Common Mistakes to Avoid When Hiring Offshore SDRs

TL;DR: The Big Mistakes to Avoid

• Don’t hire just for cost → cheapest SDRs often cost more in lost pipeline.
  
  
• Onboarding matters → without product + ICP training, SDRs fail fast.
  
  
• Email setup is critical → no warm-up or SPF/DKIM = spam folder.
  
  
• Integrate them into your team → don’t treat offshore SDRs as outsiders.
  
  
• Set clear, realistic KPIs → fuzzy goals lead to “is this working?” confusion.
  
  
• Vet communication skills → accent, tone, writing, objection handling all matter.
  
  
• Stay engaged → outsourcing ≠ abdication. Clients must provide oversight.
  

Mistake 1: Hiring for Cost Only

• What happens: Companies chase the lowest rate ($2–3K/mo) → end up with untrained SDRs who burn leads.
  
  
• Why it hurts: A “cheap” SDR who wastes your data is far more expensive long term than a $5K/mo SDR who books quality meetings.
  
  
• What to do instead:
  
  
  • Evaluate vendors on vetting rigor and past results, not price alone.
    
    
  • Look for industry experience + training programs + references.
    
    
  • Example: RGP runs a 4-step vetting process (fluency screen, skill tests, interviews, mock pitch), only the top fraction make it through.
    

💡 Takeaway: Offshore SDRs are an investment in revenue, not a commodity. Optimize for capability and fit, not bargain pricing.

Mistake 2: Inadequate Onboarding & Unclear ICP

• What happens: Companies expect offshore SDRs to “figure it out.” No ICP clarity, no product training.
  
  
• Why it hurts: SDRs guess at targets → wasted activity on bad-fit prospects.
  
  
• What to do instead:
  
  
  • Treat onboarding like in-house hires: product training, ICP, sales playbooks.
    
    
  • Walk them through successful sequences and campaigns.
    
    
  • Pair them with U.S. reps to shadow calls and demos.
    
    
  • RGP ramps offshore SDRs to quota in ~30 days by front-loading product/ICP training in Week 1.
    

💡 Takeaway: Clear ICP + structured onboarding = SDRs contributing pipeline in weeks, not months.

Mistake 3: Poor Email/Domain Setup & Deliverability

• What happens: SDRs send 500 cold emails on Day 1 from a brand-new domain. No SPF/DKIM. Results = spam folder.
  
  
• Why it hurts: Even a skilled SDR fails if their emails never reach inboxes.
  
  
• What to do instead:
  
  
  • Warm up new domains: start 20–30/day, scale gradually.
    
    
  • Configure SPF, DKIM, DMARC correctly.
    
    
  • Use clean, verified prospect lists.
    
    
  • Avoid spammy templates; include unsubscribe links.
    

💡 Takeaway: Deliverability is the foundation. Without it, SDRs can’t produce results.

Mistake 4: Not Integrating SDRs Into Your Team

• What happens: Offshore SDRs treated as outsiders, excluded from Slack/meetings.
  
  
• Why it hurts: They feel disconnected → lower engagement and performance.
  
  
• What to do instead:
  
  
  • Give offshore SDRs company emails, include them in huddles, share product updates.
    
    
  • Celebrate wins publicly.
    
    
  • Ensure some time-zone overlap for live collaboration.
    
    
  • RGP embeds offshore SDRs into U.S. teams, eliminating the “us vs. them” dynamic.
    

💡 Takeaway: Integration drives culture fit, motivation, and better prospect conversations.

Mistake 5: Misaligned Expectations & Metrics

• What happens: No clear KPIs set. Or expectations are unrealistic (e.g., 50 meetings in Month 1).
  
  
• Why it hurts: Leads to confusion and disappointment: “is this even working?”
  
  
• What to do instead:
  
  
  • Define success upfront: meetings/month, conversion rates, SQLs/quarter.
    
    
  • Set realistic targets (e.g., 15–20 meetings/mo by Month 3).
    
    
  • Track weekly, review bi-weekly.
    
    
  • Treat underperformance as a shared problem to solve early.
    

💡 Takeaway: Clear goals + regular reviews = accountability and predictable pipeline.

Mistake 6: Failure to Vet Communication Skills

• What happens: Resume looks great, but SDR struggles on calls or writes awkward emails.
  
  
• Why it hurts: SDRs are often the first impression → miscommunication = lost deals.
  
  
• What to do instead:
  
  
  • Screen for fluency and tone in live video calls.
    
    
  • Test with mock cold calls, objection handling, and sample emails.
    
    
  • Request writing/call samples.
    
    
  • Top providers accept <5% of applicants, adopt similar rigor.
    

💡 Takeaway: Great SDRs sound and write like part of your home team. Vetting ensures this.

Mistake 7: Lack of Client-Side Ownership

• What happens: Companies “set and forget”, no internal point of contact, no feedback, no strategy input.
  
  
• Why it hurts: SDRs drift, problems fester, ROI drops.
  
  
• What to do instead:
  
  
  • Assign an internal owner (Sales Manager/Founder) to oversee offshore reps.
    
    
  • Provide feedback, refine targeting, adjust messaging.
    
    
  • Keep open channels (Slack/Zoom) for quick Q&A.
    
    
  • Treat outsourcing as partnership, not abdication.
    

💡 Takeaway: Outsourced ≠ hands-off. Shared ownership = shared success.

Conclusion: Avoid Mistakes, Unlock ROI

Hiring offshore SDRs can fuel massive growth, if you avoid the pitfalls.

• Hire for quality, not cost alone.
  
  
• Onboard deeply into your product and ICP.
  
  
• Fix deliverability before outreach.
  
  
• Integrate SDRs fully into your culture.
  
  
• Set clear, realistic KPIs.
  
  
• Vet communication rigorously.
  
  
• Stay actively involved.
  

Done right, offshore SDRs deliver cost savings, reliable pipeline, and long-term growth without the headaches.

Want vetted offshore SDRs embedded in your team? RGP recruits, tests, and manages SDRs that hit quota faster.