What Are SDR and BDR Sales Interview Questions, and How Does the Mock Cold Call Work?

Key facts

The specifics, before the explanation.

• A mock cold call is standard in most SDR interviews; the interviewer plays a prospect and scores against a rubric
• Typical SDR targets: 50 to 100 dials or 40 to 60 personalized touches a day, 10 to 20 qualified meetings a month, varying by product
• Base pay for US SDRs is commonly cited in the 50,000 to 65,000 dollar range with on-target earnings 70,000 to 90,000; verify by city
• Expect "tell me about a time you were rejected and what you did next," because rejection tolerance is the core trait being hired
• Coachability is tested directly: the interviewer gives feedback mid-role-play and watches whether you apply it on the second attempt
• AI tools now handle much of the research and first-draft outreach, so interviews increasingly focus on live conversation skills

What this actually means

SDR hiring is one of the few areas where the interview is almost identical to the job. Managers want to see whether you can pick up the phone, sound human, ask good questions and keep going after a no. Every stage tests one of those.

The manager round is behavioral and blunt. Expect questions about the hardest job you have had, a time you missed a target, how you organize your day, and why sales. Bring numbers from anywhere you have them: fundraising calls, retail targets, a campus club you grew, a commission role. Describe a rejection you took personally and what you changed. Managers are listening for self-awareness and persistence, not polish.

The role play is where offers are decided. You will usually be told the scenario in advance: cold call a VP of operations at a mid-sized company about the product. Prepare an opener that states who you are, why you are calling and a reason relevant to them, in under 30 seconds. Then ask, do not pitch. Three good discovery questions about their current process, what is painful about it and what they have tried beat any product monologue. When they object, acknowledge it, ask one question, and redirect. Always close by asking for a specific next step.

The second attempt matters more than the first. Most interviewers will stop you, give feedback and ask you to run it again. Candidates who visibly apply the feedback get hired. Rehearse the call out loud with a friend playing a difficult prospect, record it, and listen for filler words, speed and whether you actually asked for the meeting. Three or four full runs is usually enough to sound natural.

What to actually do

Rules and figures move. Confirm anything time-sensitive with the official regulator before you rely on it.

• Write a 30-second opener for the specific company and practice it until it sounds conversational, not read
• Prepare three discovery questions about the prospect’s process and pain, and responses to "not interested," "send me an email," "we already have a vendor" and "no budget"
• Bring numbers from any target-driven work you have done, even outside sales
• Run the mock call out loud with someone playing a tough prospect, record it, and fix pace and filler
• Ask for the meeting explicitly at the end of every role play; forgetting the close is the most common fail

Frequently asked questions

What if I have no sales experience at all?

SDR is an entry role and most hires come from retail, hospitality, recruiting, athletics or campus organizations. Show rejection tolerance, work ethic and curiosity with specific examples.

How is the mock cold call scored?

Usually on a short rubric: a clear opener, relevant discovery questions, listening and handling one or two objections, tone and energy, and whether you asked for a next step.

Should I research the company’s product before the role play?

Yes. Know what it does, who buys it and one common pain it solves. Interviewers notice immediately when you pitch a product you have not looked at.