We find, train, and manage the people who talk to possible customers for you. One service, one team, no HR headaches.
A short video explaining outsourced sdr teams in plain language: what it is, how it works, and what you get.
Narrated introduction with original music. Stock footage is illustrative, not a depiction of client facilities or endorsements.
Businesses that need someone finding new customers every day, but do not want to recruit and manage that team alone.
We only work with nutrition, beauty, food, ingredient, packaging, and industry businesses, so we already understand how yours works.
An SDR team is a group of friendly people whose whole job is finding new customers. Here is how we hire, train, and manage them for you.
We write the job around your real buyers, your hours, and your market before we look for anyone. Candidates show us how they would research a company and write a first message, so we can see how they actually think. You always approve the final hire.
Before anyone contacts a real buyer, they learn what you make, your minimum orders, and your approved way of describing things. They practice with role-play and written feedback until their conversations sound right.
Every week we sit down with the team, look at real messages and replies, and agree what to do better next. When a tricky technical question comes in, they hand it to your experts instead of guessing.
We write down who employs each person, who approves pay and holidays, and who owns the tools and data. All of that is clear in the proposal before anyone starts, so there are no surprises later.
New helpers practice passing conversations to sales before doing it live. Your own salespeople review their practice work, so everyone agrees what a good handover looks like from day one.
You see the numbers that matter: how training is going, how conversations are going, and what everything costs. Staffing, tools, and our management fee are shown separately, so you always know where the money goes.
Practical materials your commercial team can use, review, and improve. The exact deliverables are agreed in your proposal.
A recruiting and operating brief defining the rep's audience, channels, core tasks, assessment criteria, and reporting relationships. A responsibility table assigns hiring approval, employment arrangements, tooling, data access, and management decisions. This becomes the reference point for candidate evaluation and prevents the word outsourced from obscuring important ownership decisions.
Training materials that connect your approved capabilities to account research, opening messages, qualification questions, and sales handoffs. Practice exercises and review criteria make the expected standard observable. The playbook includes escalation contacts and a record of topics needing further coaching, providing a practical bridge between hiring and live prospecting work.
An agreed agenda and reporting structure for planning, work inspection, coaching, and sales feedback. The pack distinguishes onboarding progress, execution quality, relevant replies, and accepted handoffs. It records decisions and owners after each review, helping leadership see which problems require rep coaching, better materials, or a change in coverage.
Suppose a food manufacturer wants its first dedicated SDR while senior salespeople remain responsible for quotations and technical discovery. The business has capability documents but no consistent prospecting playbook. Leadership needs to decide the employment model and define what the new rep should accomplish independently before recruiting starts.
The role scorecard would prioritize careful account research and clear written communication. Training would use supported product formats, realistic order questions, and sample handoffs. A manager would inspect early work and coach specific gaps, while designated client specialists would handle formulation, quality, and commercial commitments beyond the rep's authority.
Leadership would have a responsibility map, an onboarding record, and a recurring review agenda showing work quality and unresolved dependencies. Sales would receive inquiries in an agreed format. This hypothetical setup illustrates how hiring, training, and management connect; it does not describe a placement or a predetermined ramp outcome.
A high-level brief is enough to start. Keep proprietary formulas, personal data, and confidential customer records out of the inquiry form.
We review progress with you using simple, agreed numbers, not just busywork.
We help you pick the right people for the job.
They learn your products, buyers, and messages.
We coach them weekly and report back to you.
Every business is different, so cost and timing depend on yours. Ads, staff, and tools are billed separately unless we agree otherwise. We cannot promise replies, meetings, or sales, and we will not pretend to.
That depends on the arrangement we agree. Employment contracts, pay, and legal duties are set out clearly before hiring starts.
It depends on the role and your market. We agree a realistic plan together rather than promise a fixed start date.
Before your sales team spends time on someone, we check they are a genuine fit and write down why.
Explore serviceFriendly, well-researched messages that give the right companies a real reason to reply.
Explore serviceReal people on our team start genuine conversations with your future customers. No bots, no spam.
Explore serviceTell us what you sell and who you want to sell it to.
