In most companies, SDR (Sales Development Representative) and BDR (Business Development Representative) mean the same thing, a junior sales role focused on outbound prospecting and booking meetings for Account Executives. The titles are used interchangeably across the industry.
See what to payIn most companies, SDR (Sales Development Representative) and BDR (Business Development Representative) mean the same thing, a junior sales role focused on outbound prospecting and booking meetings for Account Executives. The titles are used interchangeably across the industry.
At some companies, especially larger ones, the titles are used to distinguish between inbound and outbound functions. In this model:
Handles inbound leads, people who have already expressed interest by filling out a form, requesting a demo, or signing up for a trial.
Does cold outbound, identifying target accounts, writing sequences, making cold calls, and booking meetings with people who have never heard of you.
This distinction matters at scale. At a startup with limited inbound volume, it rarely does.
For most startups, outbound is the priority, you do not have enough inbound volume to justify a dedicated inbound SDR. Hire a BDR (or call them an SDR, the title does not matter) who is comfortable with cold outreach, can build sequences, and is motivated by the hunt.
The key question is not what the title is, it is what they will spend 80% of their time doing. In cities like Austin, Chicago, and San Francisco where startup competition for attention is high, you need someone who can cut through the noise with genuine cold outreach, not just respond to warm inbounds.
According to The Bridge Group, whose annual SDR benchmarking surveys are the industry standard, SDR/BDR at a startup runs $45K–$60K base, $65K–$85K OTE. The variable is typically tied to meetings booked and pipeline generated.
| Component | Startup Range |
|---|---|
| Base | $45K–$60K |
| OTE | $65K–$85K |
Do not tie variable comp to revenue closed, that is an AE metric, not an SDR metric. Pay monthly or quarterly. Annual variable comp creates too much uncertainty for a junior role.
Coachability over experience. Work ethic over polish. Genuine curiosity about your product and buyer. The ability to handle rejection without losing momentum. Most great SDRs are 1–3 years into their career.
Avoid hiring someone who has been an SDR for 5+ years, they should have moved up by now, and if they have not, there is a reason. The best SDRs treat the role as a launchpad, not a destination. That hunger is exactly what you need.
Do not overthink the SDR vs BDR title debate. Define the role, inbound, outbound, or both, and hire for the skills that role requires. The title is a detail.
We place SDRs and BDRs at startups across the US. Book a call to talk through the role definition and what the market looks like. 15 minutes, no commitment, no pressure.
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