SDR program
We recruit, employ, train, and manage your SDR.
One person, dedicated to your agency, selling your offer into your vertical. D3 carries the compensation, the software, the curriculum, the scripts, the weekly coaching, and the accountability. You approve the finalist and take the meetings.
Why an unmanaged SDR fails
The role has no natural feedback loop. Nobody praises a dial. Without weekly coaching and recorded call review, activity decays inside three weeks, the opener softens, follow-up gets skipped, and the first visible symptom is a short quarter.
Why founders should not manage it
Coaching a sales development rep is a weekly commitment with a fixed cadence. Most agency owners can hold that for a month. Then a client escalates, the one-on-one gets moved, and the seat goes unmanaged at exactly the point it needed structure.
Why dedication matters
Shared setters split attention across a dozen offers and sound like it on the phone. Your SDR works one agency, one vertical, one market map. They learn your offer deeply enough to hold a real conversation with an owner, because it is the only offer they carry.
Recruiting
A hiring process, not a resume pile
The most expensive outcome in this program is hiring the wrong person quickly. The second most expensive is taking six months to hire the right one. The process below is built to avoid both.
- 01
Write the job description
Built around your offer, your vertical, and the real daily activity. Vague postings attract candidates who are surprised by the phone.
- 02
Source candidates
Through channels that produce phone-comfortable operators rather than whoever is closest to the top of a job board.
- 03
Screen
For call reluctance, coachability, written clarity, and whether the person has ever held a daily activity number.
- 04
Interview
Initial interviews including a live cold-call simulation against a real objection from your market.
- 05
Score
Every finalist against a written hiring scorecard, so the decision is comparable rather than remembered.
- 06
Recommend
One candidate, with the reasoning written down, including what we are worried about.
- 07
Place the hire
You meet the finalist and sign off before they go live on your account. Offer, start date, and a 30-day ramp plan are handled by D3, and so is the compensation.
Hiring scorecard
Per finalist- Phone comfort under pressureHigh
- Coachability in a live correctionHigh
- Written clarity in a short email testMedium
- Track record holding a daily activity numberHigh
- Curiosity about the verticalMedium
- Resilience across a simulated rejection sequenceHigh
- CRM and process disciplineMedium
- Availability and commute or remote fitLow
Weighting is adjusted per engagement. An agency selling into surgical practices weights vertical curiosity higher than one selling into self-storage.
Compensation, honestly
D3 pays the SDR, base and commission, inside the engagement fee. Commission is structured against qualified, held meetings, so the person dialing is paid for exactly the thing you are paying for.
Onboarding and training
The first 30 days, week by week
A new SDR who learns your offer by getting it wrong on live calls burns the best accounts on your list. This curriculum exists so the learning happens in role-play instead.
Week 1
Offer and vertical
- Agency offer training until it can be explained without a script
- How businesses in your vertical make money and what breaks
- Who the decision-maker is and what they care about
- CRM training and the daily workflow
- Shadow recorded calls and proposals
Week 2
Message and mechanics
- Cold-call opener drilled to reflex
- Discovery questions and how to keep an owner talking
- Cold-email structure and personalization standards
- Prospect research process, timeboxed
- First supervised dial blocks
Week 3
Objections and volume
- Objection handling role-play against live objections
- Voicemail and callback discipline
- Follow-up sequences and task management
- Activity standards enforced for the first full week
- First recorded call review
Week 4
Quality and handoff
- Qualification standards applied to real conversations
- Meeting handoff process to you or your closer
- Meeting-booking expectations set against a number
- Independent working rhythm established
- Baseline KPIs recorded for coaching
Ongoing management
The cadence that keeps the seat producing
Management is the part agencies skip and the part that decides whether the hire works. It runs on our calendar.
Weekly
- One-on-one coaching with a written agenda
- Recorded call review with timestamped feedback
- Role-play on the objection currently costing the most
- Activity and pipeline review against standards
Monthly
- Data refresh and territory rebalance
- Messaging updates based on live objection patterns
- Meeting-quality audit against the qualification bar
- Performance summary delivered to you
Quarterly
- Full funnel conversion review
- Offer and positioning recommendations
- Forecast and next-quarter targets
- Hiring recommendation for the next seat
What happens if the SDR underperforms
That is D3's problem to fix, not yours. You see the same scorecard we do, so nothing is hidden, and if coaching does not close the gap we replace the person at our cost. The playbook and the market are already built, so a replacement ramps in weeks.
What if we already have an SDR
We assess the person against the role, then either run the full program through them or place our own SDR alongside or instead. If your current person is the wrong fit, we tell you with the reasoning written down rather than working around it quietly.
The guarantee, plainly
Eight qualified meetings by the end of month two. A qualified meeting is a held conversation with a decision-maker who matches your written ICP, and that definition lives in the agreement, not in fine print. If we miss the number, we keep working at no additional fee until you have them. What we do not guarantee is closed revenue, because closing depends on your offer, your pricing, and your sales call. Read the pricing page for the full engagement terms.
Ready to put someone else in charge of the seat?
A strategy call is a working session. We look at your current pipeline math, your ICP, your retainer, and your capacity, then tell you whether a managed outbound function is the right next move for your agency.