Technical Sales Development Rep (Appointment Setting, C-suite)

Sales Development Representative (SDR), Technical / SaaS

Compensation$1,700 – $1,900 USD/month base + performance-based commission

LocationRemote, South Africa

ScheduleFull-time, aligned with US Central Time (CST)

Employment TypeIndependent Contractor

Target StartLate August / Early September

About the Company

Our client is a global talent marketplace focused exclusively on software engineering. The company helps businesses access highly vetted technical talent for long-term placements, including full-time hires, contractors, and global Employer of Record solutions.

The business operates within a highly consultative B2B environment, working primarily with CTOs, VPs of Engineering, Directors of Engineering, and other senior technical decision-makers.

Because the sales cycle is relationship-driven and can extend several months, the company takes a thoughtful, multi-channel approach to business development. Prospects may already have interacted with the company's email campaigns, newsletters, events, or digital marketing before receiving a direct call.

Role Overview

We are seeking a highly articulate, commercially driven Sales Development Representative (SDR) to join the company's growing Go-To-Market team.

This person will focus on two core objectives

• Filling executive seats at private technical networking dinners

• Booking qualified introductory meetings for the sales team

This is not a high-volume, transactional call-center role . The ideal candidate can speak confidently with senior technology executives, understand technical concepts well enough to establish credibility, and adapt their conversation based on the person on the other end of the phone.

You should be able to comfortably discuss topics such as software engineering, AI, development teams, technical hiring challenges, and the broader technology landscape without relying heavily on a script.

The role is particularly well suited to someone with experience in SaaS sales, technical recruitment, engineering staffing, or another environment where they have sold into technical decision-makers.

Key Responsibilities

Executive Outbound Prospecting

• Conduct targeted outbound calls to CTOs, VPs of Engineering, Directors of Engineering, and other senior technology leaders.

• Engage both cold and marketing-warmed prospects through phone, email, and LinkedIn.

• Deliver concise, intelligent messaging tailored to senior technical audiences.

• Use existing prospect engagement, email campaigns, newsletters, and other marketing signals to inform outreach.

• Build rapport quickly while maintaining a polished and executive-level communication style.

• Handle objections and navigate conversations without becoming overly dependent on scripts.

Executive Event Booking

• Invite qualified technology executives to exclusive networking dinners and industry events.

• Communicate the value of each event clearly and naturally.

• Secure approximately 5–7 executive dinner seats per month , depending on event volume.

• Maintain accurate event attendance and prospect information in the CRM.

• Follow up with prospects to maximize confirmed attendance.

Sales Meeting Generation

• Identify qualified prospects with potential interest in the company's technical talent solutions.

• Convert outbound conversations into qualified introductory meetings with the sales team.

• Target approximately 10 attended discovery meetings per month .

• Confirm and follow up with prospects to improve meeting attendance.

• Ensure sales representatives receive clear context and relevant notes before each meeting.

CRM, Email & LinkedIn Outreach

• Maintain accurate CRM records, activity notes, prospect information, and follow-up tasks.

• Execute personalized email sequences alongside phone outreach.

• Use LinkedIn strategically to research, engage, and warm prospective accounts.

• Coordinate closely with marketing and sales to ensure prospects receive consistent messaging.

• Track activity and outcomes across phone, email, LinkedIn, events, and meetings.

Hard Skills

• 2–3+ years of SDR, BDR, appointment-setting, or outbound sales experience , preferably within SaaS, technology, recruitment, staffing, or another complex B2B environment.

• Proven experience conducting B2B outbound phone outreach to senior decision-makers.

• Strong experience with email-based prospecting and multi-touch outreach campaigns.

• Strong LinkedIn prospecting and social-selling skills.

• Experience working within a CRM such as HubSpot, Salesforce, or a comparable platform.

• Ability to quickly learn and discuss technical concepts related to software development, engineering teams, AI, and technology hiring.

• Strong research and account-preparation skills.

• Comfortable working toward measurable monthly meeting and booking targets.

• Experience selling into or communicating with US-based prospects is strongly preferred.

Soft Skills

• Exceptional spoken English and executive-level communication.

• Highly confident and articulate on the phone.

• Comfortable speaking with CTOs, VPs of Engineering, and other senior executives.

• Naturally curious about technology and able to learn technical concepts quickly.

• Strong conversational instincts and ability to think on your feet.

• Persuasive without being aggressive or overly scripted.

• Comfortable handling objections and changing direction during a live conversation.

• Highly organized and disciplined with follow-up.

• Resilient and comfortable with outbound sales.

• Able to balance immediate activity targets with a longer-term relationship-building mindset.

• Professional, polished, and culturally comfortable communicating with US-based executives.

About the Candidate

The ideal candidate is a senior-level SDR or technically fluent sales professional who understands that selling to CTOs requires a different approach than traditional high-volume prospecting.

You should be able to pick up the phone and have an intelligent conversation about technology without pretending to be an engineer.

Candidates with backgrounds such as the following are especially relevant:

• B2B SaaS SDR / BDR

• Technical SDR

• Technology sales

• Engineering staffing or technical recruitment

• Software development recruitment

• Technical appointment setting

• Sales development within a technology-focused organization

A candidate who has worked around software engineers, technical hiring, or technology products will have a meaningful advantage.

Communication quality is critical. The successful candidate should have exceptionally strong spoken English and the confidence to engage senior US executives naturally and professionally.

Compensation & Commission

Base$1,700 – $1,900 USD/month

The compensation structure includes meaningful performance-based upside tied to the two primary business development motions:

1. Executive Dinner Bookings

• Flat-rate incentive for confirmed executive dinner bookings.

2. Sales Discovery Meetings

• Performance incentive tied to qualified prospects attending their initial meeting with the sales team.

The overall commission opportunity is designed to provide approximately $500–$1,000+ in additional monthly earning potential for strong performers, with upside structured around performance.

Why This Role Matters

This SDR will sit at the top of the company's Go-To-Market engine .

The role is responsible for creating the initial conversations that can eventually become significant, long-term client relationships. While some opportunities may convert quickly, the company's sales process is fundamentally relationship-driven and strategic.

The successful SDR will therefore have an opportunity to become a foundational member of a growing sales organization, with the potential to take on greater responsibility as the team expands.

Growth Opportunity

The company intends to build additional SDR capacity over time. A successful first hire will have the opportunity to grow alongside the sales organization and potentially take on greater responsibility as the Go-To-Market team develops.

There is also potential for a strong-performing contractor to transition into a more formal employment arrangement in the future, including access to additional benefits and equity opportunities, subject to company needs and performance.