Rethinking how we build high-performing outbound sales teams
“Culture fit” is one of the most overused—and misunderstood—concepts in sales hiring. It’s often thrown around to justify gut decisions: “She just seemed like a better fit,” or “He reminded me of someone who crushed it in a past role.”
But here’s the problem: when you hire for culture fit, you often end up hiring the same person over and over again. That means your SDR team may look good on paper, but it’s probably underperforming, lacking diversity of thought, and missing out on high-upside candidates with different strengths.
At Sales Hatch, we’ve learned (the hard way) that hiring for “culture add” instead of “culture fit” leads to better reps, stronger teams, and more pipeline. Here's why.
When hiring managers say someone “doesn’t fit the culture,” it’s often code for they’re not like us. That may include differences in background, communication style, or work history—all of which have little to do with actual sales performance.
This creates a monoculture, especially in SDR orgs, where the bar for entry is already subjective. And monocultures are risky: they lack resilience, creativity, and the ability to adapt to new buyers or industries.
Just because someone is easy to get along with doesn’t mean they can book meetings. In fact, many top-performing SDRs are direct, curious, even a little awkward—but they know how to get a prospect’s attention and handle objections.
Too often, candidates who are strong communicators—but not "charming" in a traditional sense—are passed over because they don’t match the team’s vibe. That’s a miss.
When everyone thinks the same, team learning plateaus. You need reps who challenge assumptions, ask different questions, and bring new energy to the role. Hiring for “fit” often leads to stagnation, especially in fast-changing sales environments.
So if not “culture fit,” what should you be looking for?
Sales is a skill—and it’s teachable. The best SDRs aren’t the ones who come in with all the answers; they’re the ones who take feedback, apply it fast, and iterate without ego.
Outbound sales is a grind. Look for signs of grit—whether it’s in past roles, personal projects, or how a candidate responds to tough questions in the interview.
Top SDRs ask great questions. They’re interested in how things work, what makes people tick, and how to connect dots others miss. You can screen for this with mock calls and scenario-based interviews.
Look for people who add to your culture, not just blend in. Maybe they’ve sold in a different industry, come from a non-traditional background, or bring a different communication style. Those are assets, not red flags.
Changing how you hire isn’t just a mindset shift—it’s a process shift too. Here’s how to build a better SDR hiring system:
A strong culture isn’t about having a team that gets along at happy hour. It’s about shared values, complementary strengths, and the ability to adapt and grow.
When you hire for “culture add,” you’re not just improving your DEI numbers—you’re building a more capable, resilient, and innovative sales team.
At Sales Hatch, this shift has made us better at spotting talent, building trust, and hitting quota. It’ll do the same for you.
