Junior Sales Development Representative Interview Scorecard
ZYTHR Resources •
September 6, 2025
TL;DR
This scorecard standardizes assessment of Junior Sales Development Representatives across core skills and behaviors needed to build pipeline. It helps interviewers evaluate prospecting, outreach, qualification, resilience, systems use, communication, and coachability consistently.
Who this scorecard is for
For hiring managers, sales team leads, and recruiters interviewing entry-level SDR candidates. Useful for calibrated debriefs and making objective hiring decisions at the junior level.
Preview the Scorecard
See what the Junior Sales Development Representative Interview Scorecard looks like before you download it.
How to use and calibrate
- Pick the level (Junior, Mid, Senior, or Staff) and adjust anchor examples accordingly.
- Use the quick checklist during the call; fill the rubric within 30 minutes after.
- Or use ZYTHR to transcribe the interview and automatically fill in the scorecard live.
- Run monthly calibration with sample candidate answers to align expectations.
- Average across interviewers; avoid single-signal decisions.
Detailed rubric with anchor behaviors
Prospecting & Lead Generation
- 1–2: Fails to research accounts or produce target lists; low outreach volume.
- 3: Builds reasonable lists and consistently completes required outreach activities.
- 4: Proactively identifies high-potential accounts and increases conversion rates.
- 5: Creates repeatable sourcing strategies that materially improve pipeline quality.
Cold Outreach & Messaging
- 1–2: Sends generic, irrelevant messages and gets low response rates.
- 3: Uses tailored subject lines and value points for appropriate segments.
- 4: Crafts concise, personalized sequences that drive above-average replies.
- 5: Designs and iterates outreach that measurably increases response and meeting rates.
Qualification & Discovery
- 1–2: Fails to uncover basic pain points or decision-makers during calls.
- 3: Asks logical questions to determine fit and next steps for standard opportunities.
- 4: Uncovers clear business impact, budgets, and timelines to advance opportunities.
- 5: Leads discovery that reveals strategic needs and accelerates pipeline progression.
Objection Handling & Resilience
- 1–2: Pivots away from objections or becomes discouraged after rejection.
- 3: Addresses common objections with prepared responses and continues outreach.
- 4: Effectively reframes objections, recovers conversations, and re-engages prospects.
- 5: Anticipates objections, coaches peers, and consistently converts resistant prospects.
CRM & Process Adherence
- 1–2: Neglects CRM updates and misses process checkpoints.
- 3: Maintains accurate records and follows standard sales processes.
- 4: Uses CRM for pipeline management and improves forecast accuracy.
- 5: Optimizes workflows, drives CRM best practices, and reduces data errors.
Communication & Collaboration
- 1–2: Communications are unclear and fails to coordinate with sales teammates.
- 3: Communicates clearly with peers and hands off qualified leads appropriately.
- 4: Proactively syncs with AEs and marketing to improve handoffs and messaging.
- 5: Drives cross-team alignment and contributes to shared outreach strategies.
Coachability & Learning
- 1–2: Resists feedback and shows little improvement over time.
- 3: Accepts feedback and applies coaching to improve skills.
- 4: Quickly implements coaching, experiments, and shows measurable gains.
- 5: Acts as an informal mentor, documents learnings, and elevates team performance.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Prospecting & Lead Generation | 18% |
| Cold Outreach & Messaging | 18% |
| Qualification & Discovery | 16% |
| Objection Handling & Resilience | 15% |
| CRM & Process Adherence | 12% |
| Communication & Collaboration | 11% |
| Coachability & Learning | 10% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Junior Sales Development Representative Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Prospecting & Lead Generation | Sources high-quality, convertible accounts independently | 5 |
| Cold Outreach & Messaging | Outreach consistently converts to meetings at high rates | 5 |
| Qualification & Discovery | Reveals strategic priorities and creates clear advancement path | 5 |
| Objection Handling & Resilience | Converts skeptical prospects and helps teammates with tactics | 5 |
| CRM & Process Adherence | Leads CRM improvements and keeps data exemplary | 5 |
| Communication & Collaboration | Facilitates smooth collaboration and improves team processes | 5 |
| Coachability & Learning | Rapidly improves and helps others adopt best practices | 5 |
Junior Sales Development Representative Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Prospecting & Lead Generation | Consistently generates target lists and required dials/emails | 3 |
| Cold Outreach & Messaging | Messages show relevant personalization and generate responses | 3 |
| Qualification & Discovery | Clarifies pain, budget range, and next steps | 3 |
| Objection Handling & Resilience | Responds calmly and overcomes routine objections | 3 |
| CRM & Process Adherence | CRM entries are accurate and processes are followed | 3 |
| Communication & Collaboration | Provides clear meeting notes and timely handoffs | 3 |
| Coachability & Learning | Implements feedback and improves performance | 3 |
Junior Sales Development Representative Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Prospecting & Lead Generation | Rarely finds relevant contacts or misses activity goals | 1 |
| Cold Outreach & Messaging | Templates lack personalization and seldom elicit replies | 1 |
| Qualification & Discovery | Cannot identify use case or decision timeline | 1 |
| Objection Handling & Resilience | Stops pursuing after a single rejection | 1 |
| CRM & Process Adherence | Records are missing or outdated in CRM | 1 |
| Communication & Collaboration | Handoffs confuse AEs or lack necessary context | 1 |
| Coachability & Learning | Ignores coaching and shows no progress | 1 |
Recruiter FAQs about this scorecard
Q: Do scorecards actually reduce bias?
A: Yes—when you use the same questions, anchored rubrics, and require evidence-based notes.
Q: How many dimensions should we score?
A: Stick to 6–8 core dimensions. More than 10 dilutes signal.
Q: How do we calibrate interviewers?
A: Run monthly sessions with sample candidate answers and compare scores.
Q: How do we handle candidates who spike in one area but are weak elsewhere?
A: Use weighted average but define non-negotiables.
Q: How should we adapt this for Junior vs. Senior roles?
A: Keep dimensions the same but raise expectations for Senior+.
Q: Does this work for take-home or live coding?
A: Yes. Apply the same dimensions, but adjust scoring criteria for context.
Q: Where should results live?
A: Store structured scores and notes in your ATS or ZYTHR.
Q: What if interviewers disagree widely?
A: Require written evidence, reconcile in debrief, or add a follow-up interview.
Q: Can this template be reused for other roles?
A: Yes. Swap technical dimensions for role-specific ones, keep collaboration and communication.
Q: Can ZYTHR auto-populate the scorecard?
A: Yes. ZYTHR can transcribe interviews, tag signals, and live-populate the scorecard.
See Live Scorecards in Action
ZYTHR is not only a resume-screening took, it also automatically transcribes interviews and live-populates scorecards, giving your team a consistent view of every candidate in real time.