Overview
You're prospecting into hiring managers, HR directors, and operations leaders at multi-location businesses - think auto dealership groups, healthcare facilities, and hospitality companies. Your job is to book qualified demos for AEs by explaining how Hireology's hiring platform helps them fill frontline positions faster. You're mostly cold calling and doing email sequences, trying to break through to busy managers who already have some hiring process in place.
Role Snapshot
| Aspect | Details |
|---|---|
| Role Type | Senior BDR (outbound prospecting) |
| Sales Motion | Outbound-heavy with some inbound |
| Deal Complexity | Consultative (mid-market SMB) |
| Sales Cycle | N/A (you book meetings, not close) |
| Deal Size | N/A (pipeline generation role) |
| Quota (est.) | 10-15 qualified meetings/week |
Company Context
Stage: Later-stage private (177 employees, established product)
Size: 177 employees
Growth: Actively hiring for senior pipeline roles, indicates growth phase
Market Position: Niche player in vertical-specific hiring software - competing in crowded HR tech space but focused on multi-location retail/service businesses
GTM Reality
Pipeline Sources:
- 30% Inbound - some website traffic from SEO, demos from site, referrals from existing customers
- 65% Outbound - cold calling, LinkedIn outreach, email sequences to target accounts
- 5% Events/Partners - industry conferences, integration partners
SDR/AE Structure: BDRs book meetings, hand off to AEs for full cycle
SE Support: Likely limited - AEs probably do most demos themselves given product complexity level
Competitive Landscape
Main Competitors: Likely competing against Workable, JazzHR, iCIMS, Lever, plus legacy ATS systems and franchisor-provided tools
How They Differentiate: Vertical-specific workflows for automotive/healthcare/hospitality hiring - built for high-volume frontline hiring vs white-collar recruiting
Common Objections: "We already have an ATS", "Our franchisor provides this", "We just post on Indeed", price concerns for smaller franchisees
Win Themes: Speed to hire for hourly workers, compliance for regulated industries, multi-location visibility for corporate oversight
What You'll Actually Do
Time Breakdown
Cold Calling (40%) | Email/LinkedIn (30%) | Research/List Building (15%) | Admin/Meetings (15%)
Key Activities
- Cold Calling: 50-70 calls per day to hiring managers, HR directors, or ops managers at target accounts. You're calling auto dealership service managers, healthcare clinic administrators, restaurant group HR. Most calls go to voicemail. You're trying to get 2-3 conversations per day that turn into qualified meetings.
- Email Sequences: Running multi-touch sequences (6-8 emails over 3 weeks) using Outreach or Salesloft. Personalizing first lines with research about their locations, recent job postings, or industry pain points. Open rates around 20-25%, reply rates under 2%.
- Account Research: Building target lists in specific verticals, researching each account to understand their hiring volume (how many locations, typical job postings). Looking at their careers page to reference open roles in your outreach.
- Meeting Qualification: When you get a response, you're asking discovery questions to qualify before booking - understanding their current hiring process, volume of hires, pain points. You need to pass actual qualified meetings, not tire-kickers, or AEs will push back.
The Honest Reality
What's Hard
- Getting through to the right person - franchisees and clinic managers are notoriously hard to reach, and gatekeepers at dealerships will block you. You'll leave a lot of voicemails.
- Competing against "free" alternatives - Indeed, Craigslist, or franchisor-provided tools. Prospects don't always see hiring software as a must-have purchase.
- Variable ICP quality - some accounts are great fits (20+ locations, high hiring volume), others are small franchisees without budget. You need to self-filter or waste time.
- Rejection volume - most prospects already have something in place and aren't looking to switch. You're creating demand more than capturing it.
- Senior title means performance expectations are higher than entry-level BDR - you're expected to be more strategic, self-sufficient, and hit quota from day one.
What Success Looks Like
- Booking 10-15 qualified meetings per week that show up and engage
- 40%+ of your meetings convert to next steps with AE (SQL rate)
- Building vertical expertise - becoming the go-to person for automotive or healthcare accounts
- Getting positive feedback from AEs that your meetings are well-qualified
Who You're Selling To
Primary Buyers:
- HR Managers/Directors at corporate headquarters of multi-location businesses
- General Managers or Operations Directors at larger franchisee groups
- Talent Acquisition specialists at healthcare systems or dealership groups
What They Care About:
- Time to fill for high-turnover frontline positions (techs, servers, medical assistants)
- Compliance and documentation (especially in healthcare and automotive)
- Consistency across locations - corporate visibility into franchisee hiring
- Reducing manager workload - hiring is on top of their operational responsibilities
- Cost per hire and source effectiveness
Requirements
- 2+ years of BDR/SDR experience with proven quota attainment
- Comfortable making 50+ cold calls per day and handling high rejection
- Experience selling to SMB or mid-market (understanding multi-location business structures is a plus)
- Self-starter who can build target lists and strategize outbound campaigns
- Resilient - can handle "no" repeatedly and keep dialing
- Coachable and data-driven - willing to iterate messaging based on what converts
- Vertical sales experience (healthcare, automotive, hospitality) is a bonus but not required