SDR and BDR Recruitment
- SDRs and BDRs for SaaS and tech businesses
- Assessed for outbound resilience, not interview polish
- SRUK Fit Score on every shortlist
SDR hiring looks simple and fails often. The candidate interviews well, says the right things about resilience and rejection, and three months later the activity has dropped, the meetings are not converting and they are already talking to recruiters about AE roles. The problem is rarely effort. It is that the hire was assessed on how they come across in an interview rather than how they behave on the phone at 4pm on a bad day.
Sales Recruit UK recruits Sales Development Representatives and Business Development Representatives for SaaS scale-ups, AI businesses and established technology companies across the UK. We hire single SDRs, the first SDR layer for a business moving away from founder-led pipeline, and additional seats for teams that are already running.
Most SDR churn starts before the hire. The role has no clear target, no defined ICP, no one managing it day to day, or a promotion path that was promised and never existed. We will tell you if we think the setup needs fixing before we fill the seat. For businesses where outbound volume is being built through automation and data rather than headcount, a GTM Engineer may sit alongside or ahead of the SDR team.
Our 2026 UK Sales Salary Guide puts a London and South East SDR on a £38K mid base and £58K mid OTE, and a Scotland and Northern Ireland SDR on £32K base and £46K OTE. SDR pay is deliberately base-heavy, typically 60/40 to 70/30. The full breakdown is in our SDR and BDR salary benchmarks.
We build shortlists around how your business actually sells: your customers, your route to market, your sales cycle and your buyer. Three or four candidates who fit, each one delivered with the SRUK Fit Score that scores them against your specific brief.
We work with SDRs and BDRs across UK tech and SaaS, including those ready for their first closing role. Send your CV and we will be in touch when something fits.
Most sales hires fail because the role was never properly understood: by the recruiter, by the hiring manager, or both. We work differently. Before we approach the market, we build a brief around how your business actually sells, then run a structured search against that brief. Every shortlisted candidate is scored against six brief-specific dimensions and arrives in the SRUK CV: a single document combining the candidate’s career history, the SRUK Fit Score, and consultant commentary on each scoring dimension. Three or four candidates who fit, all comparable like-for-like, all read in thirty minutes rather than an afternoon.
When your SDRs are ready to close, see our SaaS Account Executive recruitment. For the wider service, see technology and SaaS sales recruitment. In Scotland, see technology sales recruitment in Scotland. To talk through an SDR brief, contact our team.
