Your pipeline lives and dies on your SDRs. We find sales development reps who can turn a cold list into booked meetings, and who will not quit in month two.
SDR is a hard seat. The role burns people out, the good ones get promoted fast, and a bad hire costs you a quarter of pipeline you will never get back.
Hiring on a resume does not work here. Two reps with identical backgrounds can have wildly different grit, coachability, and drive. That is the part a job posting cannot see, and it is the part that decides everything.
Every candidate gets a behavioral assessment, so you see reps with the grit and coachability the role demands, not just a clean LinkedIn.
Selling for an early-stage company is not selling for a giant. We find reps who can operate without a playbook and help build one as they go.
Coaching is included with every placement, and the first ninety days make or break an SDR. We stay through the part that matters.
A resume tells you where someone worked. It does not tell you whether they will pick up the phone on day forty. We score every SDR candidate against the traits that actually predict who hits quota and who washes out.
Outbound is a grind. We score for the internal motor that keeps a rep dialing when the list goes cold and nobody is watching.
The best SDRs take feedback and change by the next call. We test whether someone actually adjusts or just nods and carries on.
SDR is rejection for a living. We score for the people who treat a no as data, not a wound, and do not quit in month two.
Cold outreach lives or dies on how someone opens, listens, and handles an objection in real time, not on a polished resume.
Great reps ask the question behind the question. We score for the instinct to dig into a prospect's world instead of spraying a pitch.
Pipeline is math. We score for reps who work the system, log the activity, and follow up without being chased to do it.
Every candidate runs through an assessment built to surface the scorecard traits, not a gut feel from one nice conversation.
We put them in front of the actual job. How they open a cold conversation, handle a live objection, and keep going tells us more than any line on a resume.
We dig into what a rep actually did, ramp time, activity, and real results, instead of taking the title at face value.
We make sure they want your seat and your motion. A rep who is just collecting offers will be gone by Q2, and we screen that out.
The first ninety days make or break an SDR. Coaching comes with every placement, so your rep gets help through the exact window where most reps stall out.
We check in through the ramp, not to hover, but to catch a problem while it is still small enough to fix.
If a placement does not stick within six months, we replace them. We vet this hard precisely so you almost never need it.
Before EqualAccess, our team spent over a decade recruiting sales and technical talent for high-growth companies. We know what a closer looks like before they have the title.
Our founding team came up in technical and sales recruiting, from staffing high-growth teams to enterprise go-to-market hires. We have done this seat for years.
A high-growth SaaS company came to us before their IPO. They needed a full SDR and sales org, and they needed it fast. We built it coast to coast, first brief to signed offers, in three months. That company is public now.
One brief. A sales team across the country. Three months from kickoff to people in seats. This is the build EqualAccess is made for, and it is the one your competitors wish they had run first.
Recruiter fees are usually a percentage of the rep's first-year salary, and the exact number depends on seniority and how many seats you are filling. Building a full team is priced differently than a single hire. Tell us the role and we will give you a straight number.
A focused SDR search moves quickly because we keep a vetted bench. We have stood up entire sales teams across the country in about three months. For a single seat, expect a shortlist fast, not months of silence.
We vet for grit and coachability precisely so this is rare, and every SDR placement comes with a six-month guarantee and coaching through the ramp. If a hire does not stick in that window, we replace them.
Two reps with identical resumes can have wildly different drive. We run behavioral assessments and screen for the traits that actually predict SDR success, then coach them through the first ninety days where most reps make or break.
One rep or a whole SDR team, on the timeline you need. Send us the details and we will move.