Sales development representatives on this team spend most of the day starting conversations that don't yet exist, reaching out cold and turning a fraction of those touches into real meetings for the account executive team. This is a full-time, remote position open to candidates anywhere, with pay up to $50,000 per year.
Most of that outreach won't land. A cold call gets a polite no, an email goes unanswered, a LinkedIn message sits unread for days. The job is built around that math rather than around any illusion that every touch converts, and reps who last here tend to treat a string of no's as data rather than as a verdict on their own ability. A good week isn't measured by how many people said yes; it's measured by whether the activity numbers stayed consistent enough for the yeses to eventually show up.
Core responsibilities
- Prospect and qualify new leads through cold calls, emails, and social outreach across a target list
- Determine whether a lead is genuinely worth an account executive's time before scheduling anything, rather than passing along every conversation that happens
- Schedule qualified meetings that move the sales pipeline forward, keeping notes detailed enough for the account executive to walk in prepared
A high school diploma or its equivalent meets the education bar here, though a bachelor's degree is often preferred where a candidate has one. Six months of experience is the stated minimum, and prior sales background is genuinely useful but not a hard requirement, since a lot of what makes someone good at this job- persistence and clear communication under repeated rejection- doesn't always show up on a sales-specific resume. Someone coming out of a customer-facing service job, or even a role built around volunteer fundraising calls, often has more of the relevant muscle memory than their resume title suggests.
Picture a prospect who shuts down a cold call in under a minute with a flat "not interested." A rep who leaves it there gets nowhere, but a rep who follows up a week later referencing something specific from that short call- a product line the prospect mentioned in passing- sometimes gets a real reply. That kind of follow-through, paying attention to small details across dozens of leads, tends to separate reps who hit quota from ones who don't. It's a small habit, but it compounds across a full quarter of outreach in a way that's easy to underestimate at first.
Skills this role depends on
- Comfort in CRM software for logging outreach and tracking where each lead sits in the pipeline
- Cold outreach skill across calls, email, and social channels
- Lead qualification judgment, knowing which conversations are worth an account executive's calendar
- Clear communication, especially in the first fifteen seconds of a cold call where most prospects decide whether to keep listening
- Resilience, since a normal day includes far more rejection than success
Naukri Mitra has seen candidates without any formal sales background succeed here when they came from something like retail commission work or fundraising, roles that already involved a version of cold outreach even if nobody called it that at the time. What tends to matter more in the interview than the resume itself is how someone talks about handling a bad stretch of calls, since that's the day-to-day reality of the role far more often than any single win.
Coaching in this role tends to be frequent and specific rather than saved for a formal review cycle. A manager might listen to a handful of recorded calls each week and flag one small adjustment, like ending questions on an upward inflection or trimming a script line that keeps causing hang-ups, rather than delivering broad feedback all at once. That steady drip of small corrections is usually more useful than an occasional big overhaul.
Pay for this role reaches $50,000 annually in USD. In addition to base pay, commission-based incentives reward reps for meeting their meeting and pipeline targets. Full-time staff also get medical coverage, accrued paid time off, and 401(k) matching, and life and disability insurance are typically layered on as well.
- Health insurance
- Paid time off
- 401(k) matching
- Commission-based incentives tied to pipeline targets
- Life and disability insurance
Daily volume expectations are real and specific, not left vague. Most reps handle dozens of calls and emails per shift, and hitting activity targets still matters even during weeks when conversion is low for reasons outside anyone's control, like a slow season in a particular industry. That volume can feel repetitive at first, and reps who stick with it tend to build their own shortcuts for staying sharp on call fifty of the day rather than call five. Some keep a running note of phrases that got a good reaction and lean on those more, while others deliberately vary their opener just to keep their own energy from flattening out over a long shift.
For anyone wondering how to become a remote sales development representative without a traditional sales resume, this role is one of the more accessible entry points into a sales career, since the six-month experience bar is short and the core skill, staying persistent through repeated rejection, is something a lot of unrelated jobs already teach.
Since the position is remote and open to candidates anywhere, it qualifies as a genuine work-from-home sales development representative role rather than one that requires office check-ins. A solid home internet connection and a low-noise room for making calls are the practical requirements to start.
Interviews for this opening typically include a mock cold call, since that single exercise reveals more about someone's tone and adaptability under pressure than a resume review would. Candidates should expect to think on their feet and treat a rough moment in the exercise as normal rather than disqualifying.
