Overview
A Sales Development Representative (SDR) is a strategic inside sales representative focused on a hybrid model of proactive outbound prospecting and inbound lead qualification. SDRs don’t focus on closing business, but on outbound hunting and connecting with inbound leads to determine if they are a strong fit for our solutions.
SDRs move leads through the sales pipeline by uncovering specific needs and researching their businesses. If a prospect is a good fit, SDRs schedule next steps with the relevant stakeholder in the organization.
This role has responsibility for hunting for new business in untapped target accounts as well as uncovering and creating opportunities within existing clients.
Key Responsibilities
- Execute targeted outbound campaigns and manage high‑volume prospecting through calls, emails, LinkedIn, and other channels.
- Identify key decision‑makers and business pain points to uncover potential opportunities across the customer lifecycle (new business, upsell / cross‑sell) for the sales organization.
- Develop and implement proactive outreach strategies.
- Conduct qualifying calls.
- Personalize outreach and ensure a consultative, value‑driven first impression by conducting strategic research on target accounts.
Key Performance Indicators
- Meet and exceed defined opportunity and pipeline creation metrics (monthly). Include metrics for outbound calls, emails, opportunities created, and completed meetings.
Experience & Qualifications
- Bachelor's degree preferred.
- Prior outbound sales or inbound customer‑facing experience preferred but not required.
- Evidence of continually exceeding targets.
- Working knowledge and experience of the Architecture, Engineering and Construction markets (nice to have).
Qualifications
- Excellent written and verbal communication skills in English.
- +1 year experience in a Sales Development role.
- Passion for the challenge of outbound hunting.
- Ability to problem solve and think outside of the box to meet company expectations.
- You know how to multitask and are a quick learner.
- Ambitious, driven and competitive mindset.
- Adaptability in a fast‑moving environment.
- Autonomous and self‑starter, strategic thinker.
- Ability to remain calm, intentional and focused as well as highly professional.
Interview Process
At Graitec, we’re proud to foster a diverse and inclusive workplace. We value our employees for who they are and the contributions they bring, encouraging everyone to be their authentic selves at work. This diversity helps us better serve the wide range of customers and markets we operate in. We welcome applications from all backgrounds and assess candidates solely on their skills and ability to succeed in the role. Graitec uses AI to support and streamline internal processes; however, all application reviews, screening, and hiring decisions are made solely by our Talent Acquisition team and hiring managers.
Interview steps:
- Application – Submit CV and application via Graitec Careers.
- HR Screening – An initial “get to know you” discussion.
- Hiring Manager Interview – Role‑specific discussion with the manager.
- Peer / Stakeholder Interview – May include a presentation or collaborative exercise.
- Final Interview – Conversation with the Business Unit Leader.
Equal Opportunity Statement
As a signatory of United Nations Women’s Empowerment Principles, Graitec is committed to equal opportunity and pay transparency.
Compensation
On Target Earning pay range for this role:
- Role Targeted Variable Pay Mix: 70% fixed + 30% variable.
- Minimum Annual On Target Earning: €35,000.
- Maximum Annual On Target Earning: €44,000.
Note: Salary range indicated in this add is for information only & targeted for a specific seniority level and targeted location. Final salary offer might vary depending on final candidate location, seniority, competencies…
#J-18808-Ljbffr