Sales Development Representative
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 2d ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 45d ago
The date the source published, not the day we noticed it (2026-08-26). Last seen at its source just now.
We have tracked this listing since 5 Oct 2026 (5 days). The employer's own board has carried it every time we have read it, most recently just now.
Is it remote?
Marked remote on the employer's board
Their board carries a remote setting on this posting — a field they filled in, not wording we read. The location field names somewhere specific, which is usually where the team or the entity sits.
Who may apply?
United States
The description states no restriction of its own. This is the source's own tag.
Pay not stated
Similar roles pay $95k–174.6k/yr
Middle 50% of 2552 listings that do state pay — Sales & Marketing · all levels · United States · USD/year. This employer has published no salary; this is what comparable listings we hold disclose, never converted between currencies or periods. How this is calculated.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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Ashby employer's own board first seen 5d ago · last seen just now
The listing
The Role
We're building Reflow, an enterprise operations and workflow intelligence platform that helps companies measure, automate, and optimize how human computer work actually gets done. Prospects light up after the first demo. What we need now is a repeatable way to create those first conversations, on purpose, at volume.
The Founding SDR at Reflow will build our prospecting engine from the ground up. You will be the first dedicated outbound hire, working shoulder to shoulder with our founding AE team and our GTM engineering org to figure out which accounts to attack, which message lands, and which channels actually produce pipeline. Then you’ll contribute it to our sales playbook.
This is a builder's seat, not a queue. If you want a manager handing you 80 accounts and a sequence someone else wrote, this is the wrong job. If you want your name on the playbook, keep reading.
What you'll do
Own top of funnel for a named account list of 500 to 5,000 employee companies, prospecting into COO, CFO, Head of Operations, and adjacent technical and finance stakeholders.
Run genuinely multi-channel outbound: cold calls, email, LinkedIn, video, events, referrals. Whatever earns the reply.
Create qualified meetings for the founding AE team, then stay on those calls to learn what converted and what didn't.
Treat outbound as a set of experiments. Every week you will test new segments, personas, channels, and messaging, then bring the team data on what moved and what died.
Write version one of the playbook: call openers, sequences, qualification criteria, objection handling, and disqualification rules, documented well enough that SDR two through five ramp on it instead of on you.
Hold a real activity bar and hit a meeting number. Volume and craft, not one or the other.
Bring the field back to the company. You will be the earliest signal on which objections repeat, which personas care, and what ultimately scales.
What success looks like
First 30 days. You know the product cold, you have run your first 200 outbound touches, and you can articulate our value prop to an operations leader without a script.
First 60 days. You are consistently creating qualified meetings, you have shipped at least three documented outbound experiments, and you have an opinion on which segment converts best and why.
First 90 days. You are hitting a repeatable meeting number, version one of the prospecting playbook exists in writing, and we have enough signal to decide who we hire next and how we ramp them.
Who you are
1 to 3 years in an SDR, BDR, or comparable outbound role, ideally in B2B SaaS or enterprise software. A shorter resume with an obvious track record of getting strangers to say yes also works.
A college degree from an accredited university.
You pick up the phone.
You write well. Short, specific, human, and clearly not generated by a sequence tool on autopilot.
Systems minded. You are drawn to building the engine, not just running the queue, and you can tell the difference between activity and progress.
Comfortable in ambiguity. There is no established playbook here yet, and that is the appeal rather than the risk.
High resilience and genuinely coachable. You ask for feedback, then implement it the same week.
Curious about how businesses actually operate. The best reps here will care about the customer's workflow problem, not just the pitch.
Bonus points
Experience selling into operations, finance, IT, or security stakeholders.
Exposure to analytics, data, BI, productivity, or workforce software.
Fluent with modern GTM tooling and AI assisted prospecting: CRM, enrichment and signal tools, sequencers, LLM assisted research and personalization.
You want to grow into a founding AE seat or into SDR leadership, and you are willing to earn it fast.
Why join
First SDR. You build the prospecting engine instead of inheriting one.
Direct access to the Founder and the CRO on live deals, messaging, and strategy.
You will watch ICP, pricing, and positioning get built from scratch, which is the fastest GTM education available anywhere.
A real path to AE or team lead, based on results rather than tenure.
Uncapped commission and meaningful equity.
This is a role for someone who wants to learn fast, build something that outlasts them, and be the reason our first hundred enterprise conversations happened. We move quickly, we experiment relentlessly, and we care more about what you learned this week than what your resume says.
Compensation:
We offer competitive pay based on the market and where you’re located. The salary ranges in our job postings are intentionally wide because they need to cover both U.S. and international candidates. Our final offer will depend on things like your experience, skill set, and location.