A Sales Development Representative (SDR) is a crucial role focused on generating and qualifying leads to drive the sales pipeline. SDRs are responsible for identifying potential clients, reaching out through various channels, and qualifying leads to ensure they meet the criteria for further engagement. Their primary objective is to create high-quality opportunities for the sales team, ultimately helping to drive revenue growth and support business objectives.
In this role, an SDR focuses on prospecting, outreach, and lead qualification, ensuring that only the most promising leads are passed to the sales team. By researching market trends, customer behavior, and identifying key decision-makers, they ensure that sales efforts are directed toward high-potential prospects. SDRs work closely with sales leadership and marketing teams to ensure that their outreach efforts are aligned with the overall sales strategy and marketing campaigns.
Hiring a skilled SDR ensures that your sales pipeline remains full with qualified leads, helping you achieve your sales goals and optimize your conversion rates.
Lead, motivate, and manage the sales team to exceed targets.
Conduct outreach via email, phone, and social media to generate opportunities.
Qualify leads based on criteria to ensure they are sales-ready.
Ensure smooth handoff of qualified leads to sales teams.
Track and update lead data in CRM for accurate records.
Nurture relationships with prospects to maintain interest and engagement.
Align outreach efforts with marketing campaigns.
Meet and exceed lead generation targets and KPIs.
A Sales Development Representative (SDR) plays a vital role in maintaining a consistent pipeline of high-quality leads, allowing your sales team to focus on closing deals and driving growth. With the right SDR, your team can continuously hit sales targets and achieve long-term business success.
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Our job is to handle currency conversion, cross-border payroll, and compliance. Your job is to build your business.
Good onboarding is the leading indicator of candidate retention. We've done hundreds and we'll guide you every step of the way.
We try to only recruit from nearby time zones because synchronized work leads to better work.
We know where the best developers are. The best marketers. The best sales reps. And we try to keep the time zone delta under 6 hours.
Our goal is to find you people who fit in with your existing company culture. If they can't hang, you won't meet them.
Pattern Brands had been working with multiple vendors, that weren’t Scale Army, to grow their offshore teams and kept finding the talent to be mediocre. We presented Pattern with a bunch of candidates across UI, Data Analytics, Operations, and Customer Success. “We loved the people you guys brought to the table”, Suze, the co-founder of Pattern said, “and what made Scale Army different was that it felt like you cared about finding the right person for us, as opposed to just any person. It felt like a partner, rather than an offshore churn-and-burn model. It’s been amazing working with you all.” We then went on to find Pattern talent across operations, lifecycle, and paid ads. Pattern Brands has now kindly introduced us to all their friends.
Hires across marketing, sales, operations, support, engineering
Norby, an AI-powered content creator SaaS product, needed a content-savvy Marketing Manager to handle content + lifecycle + CRO. In the span of a few weeks, we found candidates with B2B GTM lead gen experience who knew HubSpot + ClickUp, who had excellent English, and who were a boatload better than anyone they had been able to find offshore. They ramped up her to manage all lifecycle and content and then quickly referred us to three other venture-backed startups.
Cost savings compared to hiring an equivalent U.S. hire
RyOutfitters needed an Email Marketer to help them roll out a B2B Klaviyo offering to their clients, and they needed someone who could also do a bit of dev + design. Within a week, we were able to find them a Native-English speaking, email marketer who was not only able to help them scale their new product, but was also handling front-end issues as well as copy and design. Shortly after RyOutfitters made two referrals 😉
Days is how long it took to introduce RyOutfitters to full-timers for a new marketing role
Sales & Lead Gen
Account Retention
CRM & Sales Support
Sales Leadership & Management
Sales & Operations Support
CRM + Lifecycle
| Table Header | ||
|---|---|---|
U.S. Hire |
Nearshore/SDR | |
Monthly Cost |
$5,000 (US) + Benefits |
$2,750 (Nearshore) |
Timezone Alignment |
Perfect |
95–100% Alignment (e.g. EST/CST) |
English Fluency |
Native |
C1–C2 Certified |
Onboarding Time |
4–8 Weeks |
2-3 Weeks |
HR & Payroll Overhead |
W-2, Taxes, Benefits,
Compliance Headaches |
Managed or Contractor-Based |
Attrition Rate |
20–30% Average |
Lower –
Tied to Dedicated Clients |
Scalability |
Limited by the U.S. labor pool |
Instant access to a wide talent pool |
Cultural Fit |
High (U.S. Based) |
Strong –
Trained for U.S. Work Culture |
Skill Match |
Varies |
Matched your JD from Day 1 |
If you’re still debating whether to hire a Sales Development Representative (SDR) from Scale Army, you’re wasting time and money. Hiring in the U.S. costs you $5,000 a month AT LEAST—that’s before benefits, taxes, and compliance headaches. What’s worse, it takes 4-8 weeks just to onboard a new hire.
Scale Army offers you nearshore SDRs at just $2,750/month with 95-100% timezone alignment and C1–C2 certified English fluency. The best part? Your SDR will be ready to perform in just 2-3 weeks, matched to your job description from day one. And unlike U.S. hires with an average attrition rate of 20–30%, our talent stays committed, thanks to long-term relationships with dedicated clients.
Why deal with W-2 headaches, high turnover, and limited talent when you can tap into a global talent pool that’s dedicated to your success? Don’t let outdated hiring methods hold you back—scale smarter, not harder.
Hiring an SDR from nearshore or offshore locations provides significant cost savings, often cutting expenses by 50% or more compared to U.S. hires. For example, while hiring a U.S.-based SDR can cost around $5,000/month, you can hire an experienced SDR for as low as $2,750/month. These candidates are typically C1-C2 certified in English, offering timezone alignment with U.S. hours, making them cost-effective, highly skilled, and seamlessly integrated into your team.
Timezone alignment ensures real-time collaboration between your SDR and your sales teams. With 95-100% alignment to U.S. time zones, your SDR can perform their outreach, follow-up, and lead qualification without any delays. This syncs perfectly with your business hours, allowing for timely updates, better communication, and consistent lead generation throughout the day.
Hiring a nearshore or offshore SDR can save your business 50% or more in salary costs. For instance, U.S.-based SDRs can cost $5,000/month, while nearshore talent costs just $2,750/month. Additionally, you save on taxes, benefits, and compliance issues, making it a highly affordable and efficient solution for scaling your sales team without breaking the budget.
The primary risks of hiring remote SDRs include communication barriers or cultural misalignment, but these can be mitigated with clear expectations, cultural fit interviews, and proper onboarding. Many of these SDRs have extensive remote experience and use modern collaboration tools, ensuring seamless integration into your team. With the right hiring process, these risks are minimal and easily manageable.