ALL ROLES / SDRS

Hire an SDR who works your pipeline, not a client list

Outsourced SDR agencies run shared reps across many clients. This is one dedicated SDR from Latin America on your team, learning your ICP, working in your CRM and coached by your sales leader.

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Trustpilot: 4.6/5

G2: 4.9/5

A sales development rep on a call at his desk

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

TOP RATED TALENT

Meet the talent you could hire

Six of the SDR and BDR profiles already in the CloudTask talent network. Every card is built from the candidate record itself.

Get matched

How it works

How do I hire an SDR?

You do one thing: interview. We handle everything else.

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

Review your matches

3 to 5 matches in 48 hours.

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

Your rep, not a shared one

One SDR working only your accounts, your messaging and your territory. Not a rep split across a handful of agency clients.

Calling your buyers live

Latin America and the Caribbean overlap the US business day, so your SDR dials and follows up while your prospects are at their desks.

Verified on your stack

Salesforce, HubSpot, Apollo, Outreach, Salesloft, your dialer. Checked per candidate instead of taken from a self-reported list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. Pipeline cannot wait for a second search, so the guarantee covers the case where the fit is wrong.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

countries

across Latin America and the Caribbean

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Matching coordination
Worker payments
Compliance and employment administration
Onboarding support at day 0, 7, 30 and 60
Ongoing check-ins with the hire and with you
Time and activity tracking, on by default
Performance escalation
24-month replacement guarantee. Replacements not capped.
Health benefits available on request
Equipment benefits available on request

Stays with you

The work itself
Priorities and direction
Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Shortlist of matched candidates
Interview coordination
Offer support
6-month replacement guarantee. One replacement, same job description.

Yours when they accept

Employment and payroll
Compliance and employment administration
Ongoing management
Time and activity tracking
Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

		US Direct Hire	Staffing Agency
Time to First Interview	48 hours	3 to 6 weeks	2 to 4 weeks
Payroll & Compliance	Included on Managed Staffing	You manage	Included in rate
Vetting Process	Human + AI verified	You screen	Recruiter screened
Candidate spam	Screened out before you see a profile	Common	Low
Tool Verification	Verified per candidate	Self-reported	Rarely verified
Free Replacements	24 months on Managed Staffing, 6 months on Direct Hire	None	Variable

See all comparison

Testimonials

Trusted by teams that hire with us

LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.

David Barrett CEO, Expensify
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.

Tim Zheng CEO, Apollo.io
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.

Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in an SDR

Activity is easy to measure and easy to fake. These are the capabilities that decide whether an SDR creates pipeline your account executives actually want.

Cold calling that earns the next minute

A clear opener, a relevant reason for the call and the composure to handle a brush off without reading from a script.
Qualification against your ICP

Knowing which conversations deserve an AE's time and which do not. A meeting that should not have been booked costs more than no meeting.
Written outreach that sounds human

Short emails and LinkedIn messages that reference something real about the account, instead of a template with the name swapped in.
Account and contact research

Finding the right person inside the account before reaching out, so the first touch lands with someone who owns the problem.
CRM discipline

Every call, email and next step logged, so your pipeline reports reflect reality and your AE walks into the meeting with context.
A clean handoff to the AE

Notes on pain, timing and stakeholders passed on before the meeting, so the prospect does not have to repeat themselves.
Coachability

Taking call feedback from your sales leader and applying it on the next dial. This matters more than prior industry experience.
AI where it saves a step

Research summaries and first drafts of outreach. Useful for speed, never a substitute for a real conversation with a buyer.

HIRING GUIDE

How to hire an SDR

The SDR is usually the first sales hire after the founder stops doing everything, and the one most often set up to fail. This guide covers what the role is, how a dedicated SDR differs from an outsourced SDR agency, and when you should not hire one yet.

What does an SDR do?

A sales development representative creates first conversations with qualified buyers and hands them to an account executive. The work is research, calls, emails and social outreach, then qualification against your ideal customer profile.

The output is not activity, it is meetings your AEs accept and pipeline that converts. An SDR who books many meetings that never progress is costing you AE time.

What is the difference between an SDR and a BDR?

The terms are often used interchangeably. Where companies separate them, an SDR usually works inbound leads and an existing pipeline of interest, while a BDR focuses on outbound prospecting into accounts that have not raised their hand.

An account executive is different from both: the AE runs discovery, demos and negotiation and owns the close. The SDR or BDR creates the opportunity and hands it over.

Dedicated SDR or outsourced SDR agency?

An outsourced SDR agency sells a program: reps, tooling and a campaign, often with reps working more than one client. It is fast to start, and the knowledge of your market stays with the agency when the contract ends.

A dedicated SDR is one person on your team who learns your product, your ICP and your objections, works inside your CRM and is coached by your sales leader. That learning compounds, and it stays with you.

When should you not hire an SDR yet?

When nobody on the team can close yet. An SDR creates conversations; if there is no one who can turn them into revenue, the meetings go nowhere and the SDR looks like the problem.

It is also too early if you cannot describe your ideal customer in a sentence or two, or if no one has the time to review calls and give feedback every week. Fix those first, then hire.

Is SDR an entry-level role?

It is often the first role in a sales career, but it is not a junior job. The strongest SDRs combine research, writing, phone skill and resilience, and many of the profiles we see have years of B2B outbound behind them.

Decide what you need before you interview. A first SDR in a new market needs more experience and judgment than an SDR joining an established team with a proven playbook.

What should I check in the interview?

Run a short role play: a cold call to a busy prospect who pushes back in the first ten seconds. You are testing whether they stay calm, stay relevant and ask a real question.

Then give them an account and ask how they would find the right person and what their first message would say. The answer shows whether they research or just send volume.

Red flags in SDR candidates

Activity as the only proof. A candidate who talks about dials and emails sent but cannot say how many of their meetings an AE accepted, or what happened to them next, has been measured on effort, not outcome. Ask what share of their booked meetings became real opportunities.

Volume without research. If their first message to your sample account could go to any company on the list, they will send that message a thousand times. Strong candidates name something specific about the account before they write a word.

A script they cannot leave. In the role play, push back once with an objection they did not expect. A candidate who repeats the pitch louder, or goes quiet, will do the same with your buyers.

Every meeting is a good meeting. An SDR who has never disqualified anyone, or cannot describe a meeting they chose not to book, will fill your AEs' calendars with conversations that go nowhere.

Feedback as an attack. Ask about the last call coaching they received and what they changed afterwards. A vague answer, or a story where the coach was wrong, tells you how your sales leader's feedback will land.

How much does an SDR cost?

It depends on seniority, the language requirement, the market and the country the person works from, and any single number describes one scenario and calls it a price.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it, and outbound SDR and BDR roles carry a six-month minimum term. On Direct Hire it is a one-time fee and the person goes on your payroll, which is where SDR roles usually land. We quote your number before you interview anyone.

Why hire an SDR in Latin America?

Overlap. An SDR has to reach buyers when they pick up the phone, and Latin America and the Caribbean share most of the US working day.

The second reason is English on the phone with your buyers, all day. We screen it live on a call rather than inferring it from a profile.

How does CloudTask hire for this role?

You send your ICP, your motion, your tools and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

What is the difference between an SDR and an account executive?

The SDR creates and qualifies the first conversation. The account executive runs discovery and demos, negotiates and closes. Most teams pair them so AEs spend their time on qualified opportunities.

How is this different from an outsourced SDR agency?

An agency runs a program with its own reps, often across several clients. We match you with one dedicated SDR who works only on your pipeline, in your CRM, under your sales leader.

Is there a minimum term?

On Managed Staffing, outbound SDR and BDR roles carry a six-month minimum term. On Direct Hire there is no minimum term: the person joins your payroll and you pay a one-time fee.

How fast can an SDR start?

You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first weeks for product, ICP, messaging and tool access before you judge the meeting numbers.

What is the $299 for?

It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.

Why is there no number on the monthly rate?

Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.

Who is the legal employer?

On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.

How does tracking work, and can I turn it off?

On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.

What happens if the person does not work out?

Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.

Is there a platform or subscription fee?

No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.