Hire SDRs in the Philippines Through an EOR

Why Companies Hire SDRs in the Philippines

Companies may consider hiring SDRs in the Philippines when they need additional capacity for prospecting, lead qualification and early-stage sales activity.

An SDR may support:

• Ideal-customer-profile research
• Target-account research
• Lead-list development
• Email outreach
• LinkedIn outreach
• Cold calling
• Lead qualification
• Meeting scheduling
• CRM updates
• Follow-up sequences
• Sales activity reporting
• Handoff to account executives or sales managers

The right hiring structure depends on your target market, customer profile, sales process, outreach channels, time zones, technology stack, management model and expected duration of the engagement.

For related guidance, see how to hire in the Philippines without establishing a local company .

What Does an SDR Do?

A Sales Development Representative supports the early stages of the sales process by identifying potential customers, initiating contact, qualifying interest and helping create sales opportunities.

Core responsibilities may include:

• Researching target companies and contacts
• Identifying prospects that match the company’s customer profile
• Sending approved email and LinkedIn messages
• Making outbound calls
• Following approved outreach sequences
• Asking qualification questions
• Recording activity in the CRM
• Booking sales meetings
• Maintaining accurate prospect records
• Sharing qualified opportunities with the sales team
• Following up with prospects according to the agreed process

The exact responsibilities should be defined in the role description and aligned with your sales process.

SDR Team Structure

A structured SDR team separates prospecting, qualification, coaching and sales-operations responsibilities.

The structure can be adapted to your target market, sales cycle, lead volume, outreach channels and management requirements.

Your company manages the SDR team’s daily work, sales process, targets and performance. SOS manages the agreed employment administration and HR support.

SDR Salary and Cost Considerations

SDR compensation depends on experience, role scope, target market, outreach channels, working hours, seniority and any approved incentive or commission structure.

A final employment quote should be based on the specific role and employment terms rather than a generic salary range.

When reviewing the employment cost, consider:

• Employee salary
• Employer statutory contributions
• 13th-month pay
• HMO and other benefits
• Allowances
• Equipment
• Approved employee-specific expenses
• Commissions or incentives, where applicable
• EOR management fee
• Total monthly employment cost includes employee salary, employer statutory contributions, 13th-month pay, benefits, allowances, equipment and other employee-specific costs, plus the SOS EOR management fee of US$190 per employee per month. Recruitment and candidate selection are included in the SOS EOR fee and are not charged separately.

Fully Loaded Cost

The total cost of employing an SDR is more than the base salary alone.

For an EOR arrangement, the monthly employment cost is:

For example, if an SDR’s monthly salary is US$1,500, the EOR management fee adds US$190 per month. Salary-related statutory costs, 13th-month pay, benefits, commissions and other employee-specific costs are calculated separately.

Under the standard SOS structure, there is no SOS onboarding fee, exit or termination fee, or FX markup.

Employee-specific costs and approved third-party costs remain separate where applicable.

For current employment and payroll requirements, review the latest information from:

• Department of Labor and Employment
• Social Security System
• PhilHealth
• Bureau of Internal Revenue
• Pag-IBIG Fund

How to Build a Structured SDR Team

SDR performance depends on a clearly defined market, consistent outreach processes, appropriate tools, measurable expectations and ongoing coaching.

1. Define Your Target Market

Confirm:

• Ideal customer profile
• Target industries
• Geographic markets
• Buyer roles
• Account criteria

2. Build Outreach Processes

Document:

• Email sequences
• LinkedIn messaging
• Call scripts
• Follow-up schedules
• Qualification questions
• Escalation and handoff procedures

3. Set Clear Performance Measures

Agree on:

• Outreach activity
• Qualified conversations
• Meetings booked
• Show rates
• Conversion rates
• CRM accuracy
• Follow-up completion
• Quality standards

4. Implement Tools

Common tools may include:

• HubSpot
• Salesforce
• Apollo
• Outreach
• Salesloft
• LinkedIn
• Email platforms
• Communication tools
• Reporting dashboards

5. Provide Training and Coaching

Provide:

• Product and service training
• Target-market training
• Sales-process training
• CRM training
• Outreach guidance
• Regular feedback
• Performance reviews

Your company manages the sales process, coaching, KPIs and daily performance. SOS manages the agreed employment administration and HR support.

How to Hire SDRs in the Philippines

Hiring SDRs through an EOR involves defining the role, confirming the employment terms and completing the required employment setup.

How Quickly Can You Hire SDRs?

Existing employees can generally be onboarded in as little as five business days once the MSA, employee information, required documentation and funding are complete.

This timeline covers employment setup, payroll, HRIS enrolment and applicable statutory registrations.

Existing employees can generally be onboarded as early as five business days once the agreement, employee information, required documentation and funding are complete. Recruitment is included in the EOR fee. The overall timeline may vary depending on the role, candidate availability, interviews, documentation and approvals.

The overall timeline depends on whether you are:

• Onboarding an existing SDR
• Recruiting a new candidate
• Finalising the role and employment terms
• Providing the required employee information and documentation
• Completing the agreement and funding process
• Setting up CRM, communication tools and outreach workflows

When Should You Hire SDRs Offshore?

You may want to consider hiring SDRs in the Philippines when pipeline generation becomes a bottleneck or your sales team needs additional prospecting capacity.

Common triggers include:

• Founders or sales leaders handling routine outbound activity
• Inconsistent lead flow
• Limited sales-development capacity
• An expanding target market
• A need for additional outreach coverage
• Difficulty hiring locally
• Growing CRM and prospect-research requirements
• A need to support account executives with qualified meetings
• Plans to expand into new geographic markets

Before hiring, review your target market, sales process, outreach channels, expected activity, team structure, working hours and reporting requirements.

Key Considerations Before Hiring

Successful distributed sales-development depends on a clearly defined market, consistent outreach processes, appropriate tools, measurable expectations and ongoing coaching.

Important considerations include:

Before onboarding, clearly define the employee’s daily sales-development responsibilities.

Your company manages target markets, outreach processes, sales priorities and performance. SOS manages the agreed employment administration and HR support.