Sales Development Representative (ZAF)

Sales Development Representative

Hiring teams do not need another tool pitch. They need a sharper way to find, engage, and move talent. You start that conversation. As a Sales Development Representative, you open pipeline with staffing firms, executive search, RPO, and in-house talent teams that are ready to modernize how they source and manage candidates. The role matters because qualified meetings—not activity—are what turn product conviction into revenue.

Performance Objectives

• Build a focused book of ideal accounts in staffing, search, RPO, and corporate talent acquisition, and keep it current as priorities shift.
• Book a monthly quota of qualified discovery meetings that meet agreed standards for persona, pain, timing, and fit.
• Run disciplined multi-touch outreach by phone, email, and LinkedIn that connects AI sourcing, recruiting CRM, and talent intelligence to faster, better hires.
• Qualify authority, need, and buying window before handoff so account executives spend time only on opportunities that can advance.
• Keep every lead, sequence, and next step accurate in the CRM so pipeline reviews reflect reality, not optimism.
• Feed win/loss and reply insights back to marketing and sales so messaging and conversion improve each quarter.
• Own your number: hit sourced-pipeline targets and explain, in data, what you will change when a week misses.

Environment & Resources

You report to sales development leadership and work daily with account executives and marketing. You will use a modern outbound stack—CRM, sequencing, enrichment, and the product itself—to research accounts and personalize outreach. Expect a written playbook, call coaching, and clear definitions of a qualified meeting. This is a growth-stage SaaS team, Austin-based, where SDRs are treated as pipeline owners, not a dial queue.

Essential Qualifications

• At least one year of outbound prospecting in B2B SaaS, or equivalent quota-carrying experience opening new business conversations.
• A track record of booking meetings that sales accepted—not just conversations that filled a calendar.
• Comfort selling to recruiting, staffing, or HR buyers, or the ability to learn that market quickly and speak to hiring outcomes.
• Clear writing and a phone presence that can explain value without jargon or a script.
• CRM discipline: you log work, follow process, and welcome a weekly look at your numbers.
• Resilience and curiosity—you adjust messaging from replies and objections, not by sending more of the same.

Role Selling Points

• You sell a workflow recruiters already live in: sourcing, pipeline, and talent intelligence—not a point feature hunting for a use case.
• Quality is the currency. Meetings that convert are how you earn trust and a path toward a closing role.
• You see the full revenue motion early, with coaching and a defined handoff—not sink-or-swim theater.
• The market is specific and knowable: agencies, search, RPO, and talent teams with real pain you can name.

Call to Action

If you want your calendar to be the reason revenue starts, apply. Tell us about one meeting you booked that actually moved—and what you did differently to earn it.