SDR (Sales Development Rep) onboarding plan

What a strong ramp looks like for a new sdr (sales development rep). Week 1 universals + 30/60/90 day milestones, each with an accountable owner — manager, new hire, team, or HR.

Week 1

Get them productive on tools, oriented to people, and clear on what success looks like in their first 90 days.

1. 1Day 1: workspace + tooling set up before they arrive (laptop, accounts, Slack, email). New hire's first email should be 'everything just works.'Manager
2. 2Day 1: 30-min welcome with their manager — share the team's mission, their first project, and book recurring 1:1s.Manager
3. 3Day 1-2: meet & greet calls with 4-6 people they'll work with most. 15-20 min each, calendar-blocked in advance.Manager
4. 4Day 3: have them ship something small (a Slack post, a document, a tiny PR) — confidence-building, momentum-setting.New hire
5. 5Day 5: review the 30/60/90 plan together. New hire confirms it sounds achievable; manager confirms it's the right shape.Manager
6. 6End of Week 1: HR / People check-in. Surface friction (access issues, missing context, mismatched expectations) early.HR

Days 1-30

Master the ICP, the offer, and the tools. Make first outbound calls.

1. 1Shadow 8-10 calls from senior SDRs (live or recorded). Take notes on opener, qualifier, objection-handling patterns.New hire
2. 2Build the first target list (50-100 accounts in your assigned segment). Manager reviews before activation.New hire
3. 3Run your first 100 outbound calls / 50 cold emails. Quality over quota — manager listens to 5 calls/week for coaching.New hire
4. 4Memorize the ICP, the offer, the top 5 objections, and the standard responses. Quiz on Day 21.Manager
5. 5Book first meeting by end of week 4. If not, calibration session: is it activity, targeting, or pitch?Manager

Days 31-60

Hit baseline output. Get coached out of early bad habits.

1. 1Hit baseline KPIs: 60+ dials/day, 30+ emails/day, 4-6 meetings booked/week.New hire
2. 2Manager reviews call recordings weekly with you. Pick one thing to change each week.Manager
3. 3Run a tight account-research process. 10 min/account, not 30 — efficient research wins.New hire
4. 4Sit in on 3 customer discovery calls with AEs. Hear what 'qualified' actually sounds like downstream.New hire
5. 5Start building your own variant of the sequence. Manager reviews before A/B-testing.New hire

Days 61-90

Hit full quota. Earn AE handoff trust.

1. 1Hit full quota for the month (or be on pace within 10%). Manager + you sign-off as 'ramped.'New hire
2. 2Earn AE handoff trust. Track meetings → qualified-meeting conversion. Target ≥70% qualified at handoff.New hire
3. 3Own one experiment (new channel, new vertical, new sequence). Report results.New hire
4. 4Map your top 25 target accounts deeply. Know the org, recent news, decision-makers.New hire
5. 530/60/90 retrospective with manager. Surface anything that surprised you — useful for next hire's onboarding.Manager

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