You need to turn your SDRs into AEs.

There are NO exceptions to this rule because an SDR without a promising career path is a failed investment.

1. Hire SDRs to be future AEs
2. Train SDRs to run demos before becoming AEs
3. Strategize for long-term sales tenure

Too many companies are hiring SDRs for one purpose and one purpose only... to generate pipeline. 

They have no strategy or plan in place for developing their SDRs into AEs and instead they hire AEs from outside the company.

An AE with a few years experience selling doesn't come close to being as valuable as an SDR who understands your product inside and out.

This shift in mindset requires a reduction in SDR quota pressure and an increased focus on utilizing the SDR role as a development program for long-term and high-value career salespeople.

If you don't have a real career path and development program in place for your SDRs, stop everything you're doing and create it today.

Long sales tenure is the metric you want to brag about.

It only happens if you're strategized accordingly.

It may seem easier to hire AEs who have selling experience, and in some instances this makes sense, but if you have an SDR org it NEEDS to have an effective pathway into the next role, and not just for the best SDRs, for all of them who meet expectations.

The best SDR development programs entail learning the demo and product while they're still in the SDR role.

Utilize the SDR function not just for generating pipeline, but also generating new AEs.

Happy Selling,