Powered By School of SDR
Powered By School of SDR
Your Next SDR, Hired in Days – Not Weeks.
Your Next SDR, Hired in Days – Not Weeks.
We connect B2B SaaS companies with pre-vetted SDRs, ready to drive pipeline and revenue. No job boards. No wasted time. Just top-tier sales talent.
We connect B2B SaaS companies with pre-vetted SDRs, ready to drive pipeline and revenue. No job boards. No wasted time. Just top-tier sales talent.
The Pain
Why Hiring SDRs Is a Nightmare
The Pain
Why Hiring SDRs Is a Nightmare
Struggling to hire great SDRs? You’re not alone.
Struggling to hire great SDRs? You’re not alone.
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
No time to source candidates manually Sales teams need to sell, not recruit
Turnover is high Bad hires set you back months
Hiring delays cost revenue Slow hiring means missed quotas
Too many unqualified job board applicants Wasting hours screening bad fits
"If your competitors are hiring SDRs faster than you, they’re booking meetings that should have been yours."
"If your competitors are hiring SDRs faster than you, they’re booking meetings that should have been yours."
How We Fix This
Taloop + School of SDR = Faster, Better SDR Hiring
How We Fix This
Taloop + School of SDR = Faster, Better SDR Hiring
Comparison
Why Choose Taloop Over Traditional Recruiters?
Comparison
Why Choose Taloop Over Traditional Recruiters?
Specializes in B2B SaaS SDR hiring
Specializes in B2B SaaS SDR hiring
Pre-vetted on sales skills & communication
Pre-vetted on sales skills & communication
Hire in days (not weeks)
Hire in days (not weeks)
Pre-screened, sales-driven talent
Pre-screened, sales-driven talent
No upfront cost, pay only on success
No upfront cost, pay only on success
Matching for long-term success
Matching for long-term success
Others
Generalist recruiters, not SDR-focused
Generalist recruiters, not SDR-focused
Resumes & basic screening only
Resumes & basic screening only
Can take 4-8 weeks
Can take 4-8 weeks
Mixed quality, high rejection rates
Mixed quality, high rejection rates
Expensive retainers or job post fees
Expensive retainers or job post fees
Higher churn, more rehiring cycles
Higher churn, more rehiring cycles
Our Vetting Process - Only the Best SDRs Make It
Resume & LinkedIn Review
Ensuring sales experience & career intent
Sales-Specific Screening
Only serious SDRs with B2B SaaS expertise
Live Communication Assessment
Evaluating fluency, grammar, tonality & clarity
Real-World Sales Scenarios
Testing their ability to book meetings & close deals
Our Vetting Process - Only the Best SDRs Make It
Resume & LinkedIn Review
Ensuring sales experience & career intent
Sales-Specific Screening
Only serious SDRs with B2B SaaS expertise
Live Communication Assessment
Evaluating fluency, grammar, tonality & clarity
Real-World Sales Scenarios
Testing their ability to book meetings & close deals
Our Vetting Process - Only the Best SDRs Make It
Resume & LinkedIn Review
Ensuring sales experience & career intent
Sales-Specific Screening
Only serious SDRs with B2B SaaS expertise
Live Communication Assessment
Evaluating fluency, grammar, tonality & clarity
Real-World Sales Scenarios
Testing their ability to book meetings & close deals
Join the SaaS companies that trust Taloop & School of SDR to build their sales teams.
Join the SaaS companies that trust Taloop & School of SDR to build their sales teams.
%
Of SDR hires ramp up in under 30 days
%
82
Of SDR hires ramp up in under 30 days
%
of companies make a hire within 2 weeks
%
97
of companies make a hire within 2 weeks
x
higher retention vs. traditional hiring
x
3
higher retention vs. traditional hiring
Who’s Using Our SDRs?
Who’s Using Our SDRs?
What Sales Leaders Are Saying
What Sales Leaders Are Saying
Taloop cut our hiring time in half. Within a week, we had three top SDRs onboard.
VP of Sales, Company Name
We don’t waste your time with bad candidates. If you don’t find the right SDR, you don’t pay.
Co-founder / CEO
Taloop cut our hiring time in half. Within a week, we had three top SDRs onboard.
VP of Sales, Company Name
We don’t waste your time with bad candidates. If you don’t find the right SDR, you don’t pay.
Co-founder / CEO
Taloop cut our hiring time in half. Within a week, we had three top SDRs onboard.
VP of Sales, Company Name
We don’t waste your time with bad candidates. If you don’t find the right SDR, you don’t pay.
Co-founder / CEO
Don’t Let Empty SDR Seats Hold You Back
Stop losing revenue while you wait to hire.
Our team is available 25x8 – because your hiring needs don’t follow a clock, and neither do we.
Ready to Take Your SDR Skills to the Next Level?
Join thousands of SDRs and sales teams leveling up with School of SDR.
Join A Class
Resource Centre
Newsletter
Ready to Take Your SDR Skills to the Next Level?
Join thousands of SDRs and sales teams leveling up with School of SDR.
Join A Class
Resource Centre
Newsletter