SDR Career Development Framework
| SDR Career Levels | |||
| Job Level | SDR (P1) | Senior SDR (P2) | Team Lead (P3) |
| Competency Execution | Skill: Knows and understands key competencies, but is more task-oriented, and continuing to develop. Is developing confidence in independently driving pipeline. Regularly requests/requires leadership assistance.
Meeting Expectations across majority of competencies (Rating=2). May Need Improvement (Rating=1) in those that are more complex, particularly when new in role. |
Skill: Knows and understands key competencies and is continuing to develop in those that are most complex. Is confident in independently driving pipeline. Occasionally requests/requires leadership assistance.
Meeting Expectations across majority of competencies (Rating=2). May be an Expert (Rating=2) in others, most likely when preparing for a P2 AE promotion. |
Player/Coach |
| Account Profile | Mid-market/Enterprise | Enterprise/Strategic | Will be outlined in V2 |
| Promotion Eligibility (to the next level) | Rolling 6–Month Period: Cumulative Attainment of at least 100% (30 SAOs)
(e.g. if an SDR achieved 13 SAOs in January, February and March, and then 17 in April, May and June, he/she would be eligible for promotion due to meeting the cumulative target of 30) *SDRs are eligible from their first day of employment, however, their attainment must equal at least the standard SAO target during their ramp period |
Rolling 6–Month Period: Cumulative Attainment of at least 100% (36 SAOs)
(e.g. if an SDR achieved 17 SAOs in January, February and March, and then 19 in April, May and June, he/she would be eligible for promotion due to meeting the cumulative target of 36) |
Will be outlined in V2 |