Hire vetted offshoreSales Development Representative (SDR)s.
Outbound prospecting, lead generation, CRM hygiene and booked qualified meetings.
- Screened on real pipeline numbers
- Voice recording before you interview
- Payback on a single closed deal
Recorded intros, prior work and references.
Get a sales development representative (SDR) shortlist
Named, vetted candidates with recordings and rates. No account, no call required.
How much does an offshore sales development representative (SDR) cost, and how does hiring one work?
Offshore SDRs cost USD 1,400–2,600 per month all-in through Sprint Labs, plus whatever commission structure you set. The Philippines is the strongest market for native-standard spoken English; Vietnam and India are strong for written and LinkedIn-led outbound.
Embedded in teams across six markets
How fast can I get a candidate started?
Tell us the role
Two minutes, no account. Seniority, start date, anything specific.
We recruit and vet
Skills tests, a working session and reference checks against your brief.
You meet a shortlist
Named candidates with recordings, prior work and a flat monthly seat cost.
They start, we employ them
Contracts, local payroll, HR and retention sit with Sprint Labs.
Same role. A fraction of the cost.
Fully-loaded annual seat cost compared with hiring the same role locally.
- Dedicated full-time hire — included
- Employed and payrolled by Sprint Labs — included
- Replacement at no extra cost — included
- Dedicated full-time hire — included
- Employed and payrolled for you — not included
- Replacement at no extra cost — not included
Onshore ranges derived from the Hays Salary Guide (Australia) and Robert Half Salary Guide (United States), 2025 editions, converted to USD and loaded with employer on-costs. Sprint Labs figures are our own 2025 pricing.
What does a strong sales development representative (SDR) change?
Outbound is a volume game with a quality floor, which makes it structurally well suited to offshore hiring — provided you screen for spoken English and coachability rather than years of experience. The economics are decisive: an offshore SDR costs roughly a quarter of a Sydney or San Francisco equivalent, so payback happens on a single closed deal.
What they own
- Build and enrich target account and contact lists
- Run multi-channel outbound: calls, email, LinkedIn
- Qualify inbound leads against your ICP
- Book qualified meetings for account executives
- Keep the CRM accurate and report on activity and conversion
What skills should a sales development representative (SDR) have?
- Cold calling
- Cold email sequencing
- LinkedIn Sales Navigator
- Apollo / Outreach
- HubSpot & Salesforce
- Lead research & list building
- Objection handling
- Discovery questioning
- CRM hygiene
- Meeting-set follow-up
Sales Development Representative (SDR) seat cost, USD per month.
Indicative fully-loaded seat cost including salary, statutory benefits, local payroll, hardware, HR support and Sprint Labs' employer overhead. There is no separate recruitment fee — your exact quote is generated in-app. Benchmarks in USD, reviewed .
- Entry
- $1,000 – $1,400
- Mid
- $1,400 – $1,900
- Senior
- $2,000 – $2,800
- Entry
- $1,100 – $1,500
- Mid
- $1,500 – $2,100
- Senior
- $2,200 – $3,000
- Entry
- $1,000 – $1,300
- Mid
- $1,300 – $1,800
- Senior
- $1,900 – $2,600
- Entry
- $1,000 – $1,400
- Mid
- $1,400 – $2,000
- Senior
- $2,100 – $2,900
Entry-level covers capable candidates with 1–3 years' experience, best where the work is well defined and supervised.
Brief the role in two minutes. Shortlist in days.
Interviewing a sales development representative (SDR).
Listen before you interview
Every Sprint Labs SDR candidate submits a voice recording. Accent matters less than pace, warmth and clarity — but you should hear it before you spend interview time.
Run a live cold-call roleplay
Give them your ICP and 10 minutes' prep, then be a difficult prospect. You're testing recovery from a brush-off, not a polished pitch.
Check the numbers they claim
Ask for dials per day, connect rate, meetings booked per month and show rate at their last role. Specific numbers indicate a real seat; round numbers indicate a story.
Add AI accent conversion for $1/hour per user.
If the role spends time on the phone, our AI accent conversion neutralises accent in real time so every call lands clearly with your customers — without losing the person behind the voice.
Real-time neutralisation
Accent is softened live on the call, with latency low enough that the conversation still feels natural.
Their voice, preserved
Tone, pace, warmth and intent stay theirs. It is your actual team member on the line, just easier to follow.
Your existing phone system
Layers over the softphone or dialler you already run. No porting, no new platform, nothing to retrain.
Hire a sales development representative (SDR) from Asia.
Questions about hiring an offshore SDR.
Will an offshore SDR sound right to my Australian or US buyers?
For many buyers, yes — particularly with Filipino reps, who consistently score at the top of Asia for spoken English. The honest answer is that it depends on your market: mid-market SaaS and services buyers rarely care, while some enterprise and heavily relationship-led sectors do. Every Sprint Labs SDR shortlist includes a voice recording so you can judge before you interview.
How do commissions work for an offshore SDR?
You set the structure — typically a per-qualified-meeting or per-closed-deal bonus. Sprint Labs administers it as a monthly bonus line on the employee's payroll and adds it to your invoice, so you never handle cross-border payments directly.
Do I need a local entity to hire an SDR offshore?
No. Sprint Labs is the legal employer in-market. We contract the SDR, run local-currency payroll, handle statutory benefits and compliance, and bill you one flat monthly seat cost in your own currency. You direct the work day-to-day exactly as you would an in-house hire.
How long does it take to hire an SDR through Sprint Labs?
Most briefs produce a named, vetted shortlist within 5–10 business days. From there you interview, choose, and we handle the offer, contract and onboarding — typical brief-to-start is three to five weeks depending on the candidate's notice period.
What happens if the hire is not the right fit?
Tell us within the first 30 days and we replace them at our cost. After that, engagements carry a 60-day cancellation notice, which protects the employee and gives you time to hand over work — but if you want to swap rather than terminate, we run a replacement search in parallel at no additional recruitment cost.
Brief the role in two minutes. Shortlist in days.
Brief the role. See a shortlist within 5–10 business days.
Named, vetted candidates with recordings, prior work and references — plus a flat monthly seat cost in your own currency.
