Hiring Template

The 2026 Enterprise SDR Job Description

Built from 69 SDR JDs across 29 companies. The Enterprise SDR template, the 5 patterns that separate it from mid-market, and the hiring traps to avoid.

Published by Elric Legloire

A colleague asked me last week which Enterprise SDR job description gets it right in 2026, with AI factored in.

I had just finished analyzing 69 SDR JDs across 29 companies. Here is the short answer, then the template you can copy.

5 patterns that separate Enterprise from mid-market

1. Named accounts. Enterprise SDRs work 50-100 named accounts co-owned with one to three AEs. Mid-market reps work 100-300. Velocity reps work 300+. The account count is the cleanest signal of what motion the JD actually describes.

2. AI workflows as a named responsibility. Sully, LangChain, and Cloudinary make it explicit in the responsibilities section: account research, signal aggregation, first-draft messaging, call prep. One company asks for a shipped workflow improvement every two weeks, shared with the team. In 2026, an Enterprise SDR who cannot compress research time with AI is not competitive.

3. Multi-threading is the actual job. 3-7 personas per account, Director through VP. If the JD does not say this out loud, the rep will default to one-contact prospecting and the motion will not work.

4. Video as a primary channel. Loom or Vidyard fluency is now standard at companies like Triple Whale and is moving into required territory.

5. Required qualifications weighted ~75% character, ~20% experience, ~5% tools. Weak JDs invert that ratio and filter for the wrong thing.

What does not belong in an Enterprise SDR JD

Activity quotas. A "120 activities per day" line describes an upmarket SDR, not an enterprise one. Enterprise reps work fewer accounts deeper. Coaching reviews the accounts and the messaging, not the activity dashboard.

AI in the nice-to-have section. Move it to required, and make it specific.

A tools list that doubles as the candidate filter. ZoomInfo and Salesforce experience are learnable in two weeks. Curiosity about how businesses work is not.

The template

Copy it, fill in the brackets, ship it.

Role: Enterprise Sales Development Representative

Reports to: Manager, Sales Development
Location: [City, hybrid X days/week] or [Remote, US]
OTE: $[X] ([70/30] split, uncapped)

About the role

You will own a named list of [50-100] enterprise accounts ([1,000+] employees) in partnership with [1-3] Enterprise Account Executives. Your job is to generate qualified pipeline by building a point of view on each account, identifying the right people inside it, and starting conversations that lead to first meetings worth taking.

We measure shipped pipeline and the quality of the work. Activity counts are not the metric.

What you will do

  • Own pipeline generation for a defined book of named accounts, co-built with your AE
  • Research accounts at the level of "what is changing inside this company right now and why would they care about us this quarter"
  • Multi-thread across 3-7 personas per account, typically Director through VP across [target functions]
  • Run outbound across email, phone, LinkedIn, and video. Sequence design is yours
  • Use AI in the daily workflow: account research, signal aggregation, first-draft messaging, call prep, CRM hygiene. We expect at least one shipped improvement to your own AI workflow every two weeks, shared with the team
  • Run weekly 1:1s with your AE focused on account strategy
  • Partner with marketing on ABM plays for top-tier accounts
  • Keep Salesforce clean. The data you put in is the data the company runs on

What we are looking for

Required:

  • 1-2 years of outbound sales development experience, ideally in B2B SaaS selling to mid-market or enterprise
  • Evidence that you can think about an account, not just work a list. In the interview we will ask you to walk us through an account you broke into and why your approach worked
  • Strong written communication. You can write a 4-sentence email that gets a VP to reply
  • Comfortable on the phone with senior buyers
  • Working fluency with AI tools (ChatGPT, Claude, Perplexity, or equivalent). You can describe a workflow you built or improved using them
  • Curious about how businesses actually work. You read 10-Ks, earnings calls, or industry reports without being asked to

Nice to have:

  • Experience selling into [target ICP: finance, ops, security, RevOps]
  • Familiarity with Salesforce, Outreach or Salesloft, LinkedIn Sales Navigator, ZoomInfo or Apollo, and an intent or signal platform (6sense, Common Room, Clay)
  • Background in [domain] before sales: consulting, finance, ops, founder, technical

What success looks like

First 30 days: Ramped on product, ICP, and our top 10 accounts. Sent your first sequence to a named account list you helped build.

First 90 days: Generated [X] qualified meetings. Built a working point of view on your full book.

First 6 months: Hitting quota. Known internally as the SDR with the best account research. Shipped at least 3 improvements to the team's AI workflow that other reps adopted.

How we work

  • Pod model: you, your AE(s), and a marketing partner meet weekly on account strategy
  • Coaching reviews your accounts, your messaging, and your call recordings. Activity counts are not the lens
  • We invest in tools. If you can show us a tool that saves the team 5 hours a week, we will buy it

Compensation and benefits

  • Base: $[X]
  • Variable: $[Y] (uncapped)
  • Equity: [yes/no]
  • Benefits: [standard]
  • AI tools budget: $[X]/month for you to pick what works

Notes for hiring managers using this template

Fill in the bracketed fields. The numbers signal what motion you are actually hiring for:

  • Account count per rep: 50-100 = enterprise, 100-300 = upmarket, 300+ = velocity
  • Employee floor: 1,000+ = true enterprise, 500+ = upmarket
  • OTE: $105K-$120K is the 2026 enterprise SDR band in major US metros

The character-to-experience-to-tech ratio in required qualifications should sit around 75/20/5. A required list that skews toward tools and tenure filters for the wrong thing.

AI workflows belong in responsibilities. Make it required and make it specific (a shipped improvement every two weeks).

Pod model and account-level coaching: companies like MaintainX explicitly position this as a differentiator. If you offer it, name it. SDR candidates who have worked the activity-quota grind will self-select toward this.

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