distro – Philippines / Remote

Sales Development Representative (SDR)

Location: Offshore (Remote) Required Hours: 9:0018:00 Eastern Time (U.S.) (Central, Mountain, Pacific okay) Department: Sales Reports To: Director of Sales

About the Role

We are seeking a top-performing, self-sufficient Sales Development Representative (SDR) to generate high-quality outbound pipeline for our Direct Sales team. This role requires native-level or near-native English communication skills, strong outbound fundamentals, and a mindset rooted in curiosity, coachability, competitiveness, and continuous experimentation.

You will prospect HR, Compliance, Legal, and Operations leaders at U.S.-based, multi-state companies and drive the early stages of the sales cycle. Success requires both high activity and high quality, with demonstrated experience booking meetings that convert into SQLs and pipeline.

Candidates who thrive here are self-directed, analytical, coachable, financially motivated, and capable of owning their daily results with minimal oversight.

Key Responsibilities

Execute high-volume outbound prospecting via cold calls, cold email, and LinkedIn.

Generate 1015 SQLs/month, 8+ kept meetings per month with ICP prospects.

Use persona insights, trigger events, and multi-state complexity to personalize messaging.

Qualify prospects against criteria aligned to our MEDDICC/MEDDPICC-informed process.

Ask thoughtful, second-order discovery questions to uncover business impact, risk, and urgency.

Maintain clean, accurate, up-to-date records in HubSpot CRM.

Track weekly activity, reply rates, connect-to-book %, kept rates, SQL conversion, and pipeline created.

Build and enrich high-quality ICP lists using ZoomInfo and LinkedIn Sales Navigator.

Identify trigger events, compliance pressure points, hiring shifts, state expansions, and relevant news.

Run outbound experiments (subject lines, CTAs, personalization tiers, persona angles).

Use a hypothesis tactic metric result iteration framework.

Document learnings and contribute to outbound playbooks.

Coordinate closely with Account Executives on territory strategy, persona priorities, and meeting notes.

Ensure meeting quality and strong next steps to support opportunity creation.

Required Qualifications

Core Experience

13 years in an SDR/BDR role with a proven record of outbound success (B2B SaaS required).

Experience targeting mid-market or enterprise accounts in the U.S. market.

Role history aligned with SDR, BDR, Inside Sales, Outbound Sales, or Lead Generation.

English Excellence (Must-Have)

Fluent/native-level English.

Clean, articulate written communication visible directly on the resume.

Experience communicating with U.S. executives (VPs, Directors, CHRO, HR Ops, Legal).

Examples of communication-heavy deliverables (top-performing email templates, webinar support, writing contributions, or demo-setting experience).

Quantified Performance

Candidates must show clear, verifiable metrics such as:

SQLs/month: typically 1215+

Quota attainment: 64100% for multiple months/quarters

Leaderboard ranking: top 1020%, President's Club, #1 SDR, Rookie of the Quarter

Conversion rates: reply rate, booked-to-kept %, meeting-to-opportunity %

Activity volume paired with quality signals, such as A/B tests or improved conversion rates.

Tools Experience

Practical experience with:

CRMs: HubSpot (preferred), Salesforce, Dynamics

Sequencers: Outreach, Salesloft, Apollo, HubSpot Sequences

Prospecting Tools: ZoomInfo, LinkedIn Sales Navigator, Lusha, Seamless, Clearbit

Enablement Tools: Gong, Chorus, Lavender, Scratchpad

Productivity Tools: Excel/Sheets, Notion, Confluence, Docs, Grammarly

Bonus for candidates with explicit U.S. shift experience (EST/CST/PST).

High-Impact Traits

Self-sufficiency: ran campaigns, built lists, or tested messaging without heavy oversight

Coachability: documented before/after improvements after feedback

Curiosity: pattern recognition, market research, persona study, or competitive tear-downs

Competitiveness: measurable rankings, SPIFFs, contests, over-quota streaks

Financial motivation: clear comfort with commission-driven compensation

Preferred Qualifications

Experience prospecting into HR, Compliance, Legal, HR Ops, or related personas.

Familiarity with multi-state employment, handbook/policy updates, FMLA, wage & hour, or audit readiness (not required, but highly valuable).

MEDDICC or MEDDPICC awareness.

Experience generating reply-rate lift from testing (e.g., +60% from trigger-based personalization).

Core Skills

Hard Skills

Cold calling, objection handling, and establishing relevance quickly

Short-form email copywriting with clear value and CTAs

LinkedIn prospecting and messaging

CRM hygiene, pipeline tracking, and documentation

List building, enrichment, and persona research using ZoomInfo + Sales Navigator

Running/optimizing sequences across multiple channels

Soft Skills

Highly curious, asks thoughtful questions, digs below the surface

Coachable implements feedback quickly with visible improvement

Self-directed works with minimal supervision and strong ownership

Competitive and financially motivated

Excellent communicator (written and verbal)

Resilient, consistent, and process-driven

Reliable communication and collaboration during U.S. working hours

Success Metrics

Daily/weekly outbound activity

Meetings booked & kept with ICP prospects

SQLs generated and meeting SQL opportunity conversion

Reply rates, connect-to-book %, kept rates

Pipeline created and influenced

CRM accuracy, quality of notes, and timeliness

Documented experimentation and measurable improvement

Negative/Disqualifying Signals

No metrics listed for meetings, SQLs, quota, or ranking

Vague language like responsible for without outcomes

Over-automation (blasts, mass email, auto-DM) with no quality metrics

Short role tenure (<9 months) repeated without clear context

Typos, grammar issues, or unclear writing

Lists tools used but provides no examples of experiments or improvements

Deep Context Questions

These highlight deeper indicators of whether the candidate will thrive in this role beyond standard qualifications.

Communication & English

Has the candidate demonstrated C1/C2-level English in past roles or certifications?

Have they communicated directly with U.S.-based executives or decision-makers?

Do they show polished writing samples or communication-heavy deliverables?

Curiosity & Discovery

Do they reference second-order questions, root-cause diagnosis, MEDDICC or MEDDPICC, or business impact understanding?

Have they done persona/industry research or market deep dives?

Coachability

Can they point to a concrete before/after improvement tied to feedback?

Do they mention coaching cadence (1:1s, call reviews, Gong insights)?

Self-Sufficiency

Have they built ICP lists, executed outbound experiments, or owned a full outreach campaign?

Do they describe running tests: hypothesis tactic metric result iteration?

Competitiveness & Motivation

Do they document rankings, SPIFF wins, President's Club, over-quota months?

Is variable compensation or accelerators a stated motivator?

Outbound Excellence

Do their metrics align with high-performing SDR standards (SQLs, quota, reply rates)?

Do they share reply rates, connect rates, or kept rates with specific tactics on how they achieved those metrics?

ICP Alignment

Any exposure to HR, compliance, legal, or multi-state employer challenges?

Experience reaching HR Directors, HR Ops Managers, CHROs, or Legal/Compliance buyers?

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