Sales Development Representative Jobs in the USA — Pay, Trends & What to Expect (2026) -

Sales Development Representative jobs are usually shortened to SDR, which is an entry-level sales role focused on one thing: generating qualified leads for the sales team to close. You’re not closing deals yourself. You’re finding potential customers, reaching out to them, figuring out if they’re worth pursuing, and then handing them off to Account Executives who actually close the business.

Sales development representative jobs have exploded in popularity over the past decade, especially in tech and SaaS companies. They’re still everywhere in 2025 because companies figured out that having specialized people focused purely on prospecting and qualification makes their sales process more efficient. Instead of expensive Account Executives spending time cold calling and qualifying leads, SDRs do that work at a lower cost, freeing up AEs to focus on closing deals.

For people breaking into sales, SDR positions offer a legitimate entry point with decent pay, performance-based upside, and a clear path to higher-earning roles. But the work is hard, the rejection is constant, and a lot of people burn out within a year. Here’s what you actually need to know about SDR jobs: what you’ll earn, what the work involves, and whether it’s the right move for you.

What an SDR Actually Does (Beyond the Job Description)

The core responsibility is generating qualified sales opportunities. That breaks down into a few main activities that fill your entire workday.

Cold outreach is the foundation.

You’re calling, emailing, and sometimes messaging people on LinkedIn who don’t know you, don’t expect to hear from you, and mostly don’t want to talk to you. Your job is to get them interested enough to take a meeting or demo with an Account Executive.

Some companies provide you with lists of leads to contact. Others expect you to research and build your own lists. Either way, you’re doing high-volume outreach — maybe 50-100 calls per day, plus dozens of emails and LinkedIn messages.

Lead qualification is the other critical piece.

Not everyone who responds is actually a good fit for what your company sells. You need to ask the right questions to figure out if this person has budget, authority, need, and timeline (the classic BANT framework, though companies use variations).

If they’re qualified, you schedule a meeting and pass them to an AE. If they’re not qualified, you either disqualify them politely or nurture them for future follow-up. Your compensation and success metrics are tied to how many qualified meetings or opportunities you generate, not just how many people you contact.

CRM management takes more time than you’d think.

You’re logging every call, email, and interaction in the company’s CRM system (usually Salesforce, HubSpot, or similar). You’re updating lead statuses, setting follow-up tasks, and taking notes on conversations. This administrative work is essential but tedious, and it eats up hours of your week.

Research and personalization matter increasingly.

The days of mass-blasting generic cold emails are mostly over — response rates are terrible. Effective SDRs spend time researching prospects, personalizing outreach, referencing specific pain points, or company news. This takes longer but converts better.

Some companies expect minimal personalization and just want you to hit volume. Others demand thoughtful, researched outreach to fewer prospects. The approach varies by company culture and what they’re selling.

You’re measured constantly.

SDR roles are highly metrics-driven. You have activity metrics (calls made, emails sent), conversion metrics (response rates, meetings booked), and outcome metrics (qualified opportunities created, pipeline generated). Your manager sees all of this in real-time dashboards.

This transparency cuts both ways. High performers get recognized and rewarded quickly. Underperformers get coached heavily or managed out. There’s nowhere to hide when your numbers are visible to everyone.

The skills employers actually care about: resilience and ability to handle rejection, clear communication (verbal and written), persistence without being annoying, organization and time management, coachability, basic tech competence, and genuine curiosity about prospects and their problems.

You don’t need a specific degree or background. Sales experience helps, but isn’t always required. Customer service experience, call center work, retail — anything involving persuasive communication and dealing with difficult people translates reasonably well.

What SDRs Actually Earn (The Real Numbers, Not Just OTE)

Let’s talk compensation, because this is where SDR jobs get both interesting and complicated.

The average base salary for an SDR in the U.S. sits around $58,000 to $69,000 per year, depending on which data source you trust and what subset of SDRs you’re looking at. Entry-level SDRs at the lower end might start around $50,000 to $55,000 base. More experienced SDRs or those at well-funded tech companies might have base salaries of $65,000 to $75,000.

But base salary is only part of the story. SDR compensation almost always includes variable pay tied to performance — usually quota attainment for meetings booked, opportunities created, or pipeline generated.

On-Target Earnings (OTE)

This is what companies advertise. If you hit 100% of your quota, you earn your base salary plus your target variable compensation. A typical SDR OTE might be $80,000 to $100,000, with the split being something like 70/30 or 60/40 (base/variable).

Example: $60,000 base with $25,000 variable at quota = $85,000 OTE.

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Here’s the catch: OTE assumes you hit quota. Many SDRs don’t, especially early in their tenure or at companies with unrealistic quotas. If you only hit 70% of quota, you only earn 70% of that variable component. Your actual take-home might be $60,000 base + $17,500 variable = $77,500, not the $85,000 OTE that was advertised.

Top performers who consistently exceed quota can earn significantly more. Some companies have uncapped commission structures where crushing your number means you could make $100,000, $120,000, or even $150,000+ in a great year. This happens, but it’s not typical — it’s the top 10-20% of SDRs at strong companies.

Geography matters enormously. An SDR role in San Francisco, New York, or Seattle might offer $70,000 to $80,000 base with OTE around $100,000 to $120,000. The same role in Austin, Denver, or Atlanta might be $55,000 to $65,000 base with OTE around $80,000 to $95,000. Remote positions often fall somewhere in the middle, sometimes adjusted for your location, sometimes paid at a standard national rate.

Industry and company stage also impact pay. Well-funded SaaS startups and established tech companies typically pay better than traditional industries or early-stage startups. A Series B tech company selling to enterprises might offer better comp than a bootstrapped B2B services firm.

The structure of variable comp varies:

Some companies pay per qualified meeting booked
Others pay per opportunity created (a more stringent requirement)
Some tie variable pay to pipeline dollars generated
A few even give SDRs small commissions on deals that close from their opportunities

The best structures for SDRs are simple, transparent, and pay out monthly or quarterly so you’re not waiting forever to see results from your work.

Benefits and other comp considerations:

Health insurance, 401(k), PTO are standard at most legitimate companies
Some companies offer equity (stock options) for SDRs, especially at startups, though the amounts are typically small
Remote SDRs need to consider whether they’re responsible for their own equipment, internet, phone costs
Taxes hit differently depending on whether you’re W2 employee or contractor (most SDRs are W2)

Let’s make this concrete with real scenarios.

Scenario 1: Entry-level SDR at a mid-size SaaS company

Taylor is 24, recently graduated, first sales job. Base salary: $58,000. Variable: $22,000 at quota. OTE: $80,000.

First six months: learning curve, hits about 60% of quota. Earnings: $58,000 + $13,200 = $71,200 annualized.

Months 7-12: gets better, averages 85% of quota. Earnings improve to roughly $76,700 annualized.

Year two: consistently hits 95-105% of quota, earns close to OTE or slightly above, around $80,000 to $85,000.

This is a realistic progression for someone who’s competent and sticks with it.

Scenario 2: High-performing SDR at a well-funded tech company

Jordan is 26, has one year of SDR experience from a previous company, joins a hot Series C SaaS startup. Base: $70,000. Variable: $35,000 at quota. OTE: $105,000.

Jordan crushes it from the start, averages 110-120% of quota throughout the year. Total earnings: around $110,000 to $115,000.

Gets promoted to Senior SDR after 18 months with a bump to $75,000 base and $40,000 variable (OTE $115,000). Continues strong performance, earns $120,000+.

This is the success story companies advertise, but it requires skill, hard work, and being at the right company with realistic quotas and strong inbound leads.

Scenario 3: Struggling SDR at a company with unrealistic expectations

Alex is 25, joins an early-stage startup as an SDR. Base: $55,000. Variable: $25,000 at quota. OTE: $80,000.

The quota is based on overly optimistic assumptions. The product isn’t quite market-fit. Inbound leads are minimal. Alex struggles, averages 40-50% of quota for six months.

Actual earnings: $55,000 + maybe $10,000 to $12,500 variable = $65,000 to $67,500. Gets put on a performance improvement plan, stressed constantly, eventually quits or gets let go.

This happens more often than companies admit. Bad quotas, weak product-market fit, poor lead quality — all of this destroys SDR performance and earnings.

The Career Path: Sales Development Representative Jobs to Account Executive and Beyond

Very few people plan to be SDRs for their entire career. It’s an entry point, not a destination.

The typical progression is SDR → Senior SDR or Team Lead → Account Executive (AE). Some companies have intermediate roles like Business Development Representative (BDR) or Inside Sales Rep between SDR and AE.

Timeline varies, but 12-24 months as an SDR is common before getting promoted to AE or moving to another company for an AE role. High performers might get promoted after 9-12 months. Average performers might stay in SDR roles for 18-24 months. People who struggle might churn out before reaching promotion.

The financial jump from SDR to AE is significant. Entry-level AEs might have OTE of $100,000 to $150,000, with top performers in strong markets earning $150,000 to $250,000+. The variable component gets much larger as an AE because you’re compensated on deals you close, not just meetings you book.

Beyond AE, paths include: Senior AE, Enterprise AE, Sales Team Lead, Sales Manager, and eventually Director or VP of Sales for people who stay on the management track. Some people move into Customer Success, Account Management, or Partnerships roles instead.

The skills you develop as an SDR — prospecting, handling rejection, communication, pipeline management, CRM proficiency — are directly transferable. SDR experience is valuable because it proves you can do the hardest part of sales: finding and engaging potential customers who don’t already know they need you.

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The Harsh Realities Nobody Mentions in Job Postings

The rejection is relentless, and it wears on you.

You’re calling 50+ people per day. Maybe 5 answers. Of those, 4 hang up or say no immediately. You send 100 emails and get 3 responses, two of which are “not interested” and one is “maybe, follow up in six months.”

Day after day, week after week, you’re hearing “no” vastly more than “yes.” Some people handle this fine. Others internalize the rejection and get demoralized quickly. If you take rejection personally or you need constant positive reinforcement, SDR work will destroy your mental health.

The work is monotonous.

You’re doing essentially the same activities every single day. Calling from a list, sending emails, logging in CRM, qualifying leads, booking meetings, repeat. The variety comes from different prospects and conversations, but the structure is identical daily.

If you need intellectual stimulation or creative work, you’ll be bored out of your mind within months. SDR work rewards consistency and volume, not creativity or strategic thinking.

Quotas can be arbitrary and unrealistic.

Some companies set quotas based on reasonable historical data and market conditions. Others pull numbers out of thin air based on what they need to hit revenue targets, regardless of whether it’s achievable.

You might join a company with a quota that’s literally impossible to hit given the lead quality, product-market fit, and market conditions. Then you’re grinding endlessly, failing to hit quota, earning less than expected, and getting blamed for underperformance when the real problem is structural.

Always ask during interviews: What percentage of SDRs are hitting quota? What’s the average attainment? If they can’t or won’t answer, that’s a red flag.

The turnover is brutal.

SDR roles have some of the highest turnover rates in business. Companies are constantly hiring because people burn out, get promoted, or leave for other opportunities. Twelve to eighteen months is a common tenure.

This churn creates a perpetual entry-level hiring cycle, which is good if you’re looking for jobs but bad if you’re trying to build stable team relationships and culture.

Sales cultures can be toxic.

Some companies treat SDRs well — reasonable hours, supportive management, celebration of wins. Others create high-pressure, cutthroat environments where you’re publicly shamed for missing quota, expected to work 50-60-hour workweeks, and treated as disposable.

Public leaderboards, aggressive management styles, unrealistic expectations, minimal work-life balance — these are common in certain sales cultures, especially at aggressive startups. Some people thrive in that environment. Most don’t.

Remote sales development representative jobs are isolating.

Pre-pandemic, most sales development representative jobs were in-office because companies wanted to monitor and coach new salespeople closely. Now, many roles are remote or hybrid.

Remote sales development representative jobs mean you’re sitting at home, alone, making calls and sending emails all day with minimal human interaction. No colleagues to commiserate with after a tough call. Also, no impromptu coaching moments. No team energy. Just you, your computer, and constant rejection.

If you need social interaction and team energy to stay motivated, remote sales development representative jobs can be lonely and depressing.

The compensation structure can be misleading for sales development representative jobs.

Companies advertise attractive OTE numbers, but the fine print matters. Is the quota realistic? How is variable comp calculated? How often does it pay out? What’s the ramp period (time before you’re expected to hit full quota)?

Some companies have 3-6 month ramp periods where quota is reduced while you’re learning. Others expect full production from day one. Some pay variable comp monthly. Others pay quarterly, meaning you’re waiting months to see the results of your work.

Read the comp plan carefully and ask detailed questions. A $100,000 OTE with a realistic quota and monthly payouts is way better than a $120,000 OTE with an impossible quota and quarterly payouts.

Common Mistakes That Kill Sales Development Representative Jobs and Careers (And Earnings)

Mistake #1: Prioritizing activity over quality

You focus on hitting call volume numbers (100 calls per day!) but your actual conversion rates are terrible because you’re rushing through calls, not listening, and providing zero value. You hit activity metrics but never hit outcome metrics.

Quality matters more than quantity. It’s better to make 40 thoughtful, researched calls that convert at 5% than 100 mindless calls that convert at 1%.

Mistake #2: Not learning from rejection

You get the same objections repeatedly and never adapt your approach. Someone says “not interested” or “no budget,” and you just accept it and move on instead of analyzing why and adjusting your pitch.

The best SDRs treat every call as a learning opportunity. What objections came up, and what messaging resonated? What questions helped uncover needs? They iterate constantly based on what’s working and what isn’t.

Mistake #3: Poor pipeline management

You book meetings but don’t follow up properly when prospects cancel or reschedule. You don’t nurture leads that aren’t ready right now. Your CRM is a mess with incomplete information. Opportunities fall through the cracks constantly.

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SDR success isn’t just about creating new opportunities — it’s about managing the pipeline of prospects at different stages and maximizing conversion at each step.

Mistake #4: Giving up too early

The first three months are brutal as you’re learning the product, the pitch, the market, and building your pipeline. Your numbers are terrible. You get discouraged and quit.

Most SDRs don’t hit their stride until months 4-6. If you quit during the learning curve, you never see the results of your early work. Stick it out through the ramp period unless the situation is truly terrible.

Mistake #5: Staying too long in the wrong role

You’re at a company with an unattainable quota, terrible product-market fit, toxic culture, or misleading comp structure. You grind for a year, never hit quota, earn way less than expected, and damage your confidence.

If you’re 4-6 months in and it’s clear the quota is impossible or the company is a disaster, start looking for better opportunities. Don’t waste years in a role that’s set up for failure.

Mistake #6: Not advocating for yourself

You’re crushing quota month after month but nobody’s talking to you about promotion. You assume hard work will be noticed and rewarded. Meanwhile, the SDR who’s hitting 95% of quota but constantly talking to management about career progression gets promoted first.

You need to advocate for yourself in sales roles. Track your accomplishments, have regular career conversations with your manager, ask what’s required for promotion, and don’t wait to be offered opportunities.

How to Find Good Sales Development Representative Jobs (And Avoid the Bad Ones)

Target companies, not just job titles.

Research companies selling products you believe in, ideally with strong product-market fit and happy customers. Read Glassdoor and RepVue reviews, specifically filtering for SDR experiences. Look for mentions of realistic quotas, good management, and actual career progression.

Ask pointed questions during interviews:

What percentage of SDRs hit quota last quarter? (If it’s under 60-70%, that’s a red flag)
What’s the average tenure of SDRs before promotion to AE?
How is quota set, and how often does it change?
What’s the ramp period and quota expectation during ramp?
What does the compensation structure look like in detail?
What’s the ratio of inbound to outbound leads?
What tools and training are provided?

Good companies will answer these questions transparently. Sketchy companies will dodge or give vague answers.

Prioritize companies with strong inbound lead flow

This if you’re early in your career. Outbound-only SDR roles (where you’re building all your own lists and doing cold outreach with no marketing support) are harder and more grinding. Roles with a mix of inbound and outbound give you warmer leads to work with while you’re learning.

Consider the company stage and funding.

Well-funded Series B or C companies often have the resources to pay well, provide good training, and have sustainable quotas. Early-stage startups might offer equity upside but also a higher risk of failure. Established tech companies offer stability but potentially slower career growth.

Look for clear career paths.

Companies that regularly promote SDRs to AE roles or have established development programs are better bets than companies where SDRs stay in that role for years with no movement.

Remote vs. in-office is personal preference.

know the trade-offs. In-office offers more coaching, team energy, and learning from peers. Remote offers flexibility and location independence but requires more self-discipline and can be isolating.

Evaluate the leadership.

Who’s your manager? What’s their background? Look them up on LinkedIn. SDR managers who were successful SDRs and AEs themselves typically provide better coaching than managers who never did the job.

When Sales Development Representative Jobs Make Sense (And When They Don’t)

Sales Development Representative Jobs are a good fit if:

You’re early in your career and want to break into sales or tech. Also, you are resilient and don’t take rejection personally. You’re competitive and motivated by clear metrics and performance-based compensation. You can handle repetitive work without getting bored. You’re comfortable with phone and video communication. You’re organized and detail-oriented enough to manage CRM and pipeline. You see this as a 1-2 year stepping stone to higher-earning sales roles.

Look elsewhere if:

You need immediate high income (the ramp period means earnings start lower). You’re conflict-averse or hate assertive communication. You take rejection personally, and it affects your mental health. Additionally, you need creative, strategic work to stay engaged. You hate phone calls and cold outreach. You’re not willing to work in a metrics-driven, high-accountability environment. You have no interest in sales as a long-term career path.

Sales development representative jobs offer legitimate earning potential and career development for the right person in the right situation. The work is hard, the rejection is constant, but if you can handle it and perform well, you can earn solid money for an entry-level role and position yourself for six-figure+ earnings as you advance into closing roles.

Just go in with realistic expectations, choose your company carefully, and treat it as the learning and proving ground it is — not as a permanent destination.