Hire a Remote SDR Who Works Only for Your Team
We recruit dedicated sales development representatives and appointment setters in Morocco, Latin America, Egypt and the Philippines. They prospect, qualify and book meetings for your sales team on your exact hours, in your CRM, under your sales leader, for a fraction of the cost of a local hire. We build and support your overseas sales team, from your first SDR to a full outbound team.
Can you hire a remote SDR overseas who performs like an in-house rep? Yes. Talentige has made more than 500 hires in Morocco alone, where sales talent combines excellent English with French. Every SDR candidate passes our formal assessments: written and oral English tests (plus French where you need it), written and oral communication tests and live sales role plays. You interview 3–5 finalists and hire the one you want as a full-time member of your team who works only for you, never shared with other clients. They work your calling hours, any shift. We handle the full process end to end: sourcing, screening, interviews, assessments, background checks, the contract, onboarding, international payment and Hubstaff time tracking, so you never run foreign payroll. The goal is a team, not a one-off hire: we build and support your overseas sales development team, from your first SDR to your tenth.
Typical timeline: about 14 days from intake to hire. You pay nothing until you hire, and each placement comes with a 90-day replacement guarantee (terms depend on the role and offer).
Last updated: October 10, 2026 · By the Talentige recruitment team, recruiting international talent since 2015 · US benchmarks are linked to sources at the bottom of this page.
What a good remote SDR actually does
- Researches accounts before reaching out, so the first message gives the prospect a reason to reply.
- Runs multi-channel outreach by phone, email and LinkedIn. In The Bridge Group's 2025 survey, the median SDR logged 112 activities a day (44 calls, 41 emails, 19 LinkedIn touches, 8 texts or other) and held 4.1 quality conversations.
- Qualifies against the criteria your closers care about (need, timing, decision-maker, fit), so meetings don't get wasted.
- Books and confirms meetings, sends reminders and reschedules no-shows.
- Hands over cleanly, with notes in the CRM, so your account executive doesn't start from zero.
- Keeps the CRM clean, because pipeline reporting is only as good as the SDR's logging.
| Appointment setter | SDR | |
|---|---|---|
| Main job | Book meetings from lists or inbound leads | Create and qualify pipeline from target accounts |
| Research | Light | Account and contact research before outreach |
| Channels | Mostly phone, sometimes SMS | Phone, email, LinkedIn |
| Typical fit | Home services, insurance, coaching, high-volume inbound follow-up | B2B software and services with longer sales cycles |
Where we recruit remote SDRs
| Region | Calling languages | Why it works for SDR roles | Typical monthly pay (USD) |
|---|---|---|---|
| Morocco | English, French (plus Arabic) | Talentige's largest market, with 500+ hires. Excellent English plus French, so one SDR can cover the US, Canada (including Quebec), the UK and French-speaking Europe. A strong sales and customer-relations culture. | Sales rep around $1,400; range $1,000–$2,500 by seniority |
| Latin America | English, Spanish; Portuguese in Brazil | 500+ Talentige placements in the region. Bilingual outbound into North America and Spanish-speaking buyers, already on or near US time | $1,200–$2,000* |
| Egypt | English (plus Arabic) | Cost-effective English-speaking outbound and appointment setting | Sales rep around $1,000; some roles $800–$900* |
| Philippines | English (plus Filipino) | English-only, high-volume outbound and appointment setting, plus Asia-Pacific prospecting | $800–$1,500* |
Every Talentige SDR works the shift you set: 9 to 5 Eastern, 12 to 8, early mornings or evenings, so your SDR is live when your buyers pick up. Hours are agreed with each candidate before they reach your shortlist. *Typical ranges from Talentige placements; Morocco figures are also from Talentige placements.
The screening rubric we use for SDRs
CVs don't tell you whether someone can open a cold call. Quality comes first, so every SDR and appointment setter goes through the same formal series of assessments before they reach your shortlist:
- English tests, written and oral. A formal English test for every candidate, plus a French test when your SDR will call French-speaking markets. If the role calls in Spanish or Portuguese, we test that language too.
- Written and oral communication tests. Clear writing and clear speaking under pressure, the two things an SDR uses all day.
- Live sales role plays. Cold-call role plays with real objections, run twice so we can see how the candidate takes coaching.
- Interview. Process, CRM habits, past numbers and your exact calling hours.
We score what we see in those assessments on this rubric. Each criterion is scored 1–5 and weighted. Feel free to use it for your own interviews too:
| Criterion | Weight | How it's tested | Scores 5 when… | Red flag (1–2) |
|---|---|---|---|---|
| Spoken communication in the calling language(s) | 20% | Live sales role play (a cold call) in each calling language, plus our oral communication test | Clear, natural, easy to follow at speed; adapts tone to the buyer | Customers would struggle to understand them, or they read the script word for word |
| Coachability | 15% | Sales role play run twice, with one specific piece of feedback between attempts | Second attempt clearly applies the feedback | Argues with the feedback or repeats the same call |
| Objection handling and composure | 15% | Three standard objections in the sales role play: "just send me an email", "we already have a provider", "no budget" | Acknowledges, asks a question and keeps the conversation going | Gives up, gets defensive or pushes without listening |
| Written outreach | 15% | Written communication test: a three-step email or LinkedIn sequence to a real target account, in 45 minutes | Short, specific to the account, one clear ask | Generic template, spelling errors, several asks |
| Research and qualification | 10% | Role-play brief: from a company website and two LinkedIn profiles, name the likely problem and three qualifying questions | Finds a believable trigger and asks about need, timing and decision-maker | Asks only "are you interested?" |
| Process and CRM discipline | 10% | Interview: how they log calls, set follow-ups and manage 100+ open contacts | Logs consistently, knows next steps for every contact | No system, relies on memory |
| Evidence of past output | 10% | Interview: previous meeting numbers and quota attainment, with context | Can quote specific numbers and explain how they hit them | Vague answers, or no previous targets at all for a "senior" profile |
| Reliability and setup | 5% | Confirm internet, backup power, quiet workspace and availability for your exact calling hours | Has a tested setup and agrees to your hours in writing | Unstable connection, or hours "to be discussed later" |
How to use it: multiply each score by its weight, which gives a total out of 5. Only advance candidates who score 3.5 or more overall and at least 3 on spoken communication and on coachability. A polished talker who ignores feedback rarely improves. A slightly less fluent candidate who applies feedback immediately usually does.
How an SDR finalist's score is weighted
Half the score comes from live conversation skills: speaking, coachability and handling objections.
Want finalists screened against this rubric?
Every SDR finalist we send has passed our language tests, communication tests and sales role plays, and we share their rubric scores and notes with you before you interview.
Book a free hiring call →
Ramp expectations: a realistic first 90 days
The Bridge Group's 2025 survey reported an average SDR ramp time of 3.0 months, average tenure of 1.9 years and median annual attrition of 40%. Remote SDRs ramp on the same curve, so plan the first quarter deliberately:
| Period | Focus | What to measure |
|---|---|---|
| Weeks 1–2 | Product, ideal customer profile, messaging, tool setup; listen to recorded calls; certify on the pitch with your sales leader | Pitch certification passed, CRM set up, first sequences approved |
| Weeks 3–6 | Live outreach on one defined segment, with daily call reviews and weekly coaching | Activity, connect rate, quality conversations, first meetings booked |
| Weeks 7–12 | Full territory or list, building towards full quota around month 3 | Meetings held, show rate, meetings accepted by account executives |
The first 90 days at a glance
Block widths match the number of weeks in each phase.
The weekly targets inside each period are yours to set, ideally from your own reps' history. If you've never had an SDR, set targets for months 1–2 based on activity and quality, and introduce a meeting quota in month 3.
KPIs to track for a remote SDR
| KPI | Why it matters | Public reference point |
|---|---|---|
| Meetings held (not just booked) | The output your closers actually see | Median quota of 10 initial meetings held per month (Bridge Group 2025, global) |
| Meetings converted to opportunity | Shows qualification quality | Median of 6 per month (Bridge Group 2025) |
| Quality conversations per day | Leading indicator of meetings | 4.1 per day median (Bridge Group 2025) |
| Show rate | Exposes weak qualification or confirmation habits | No reliable public benchmark; track your own trend |
| Pipeline sourced | Connects SDR work to revenue | $3.78M per SDR per year, mostly from North American SaaS companies with a $50K median deal size (Bridge Group 2025); much lower for smaller deals |
| CRM completeness | Without it, none of the other numbers can be trusted | Internal standard, e.g. every touch and next step logged the same day |
Bridge Group figures come from a survey of 351 B2B companies (78% based in North America, 83% SaaS). Treat them as context, not targets for every business.
Cost: what your SDR earns vs. what the hire costs you
When people compare SDR costs, they often mix up what the rep earns with what the hire costs the business. Here are both:
1. What the SDR earns
| Where the SDR is based | Pay | Source |
|---|---|---|
| United States: median SDR on-target earnings | $80,000 a year ($55,000 base + $25,000 variable), about $6,700 a month | The Bridge Group, 2025 report |
| Morocco, through Talentige | Sales rep around $1,400 a month; $1,000–$2,500 by seniority | Talentige placements |
| Latin America, through Talentige | $1,200–$2,000 a month | Talentige placements (typical range) |
| Egypt, through Talentige | Sales rep around $1,000 a month; some roles $800–$900 a month | Talentige placements |
| Philippines, through Talentige | $800–$1,500 a month | Talentige placements (typical range) |
Overseas figures are monthly pay for a full-time SDR. Add commission if you want a variable component, which we recommend.
Monthly SDR pay: US median vs. the markets we recruit in
US dollars per month for a full-time SDR. The US figure includes variable pay; overseas figures are before any commission you add.
2. What the hire costs you
US hire: for US private-industry employers, wages were 70.0% of total compensation cost in June 2026, and benefits made up the other 30.0% (BLS). On those averages, an SDR earning $80,000 costs roughly $114,000 a year in compensation alone ($80,000 ÷ 0.70). That's our arithmetic on national averages, before recruiting, tools and management time.
Talentige hire: your SDR is an independent contractor, so there are no US-style benefits, no foreign payroll and no foreign employment taxes on top of their pay. Your total is their pay (plus any commission you set), our placement fee, which depends on the role, and the same sales tools (CRM seat, dialer, data) and coaching time any SDR needs. We handle the contract, international payment and Hubstaff time tracking.
Compare SDR costs by country in our overseas hiring cost calculator, or see a line-by-line example in our international hiring cost breakdown.
Outreach rules to set from day one
The rules depend on where your prospects are, not where your SDR sits. Build them into your SDR's playbook from the first day. This is a summary, not legal advice:
- United States: most business-to-business calls are exempt from the FTC's Telemarketing Sales Rule, but not from its ban on misrepresentation. FCC rules under the TCPA restrict autodialled and prerecorded calls and texts to mobile numbers, including business mobiles. Commercial emails, B2B included, must follow CAN-SPAM: accurate headers, a postal address and a working opt-out.
- Canada: Canada's Anti-Spam Legislation (CASL) requires consent for commercial emails and texts, with only narrow business-to-business exemptions. Calls fall under the CRTC's telemarketing rules.
- United Kingdom: under PECR, live B2B sales calls must be screened against the Telephone Preference Service and the Corporate TPS, and against your own do-not-call list.
- France and the EU: GDPR applies. France's CNIL allows B2B email prospecting without prior consent only when the message relates to the person's job, and they must be told about it and able to object.
Give your SDR a written compliance checklist on day one. It protects your domain and your brand as well as your legal position.
Common mistakes when hiring an offshore SDR
- Hiring the smoothest talker instead of the most coachable one. Use the rubric above and weight coachability.
- No list, no ideal customer profile, no messaging. An SDR amplifies your go-to-market. They can't invent it.
- Measuring dials instead of meetings held. Activity is a leading indicator, not the goal.
- Not defining the calling window. Decide when your buyers actually pick up and set the SDR's shift around it. With Talentige, your SDR works that shift.
- All-commission or no-commission pay. Pure commission drives good people away, and no variable pay removes the incentive. A base-plus-variable split (the US median is roughly 68:32) is the norm.
- No manager time. Remote SDRs need the same call reviews and one-to-ones as local ones, so put a weekly coaching slot on the calendar from week one.
- Skipping compliance. Unscreened call lists and emails without opt-outs create legal and deliverability risk.
What Talentige handles for you
- Sourcing
- Screening
- Interviews
- Assessments
- Background checks
- Contracts
- Onboarding
- Payment in USD, CAD, EUR, AUD or GBP
- Hubstaff time tracking
- 90-day replacement guarantee
We handle the full process end to end, so you can build an overseas sales team, not just fill one seat:
Sourcing, screening and interviews
We find SDRs with real outbound experience, interview them, run our English, communication and sales role-play assessments, and score every finalist on the rubric above, so you only interview people who can sell.
Background checks
We run background checks on the SDR you choose before they start, so you know who is representing your brand on the phone.
Contract and international payment
Your SDR is engaged as an independent contractor under a written agreement. We pay them across borders, with no foreign payroll or employment taxes for you.
Hubstaff time and productivity tracking
See hours worked and activity alongside your CRM numbers, without micromanaging.
Onboarding and ongoing support
We help you set the first 90 days, check in after the start and help you lead your overseas sales team. Every placement is backed by a 90-day replacement guarantee, and anything else in the process, we handle it.
Building your overseas sales team
Most clients start with one SDR and scale from there. We build and support your outbound team, from your first SDR to a full team with a team lead, using the same rubric and standards for every hire.
From first call to your SDR's first dial
- Day 0Intake callTell us the role, hours, tools and languages.
- Next ~2 weeksSourcing & testingEnglish tests, sales role plays and communication assessments.
- ≈ Day 143–5 finalistsTested SDRs, with role-play results, ready to interview.
- Your pickInterview & offerYou choose; we run the background check and contract.
- Start dayOnboardingPayment in your currency, Hubstaff tracking, 90-day guarantee.
How Talentige recruits SDRs and appointment setters
- Free hiring call. We define the role (SDR or appointment setter), your buyers, calling languages, shift, quota model and budget, then recommend the region.
- Sourcing and screening. Our recruiters approach candidates with relevant outbound experience, then put them through our formal assessments: written and oral English tests (plus French or another calling language where needed), written and oral communication tests and live sales role plays, all scored on the rubric above.
- Your shortlist. You receive 3–5 vetted finalists with rubric scores and notes, not a pile of CVs.
- You interview and decide. Run your own role-play if you like. The typical timeline is about 14 days.
- Background checks, contract, payment and onboarding. We run background checks, set up the contractor agreement, international payment and Hubstaff tracking, and help you structure the first 90 days. Your SDR works full-time, only for you, as part of your sales team.
- Ongoing support and a 90-day guarantee. If the placement doesn't work out within 90 days, we find a replacement under the guarantee terms agreed for your role and offer.
Read more about Talentige or browse our FAQ. Comparing recruiters? Use our checklist of questions to ask a global staffing agency. For managing across time zones, see managing remote international teams, and for contract basics, international employment contracts.
Other roles we recruit: virtual assistants, executive assistants, customer support reps, bookkeepers, developers, video editors and dispatchers.
By industry: SDR-style roles also power real estate inside sales agents (ISAs) and carrier sales for freight brokers. They also run cross-sell and X-date campaigns for insurance agencies and fill pipelines for marketing agencies.
Hiring in more than one market? See every role and region we recruit in and how our process works. Need closers or account executives? See remote sales representatives.
Calling Spanish- and English-speaking prospects? See bilingual SDRs from Mexico.
Frequently asked questions about hiring a remote SDR
What is the difference between an SDR and an appointment setter?
Which country is best for hiring a remote SDR?
How long does it take a new SDR to ramp?
How many meetings should a remote SDR book per month?
How long does it take to hire an SDR through Talentige?
How much does a remote SDR cost?
Will a remote SDR work my calling hours?
Does the SDR work for us or for Talentige?
What if the SDR doesn't work out?
Ready to meet SDR finalists?
Tell us who your SDR will be calling and when. We'll recommend the right region and show you what a realistic hire looks like.
Book a free hiring call →Pay nothing until you hire · 3–5 vetted finalists · 90-day replacement guarantee
Sources
- The Bridge Group, SDR Models, Motions & Metrics: 2025 Research Report, published February 6, 2025 (351 B2B companies). bridgegroupinc.com
- U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025, SOC 41-3091 (via O*NET OnLine). onetonline.org · bls.gov/oes
- U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation – June 2026, released September 9, 2026. bls.gov
- Federal Trade Commission, Complying with the Telemarketing Sales Rule and CAN-SPAM Act: A Compliance Guide for Business; 16 CFR Part 310. ftc.gov (TSR) · ftc.gov (CAN-SPAM) · ecfr.gov
- Federal Communications Commission, Stop Unwanted Robocalls and Texts (TCPA rules). fcc.gov
- CRTC, Frequently Asked Questions about Canada's Anti-Spam Legislation. crtc.gc.ca
- UK Information Commissioner's Office, Business-to-business marketing (PECR). ico.org.uk
- CNIL, La prospection commerciale par courrier électronique. cnil.fr
- Talentige placement data: 500+ hires in Morocco, 500+ placements in Latin America, typical SDR pay ranges (including Egypt and the Philippines) and screening process (as of October 2026).