SDR Manager vs. VP of Sales Development: How to Crush Both Interviews

When you’re preparing for a SDR interview, knowing who you’re talking to is everything.

An SDR Manager and a VP of Sales Development are looking for very different things. If you understand each leaders focus you’ll be able to nail your message because it’s directed to the right audience.

SDR Manager Interviews: It’s All About Skills

SDR Managers are in the weeds with their teams every day. They’re looking for someone who can step in and execute. Their interviews are technical and tactical, and here’s what they’ll focus on:

1. Skills That Deliver

Be ready for case studies, role-plays, and presentations. They want to see if you can cold call, handle objections, and pitch effectively. It’s about proving you can do the job.

2. Domain Knowledge

They’ll test how well you understand the product, the market, and the buyer. If you’ve worked in similar industries or used similar sales techniques, now’s the time to bring it up.

3. Your Track Record

Metrics matter here. Quotas hit, pipeline generated, outreach volume—these are the numbers they’ll dig into. Be ready to connect the dots between your resume and their needs. Bottom line: SDR Managers want proof you can perform, day one. They’re focused on your tactical ability to make an immediate impact.

VP of Sales Development Interviews: Big Picture, Big Feel

VPs are playing a different game. They’re thinking about culture, scalability, and how you’ll grow within the team. They trust the systems and playbooks they’ve built—now they need the right people to make those systems work. Here’s what they care about:

1. Coachability

   VPs want to know how you handle feedback. Can you take constructive criticism and use it to level up? We’ll give you feedback mid-interview to see how you respond.

2. Cultural Alignment

   We’re assessing whether you’ll fit into the team and company culture. Expect questions about how you collaborate, handle challenges, and approach teamwork.

3. Work Ethic

   Grit and drive are huge for a VP, who likely believes he or she overcame a lot through pure effort. VPs know no process or playbook can save someone who isn’t willing to put in the effort. They’ll ask about how you handle tough days, setbacks, and high-pressure situations.

For VPs, it’s not about whether you can handle objections—they assume you’ll learn that. They’re more interested in whether you’ve got the attitude, resilience, and hunger to succeed in their world.

Why These Interviews Feel Different

It comes down to focus. SDR Managers are zoomed in on execution. They need someone who can pick up the phone tomorrow and start generating pipeline. VPs are zoomed out, thinking about the long-term health of the team. They’re asking themselves, “Does this person have what it takes to grow here?” That’s why SDR Manager interviews feel technical, while VP interviews are more about feel. Managers test your skills; VPs test your mindset.

How to Nail Both

For SDR Managers:

• Polish your pitch, objection handling, and overall sales skills.

• Know your metrics and be ready to talk about past successes in detail.

• Show that you’re technically sound and ready to contribute immediately.

For VPs:

• Be adaptable. Show that you can learn, take feedback, and improve quickly.

• Research the company culture and align your answers to their values.

• Highlight your drive and work ethic. Make it clear you’re ready to go all-in.

If you know what each role is looking for, you can tailor your approach and stand out. Focus on the skills with SDR Managers and the bigger picture with VPs. Prepare accordingly, and you’ll crush both.