Senior Sales Development Representative Interview Scorecard
ZYTHR Resources •
September 6, 2025
TL;DR
A structured scorecard to evaluate Senior Sales Development Representatives on outbound effectiveness, qualification, messaging, CRM discipline, and cross-functional impact. It helps interviewers consistently assess observable behaviors that predict pipeline creation and conversion.
Who this scorecard is for
For hiring managers, sales leaders, and recruiting teams assessing senior SDR candidates. Also useful for interviewers and panelists to calibrate scoring and provide actionable feedback.
Preview the Scorecard
See what the Senior Sales Development Representative Interview Scorecard looks like before you download it.
How to use and calibrate
- Pick the level (Junior, Mid, Senior, or Staff) and adjust anchor examples accordingly.
- Use the quick checklist during the call; fill the rubric within 30 minutes after.
- Or use ZYTHR to transcribe the interview and automatically fill in the scorecard live.
- Run monthly calibration with sample candidate answers to align expectations.
- Average across interviewers; avoid single-signal decisions.
Detailed rubric with anchor behaviors
Outbound Prospecting
- 1–2: Fails to generate targeted leads; low outreach volume or irrelevant lists.
- 3: Consistently hits activity targets with targeted prospecting and steady meeting flow.
- 4: Proactively expands and prioritizes lists to increase conversion per outreach.
- 5: Designs scalable outbound programs and identifies new high-value segments.
Qualification & Discovery
- 1–2: Asks few diagnostic questions and accepts vague fit signals.
- 3: Covers authority, pain, budget, and timeline to qualify leads clearly.
- 4: Uncovers implicit needs and maps pain to measurable impact.
- 5: Leads discovery frameworks that shorten cycles and raise win probability.
Messaging & Cadence
- 1–2: Relies on generic templates with little personalization and inconsistent follow-up.
- 3: Delivers concise value-led messages and maintains consistent cadences.
- 4: Crafts tailored messages that resonate with buyer personas and boost replies.
- 5: Systematically A/B tests and optimizes messaging and cadence to lift engagement.
Objection Handling & Conversion
- 1–2: Avoids pushback or responds defensively and fails to advance opportunities.
- 3: Acknowledges common objections, provides relevant answers, and secures next steps.
- 4: Reframes objections into opportunities and accelerates buyer commitment.
- 5: Creates playbooks and coaches peers on objection patterns to improve conversion.
CRM & Data Hygiene
- 1–2: Inconsistent logging and missing records that impede forecasting.
- 3: Maintains accurate activity records and contact data per process.
- 4: Uses CRM to segment, forecast, and prioritize with reliable data.
- 5: Implements automation and reporting improvements to increase team efficiency.
Collaboration & Coaching
- 1–2: Works in isolation with poor handoffs to AEs or marketing.
- 3: Communicates clearly with AEs and provides useful handoff context.
- 4: Partners with marketing and AEs to refine messaging and routing.
- 5: Leads cross-functional initiatives and mentors peers to raise team performance.
Metrics-Driven Execution & Time Management
- 1–2: Misses activity and outcome targets due to poor prioritization.
- 3: Plans days to meet activity quotas and tracks conversion metrics.
- 4: Optimizes time for highest-impact activities and improves personal KPIs.
- 5: Runs data-backed experiments, scales wins, and consistently exceeds targets.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Outbound Prospecting | 20% |
| Qualification & Discovery | 20% |
| Messaging & Cadence | 15% |
| Objection Handling & Conversion | 15% |
| CRM & Data Hygiene | 10% |
| Collaboration & Coaching | 10% |
| Metrics-Driven Execution & Time Management | 10% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Senior Sales Development Representative Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Outbound Prospecting | Creates new high-conversion segments and increases pipeline. | 5 |
| Qualification & Discovery | Hands off opportunities with clear ROI narratives and prioritized stakeholders. | 5 |
| Messaging & Cadence | Optimized templates and cadences that materially improve reply-to-meeting conversion. | 5 |
| Objection Handling & Conversion | Neutralizes complex objections and converts high-value opportunities. | 5 |
| CRM & Data Hygiene | Automated workflows and dashboards that improve forecast accuracy. | 5 |
| Collaboration & Coaching | Drives campaigns or process changes and mentors multiple reps. | 5 |
| Metrics-Driven Execution & Time Management | Runs experiments, improves conversion, and exceeds quota regularly. | 5 |
Senior Sales Development Representative Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Outbound Prospecting | Regularly books meetings from targeted sequences. | 3 |
| Qualification & Discovery | Defines clear qualification and next-step plans for most leads. | 3 |
| Messaging & Cadence | Personalized sequences yielding steady reply and meeting rates. | 3 |
| Objection Handling & Conversion | Effectively handles typical objections and books follow-ups. | 3 |
| CRM & Data Hygiene | Accurate logging and predictable pipeline visibility. | 3 |
| Collaboration & Coaching | Consistent, clear handoffs and regular syncs with partners. | 3 |
| Metrics-Driven Execution & Time Management | Consistently meets activity goals and monitors key metrics. | 3 |
Senior Sales Development Representative Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Outbound Prospecting | Low response rates and few qualified meetings. | 1 |
| Qualification & Discovery | Leaves ambiguous next steps or hands off unqualified opportunities. | 1 |
| Messaging & Cadence | Generic emails with low reply rates. | 1 |
| Objection Handling & Conversion | Cannot overcome common pricing or timing objections. | 1 |
| CRM & Data Hygiene | Incomplete records and inconsistent stage updates. | 1 |
| Collaboration & Coaching | Handoffs lack context and cause follow-up delays. | 1 |
| Metrics-Driven Execution & Time Management | Erratic schedule and misses weekly KPIs. | 1 |
Recruiter FAQs about this scorecard
Q: Do scorecards actually reduce bias?
A: Yes—when you use the same questions, anchored rubrics, and require evidence-based notes.
Q: How many dimensions should we score?
A: Stick to 6–8 core dimensions. More than 10 dilutes signal.
Q: How do we calibrate interviewers?
A: Run monthly sessions with sample candidate answers and compare scores.
Q: How do we handle candidates who spike in one area but are weak elsewhere?
A: Use weighted average but define non-negotiables.
Q: How should we adapt this for Junior vs. Senior roles?
A: Keep dimensions the same but raise expectations for Senior+.
Q: Does this work for take-home or live coding?
A: Yes. Apply the same dimensions, but adjust scoring criteria for context.
Q: Where should results live?
A: Store structured scores and notes in your ATS or ZYTHR.
Q: What if interviewers disagree widely?
A: Require written evidence, reconcile in debrief, or add a follow-up interview.
Q: Can this template be reused for other roles?
A: Yes. Swap technical dimensions for role-specific ones, keep collaboration and communication.
Q: Can ZYTHR auto-populate the scorecard?
A: Yes. ZYTHR can transcribe interviews, tag signals, and live-populate the scorecard.
See Live Scorecards in Action
ZYTHR is not only a resume-screening took, it also automatically transcribes interviews and live-populates scorecards, giving your team a consistent view of every candidate in real time.