Sales Development Representative (BDR / SDR)

[Company name], a B2B SMB in [industry] based in [city], [X] employees, [X] M€ ARR, is looking for a Sales Development Representative (BDR / SDR) to generate and qualify pipeline for the team's Account Executives.

Your mission

As an SDR / BDR you generate and qualify a pipeline of prospects on [territory or ICP segment] for the team's Account Executives. You carry a quota in qualified meetings and SQLs generated, not in revenue. You report to the [Sales Manager / Head of Sales / Head of SDR].

Key responsibilities

• Make [X] to [Y] outbound touches per day, multi-channel (calls, emails, LinkedIn), on a clearly defined ICP.
• Test and iterate on 3 to 4 outbound sequences per quarter, measuring the differential response rate per variant.
• Qualify inbound or outbound prospects against the [BANT / simplified MEDDIC / other] frame before booking a meeting.
• Book [8 to 25] qualified meetings per month, with a target acceptance rate by the Account Executives above 70 percent.
• Keep rigorous CRM hygiene: structured notes at the end of the day, a dated next step, no ghost deals.
• Brief each Account Executive on the handed-over meetings (context, the concern identified, the stakeholders met).
• Take part in the team rituals: weekly pipeline (30-45 min), a weekly SDR / AE sync (15 min), a weekly 1:1 with the Sales Manager (30 min).

Profile

• Required: a trace of cadence discipline in a prior experience (team sport, sales, service, telemarketing, commercial apprenticeship); the ability to hold a repetitive quantitative target over time; a clear affinity for sales with a development perspective toward Account Executive.
• Desired: a first SDR / BDR experience or a commercial internship in B2B SaaS; familiarity with a modern CRM (Salesforce, HubSpot, Pipedrive) or a sequencer (Lemlist, Outreach, Salesloft); native or C2-level German, business-fluent English.
• Disqualifying: no experience with a repetitive task with a quantitative target; looking for a direct closing position; rejection of the cold-calling dimension of the job.

What we offer

• Gross annual compensation: fixed [32-44] k€ + variable [10-16] k€ at OTE (70/30). Details of the variable plan are shared in the interview. The quota is in qualified meetings accepted by the AEs and SQLs generated; no revenue quota.
• An articulated career ramp: a formal review after 12 months; a candidate for a move to Account Executive between month 15 and 24 on reaching the criteria defined at hiring.
• Model: [full-time, hybrid 2-3 days / week on-site, based in [city]].
• Benefits: [company pension, bike leasing, employee shares, vacation, home-office policy, professional development, access to external sales coaching].
• Stack: [CRM, outbound sequencer, commercial intelligence Sales Navigator, call-cadence tool, video conferencing].