Top Sales Development Representative Interview Questions & Answers

Ask any hiring manager or sales leader, and they’ll tell you that finding the right Sales Development Representative (SDR) isn’t just about their experience or resume. It’s about finding someone with the resilience, communication skills, and drive to thrive in a fast-paced, high-pressure environment.

You might meet a candidate with relevant experience and a solid track record, but you still need to know: 

• Can they handle rejection? 
• Are they able to build meaningful connections with prospects? 
• Are they open to feedback and growth?

So, how do you overcome this?

In this guide, we’ve outlined the top sales development representative interview questions to help you assess the skills and mindset needed for success in the role. These questions will give you a clear understanding of whether a candidate has the potential to thrive as part of your team.

General Interview Questions for a Sales Development Representative

Before discussing specific traits and skills, let’s ask some general questions to understand the candidate’s overall experience and mindset for the SDR role.

1. What motivates you?

This question helps you gauge what drives the candidate, especially in a high-pressure role like an SDR. Look for responses that highlight enthusiasm for the job, such as: 

• Achieving goals
• Personal growth
• Desire to help the company grow through sales

2. Tell me about a time when you were competitive. What happened, and what was the outcome?

Sales can be a competitive field, and this question tests how well the candidate thrives in that environment. The candidate should provide a specific example of how their competitive nature pushed them to excel and detail how it ultimately benefited the company.

3. Are you held to any metrics in your current role? Quotas, meetings set, etc.?

SDR roles are typically driven by key performance indicators (KPIs). This question helps you understand how the candidate handles performance targets. Candidates should mention specific metrics they are accountable for and explain how they consistently work to meet or exceed those targets.

4. Have you done cold outreach? If yes, describe your experience.

Cold outreach is a core responsibility of an SDR. Candidates should describe their approach to cold calling or emailing and share any successful strategies they’ve implemented, demonstrating their effectiveness in this critical area.

5. How do you stack up against your teammates?

This question allows you to assess the candidate's self-awareness and how they measure their performance compared to their peers. Look for responses highlighting areas where they’ve excelled while conveying a team-oriented mindset.

6. Describe a recent win or outreach you’re most proud of.

This is an opportunity for candidates to showcase a specific accomplishment that reflects their skills and persistence. They should choose a win highlighting their problem-solving, communication, or perseverance in overcoming challenges.

7. Tell me about a time when you had to overcome a challenge in your most recent role. What steps did you take?

Sales roles come with their share of challenges. Candidates should use this question to demonstrate their resilience and problem-solving skills by picking an example showing how they proactively approached obstacles and found effective solutions.

Questions to Assess Perseverance

Perseverance is crucial in sales development, where rejection is common. Let’s see how well they handle challenges and push through obstacles.

1. Tell me about a time when you tried to close a deal but were unsuccessful. What happened, and how did you recover from it?

This question helps assess how candidates handle failure, a common occurrence in sales. Look for insights into what they learned from the experience and how they applied it to improve their future efforts.

2. Tell me about a time when you had a bad day at work. How did you react? What did you do to overcome it?

Everyone experiences off days, but the ability to bounce back is crucial in sales. This question evaluates how the candidate manages stress and remains focused on their goals despite challenges.

3. Tell me about a time when you were told ‘no’ but persisted until you were successful.

Resilience is essential for success in sales development. This question tests the candidate's ability to handle rejection and navigate obstacles. Look for examples that demonstrate persistence and strategic thinking.

4. How do you handle rejection in your role as a Sales Development Representative?

Rejection is a daily part of being an SDR, and this question explores the candidate’s mental resilience. Candidates should explain how they maintain a positive attitude and stay motivated in the face of setbacks.

Questions to Gauge Intuition

Perseverance is essential, but an SDR needs sharp intuition to make quick decisions. These next questions will assess candidates' ability to trust their instincts and adapt when necessary.

1. Tell me about a time when you went with your gut, and it ended up being the right choice.

This question explores how well the candidate can trust their instincts in uncertain situations — a valuable skill in sales when data isn’t always available. It reveals their ability to balance intuition with logic in decision-making.

2. How would a colleague describe you as a teammate in two to three words?

This question provides insight into how the candidate perceives their role within a team and their level of self-awareness. It also gauges their ability to collaborate, which is crucial for success in an SDR role.

3. Tell me about a time when you were asked to make a final call. How did you make your decision? What was the outcome?

SDRs often need to make quick decisions based on limited information. This question assesses the candidate's ability to evaluate situations critically and act decisively under pressure.

4. What are some questions you'd ask to evaluate if prospects are qualified?

This question measures the candidate's ability to identify whether a prospect is worth pursuing. Strong SDRs use intuition and experience to formulate the right questions that uncover genuine potential.

Questions to Discern Humility

Let’s explore how the candidate handles feedback, gives credit, and balances self-awareness with confidence.

1. What’s the most useful piece of constructive feedback you’ve ever received from a manager or colleague?

This question gauges the candidate's ability to accept feedback and reflect on how it has helped them grow. It shows their openness to improvement and willingness to acknowledge areas where they needed guidance.

2. Tell me about a time when you received a review or critique you weren’t expecting. How did you react?

This question reveals how well the candidate handles unexpected feedback. It helps you understand whether they respond defensively or with openness and whether they can take criticism seriously and use it as a learning opportunity.

3. What’s the biggest change you’ve made in yourself or your work based on constructive feedback?

This question assesses how effectively the candidate takes feedback and applies it to create meaningful improvements. It highlights their willingness to grow and change for the better, which is crucial in a dynamic sales environment.

4. Imagine you worked on a project, but afterward, you felt you did not receive enough credit for your contributions. Reviews for promotions are coming up soon. How would you approach this situation?

This question assesses humility in the face of a perceived lack of recognition. It also explores how the candidate balances advocating for themselves while staying team-oriented, showcasing their maturity and thoughtful approach to personal success.

Scenario-Based Questions

Let’s shift to scenario-based questions that simulate situations the candidate might face in the role, testing how they apply their knowledge in practice.

1. Pretend I'm a prospect. Describe our product or service to me.

This question tests the candidate’s ability to pitch your product or service clearly and concisely. It provides insight into how well they understand your offer and their ability to communicate its value to potential customers. 

The candidate should be able to highlight key features, benefits, and how the product solves common pain points, all while tailoring the message based on what they know about the prospect’s needs.

2. Can you provide an example of a successful cold call or email outreach you’ve conducted?

This question helps you assess the candidate's experience with cold outreach, including how they structure their messages and engage prospects. 

A strong answer will include a specific example of: 

• How they approached a cold call or email
• What strategies did they use to capture attention
• The end result

This question also reveals how well the candidate balances personalization with efficiency when reaching out to prospects.

Also read: 3 Emails that Convert and Why

3. Tell me about a time you faced a challenge. How did you deal with it, and what motivated you to keep going?

Every SDR encounters challenges, whether it’s handling rejection, overcoming difficult sales targets, or managing demanding clients. This question reveals the candidate’s resilience, resourcefulness, and persistence. 

A good response should include a specific challenge, the steps they took to overcome it, and what kept them motivated, showing their ability to handle challenging situations while staying focused on achieving results.

4. What strategies do you use to identify and qualify potential leads effectively?

Lead qualification is key to a successful SDR role. This question assesses the candidate’s approach to identifying quality leads. The candidate should outline specific strategies such as: 

• Researching the prospect’s company
• Identifying key decision-makers
• Asking the right qualifying questions

The response will demonstrate how well they can prioritize high-potential leads and ensure they focus on prospects most likely to convert.

Also read: Differences Between Lead Generation and Lead Qualification

Skill Evaluation Questions

After exploring hypothetical scenarios, it is essential to evaluate specific skills critical for success in the SDR role. These questions will assess the practical abilities the candidate brings to the table.

1. Leave me a voicemail.

This assesses the candidate's ability to communicate effectively in a concise voicemail, a common scenario for SDRs. An ideal response captures attention, presents critical information, and prompts further engagement. A strong voicemail is clear, engaging, and ends with a call to action, encouraging the prospect to respond.

2. Could I give you some feedback? I would change X, Y, and Z. Now, could you try again?

This question evaluates the candidate’s coachability and adaptability. The interviewer provides feedback on their initial response, and then the candidate is asked to adjust their approach based on that feedback. 

This reveals how open the candidate is to constructive criticism and how well they can implement changes in real-time — key qualities for growth in a sales role.

3. If you had to teach a beginner an advanced concept, how would you approach the task?

Sales development often requires explaining complex ideas or products to prospects who might not have deep knowledge of your industry. This question assesses the candidate’s ability to break down advanced concepts into simple, understandable terms. 

A strong answer will showcase their ability to tailor their explanation to the knowledge level of the listener while ensuring clarity and engagement.

4. Can we role-play a sales conversation?

Role-playing a sales conversation is a practical way to evaluate a candidate's communication, persuasion, and problem-solving skills. It simulates a real sales scenario and allows you to assess their various abilities like: 

• Listening
• Questioning
• Objection-handling
• Solution-guiding 

Their rapport-building and conversation management under pressure provides insight into their readiness for the SDR role.

Behavioral Interview Questions

Finally, after evaluating skills and scenarios, let’s examine how the candidate behaves in team settings and challenging environments. These behavioral questions will help us understand their interpersonal dynamics and adaptability.

1. Tell me about a time when solving a problem required reading between the lines. What did you have to figure out, and how did it shape your decision-making?

This question explores the candidate's critical thinking and ability to interpret subtle cues or incomplete information. It’s handy for evaluating how well the candidate can uncover hidden concerns or opportunities in a sales conversation. 

A strong answer will highlight how they identified an underlying issue, pieced together the available information, and used it to make a strategic decision that led to a successful outcome.

2. Tell me about a time when your coworkers were unreceptive to an idea of yours. How did you react?

This question helps assess the candidate's emotional intelligence, resilience, and ability to handle rejection professionally. 

You’re looking for a response that shows they didn’t take the situation personally but instead found ways to communicate their ideas more effectively, build consensus, or adapt their approach. It also reveals their ability to collaborate and learn from feedback.

3. How do you handle conflicts on a team?

Conflict resolution is key in any team-based environment, especially in sales, where high-pressure situations can lead to disagreements. This question evaluates the candidate’s approach to managing conflict constructively. 

A strong response would involve examples of how they’ve: 

• Addressed disagreements calmly
• Mediated between differing viewpoints
• Focused on solutions that benefit the team.

4. What are some words or phrases you think would resonate with our target customer?

This question tests the candidate’s knowledge of your target audience and their ability to tailor communication to meet the needs and preferences of that audience. 

Their response should demonstrate that they’ve done their homework on your customer base and understand the key pain points, motivations, or challenges that resonate with them. It also highlights the candidate’s ability to use language persuasively to drive engagement and conversions.

Conclusion

Finding the right SDR is crucial for building a successful sales team. By asking the right questions, you can uncover the qualities and skills that will help candidates thrive in the challenging sales world. Whether they can handle rejection, communicate effectively, or demonstrate resilience, the insights gained from these interview questions will guide you in making informed hiring decisions.

If you're looking to enhance your sales team with experienced professionals, Activated Scale can help. We specialize in connecting businesses with vetted sales talent who are ready to make an impact. Whether you need full-time SDRs or part-time support, we provide flexible solutions that align with your business needs.

Take the next step in building a strong sales team — book a call with us today and access the talent that can drive your growth.