SDR Call Script & Guide

✅ Pre-Call Mindset & Preparation

Do this before every single call to set yourself up for success.
  • You are a Clarifier: Your goal is to find the right partner, not just fill a role. Honesty and transparency are your best tools.
  • Embrace the "No": 99% of people will say no. Every "no" saves time. It's a successful outcome.
  • Review Their Profile: Spend 2 minutes on their LinkedIn/resume. Find one specific thing to mention.
  • Have Tools Ready: This guide, a notepad, and a quiet space.
  • Be Confident: You are the gatekeeper to a unique, potentially life-changing opportunity.

📞 The Call Scripts

The Opening & Acknowledgment

"Hi [Candidate Name], this is Sadhna from SaaS Glocal. You recently applied for our SDR role, and we were very happy to receive your application. I was looking over your profile and your experience in [Mention something specific] caught my eye. Do you have about 10 minutes for a brief chat?"

The Bridge (From JD to Reality)

"Great. So, as you saw, we're looking for an SDR for the US market. However, what the job description doesn't fully capture is our 'pay-for-performance' philosophy. To be fully transparent, this role is 100% performance-based to start, with no fixed salary for the first six months. Your compensation is tied directly to the results you deliver. It's a high-ownership, high-intensity environment designed for someone with a true founder's mindset. Hearing this, does it still sound interesting, or does it feel like a dealbreaker?"
Listen carefully here. Their reaction is your first and most important filter. If they sound intrigued, proceed.

The Opening

"Hi [Candidate Name], my name is Sadhna from SaaS Glocal. I came across your profile on LinkedIn and was really impressed by [Mention something specific]. I know my call is out of the blue—is now an okay time for a brief, 5-minute chat?"

The Transparent Pitch

"Great. We're an early-stage venture in stealth mode. I'm calling because we're looking for a foundational team member, but I must be upfront: this is not a typical role. It's 100% performance-based to start, meaning no fixed salary. It’s an intense, high-failure environment where you'll work directly with the founder. It’s a launchpad, not a ladder. I realize that's a lot to hear, but does any part of that make you curious, or just want to hang up?"
If they're still on the line and sound intrigued, you have a potential fit.

🧠 Screening Questions (Dig for Mindset)

Question 1 (Tests Resourcefulness):

"Tell me about a time you had to achieve a difficult goal with very limited resources, budget, or guidance. How did you figure out what to do?"

Look for: Googling, testing, breaking things, not waiting for permission.

Question 2 (Tests Resilience):

"Describe a project or idea you were excited about that completely failed. What did you do in the weeks that followed?"

Look for: Ownership of failure, analysis, and evidence they started something new.

Question 3 (Tests Ownership):

"You're in a role and see an inefficient process that isn't your job to fix. What do you do?"

Look for: Proactive behavior. "I'd fix it myself" is a great answer.

Question 4 (The Golden Question):

"Given what I've told you—no salary, high risk, high intensity—why are you still on this call with me?"

Look for: "Learning," "ownership," "challenge," "building something," "growth."

❓ Candidate FAQ Cheat Sheet

  • What does SaaS Glocal do? "We're an AI-powered platform helping software companies expand into the US market by overcoming cultural and strategic barriers."
  • Why stealth mode? "To focus 100% on product-market fit and user value before a big public launch."
  • What are the hours? "Flexible within a 12-hour window that covers US business hours, which is 5:30 PM to 5:30 AM India time."
  • What happens after 6 months? "Success in the first six months, funded by the revenue you help generate, is expected to lead to a competitive base salary plus continued commissions."

⚖️ Decision & Next Steps

A) Qualification Path

Use this if their answers show resilience, ownership, and they're energized by the challenge.
"[Candidate Name], your answers are exactly what we look for. The final step before you speak with the founder is a short, 30-minute practical assignment with 3 simple tasks. It's to see how you approach problems in practice. Would you be open to me sending that over?"

B) Disqualification Path

Use this if they are clearly seeking a standard, salaried job or their answers lack initiative.
"[Candidate Name], thank you for your time. Based on our conversation, I think the specific, high-risk nature of this role might not be the perfect match right now. We'll keep your profile on file, and I wish you the very best in your search."