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The interview process for sales development representatives at Procore will vary by region, but the process typically has between 3-4 steps. You can expect to start the process by connecting with a recruiter supporting the region you’ve applied to for a screening call. At that point, they will set the stage for what your specific process will look like. To learn more about our interview process, check out our blog on Preparing for your SDR Interview at Procore.

Yes. Our sales development team follows a hybrid work model, meaning SDRs are required to work out of the office for part of the work week. Requirements for the number of days in the office may vary between locations and regions. Your recruiter will discuss the specific requirements with you during your initial phone screen.

At Procore, SDRs get paid in two ways: 

1. A steady base rate and a commission variable that depends on how well they perform. Their total pay is 70% from a base rate and 30% from commission, which when combined equals their On Target Earnings, also referred to as OTE. Each region’s base rate may differ, for example our US based SDRs receive an hourly base rate while our international based SDRs receive a salary base. You may also hear us refer to a ‘70/30 split’ when discussing the OTE for an SDR role. This is industry verbiage and is tied back to the percentages of base versus commission; you will continue to hear this phrase throughout your sales career.
2. The commission is calculated either every month or every three months, depending on the sales segment. If SDRs meet their sales goals during that time, they earn their full commission. SDRs can also exceed their sales goals, which means they will earn even more commission as a bonus for doing a great job.

Exact pay is dependent on which location and region the SDR sits in and is discussed during the first step in our interview process, the recruiter screen. 

Typically, SDRs are measured using 2 main metrics: the monthly total number of Sales Accepted Opportunities (SAOs) and quarterly pipeline generation volume. The expectations for each of these metrics may vary based on vertical and segment assignment.  

The process to create an SAO is as follows:

1. The SDR initiates calls to various potential clients in their assigned territory.
2. If the SDR identifies a prospect who shows interest and has challenges that Procore can address, they proceed to the next step.
3. The SDR arranges a meeting between the prospect and an account executive.
4. The account executive evaluates the meeting based on our qualification criteria and either accepts the opportunity as an SAO or returns it for additional qualification.
5. If the opportunity is accepted, the SDR receives credit for an SAO.

SDRs are given targets for both the quantity of SAOs produced and the monetary value associated with each opportunity. 

Procore typically initially employs SDRs on our "flex" team, which focuses on honing the skills required for SDR success. While the flex team does not have a sales quota, there are performance expectations and required completion of developmental tasks.

SDRs usually spend 1-3 months on the flex team before they are assigned to a specific territory and segment. Upon this assignment, each SDR gets an individual sales quota, determined by their territory and segment. We expect SDRs to meet or exceed 100% of these targets within 5 months. Procore views the flex team as a valuable investment, laying the groundwork for the success of our future sales professionals. Depending on the current hiring needs of each region, there may be times when SDRs are assigned to territory seats right away. 

SDRs can win a number of prizes for SPIFFs (Sales Performance Incentive Fund) during their tenure, including but not limited to: cash payouts, gift cards, travel vouchers, custom swag, ½ days of work, etc. Other notable prizes have included a variety of electronics, such as Macbooks, iPads, and TVs, or even the opportunity to participate in the Office Exchange Program. The Office Exchange program is an opportunity for the winning SDRs to travel to & work out of another Procore office for a week; this includes flights and hotel expenses for an entire week, including the weekend, so they have time to explore and enjoy the town.

No. While having a background in either of these areas can be beneficial, it is not a requirement. Some of our best and brightest hires came from non-traditional backgrounds, including teachers, military, retail sales, and more! Through our Sales Development Academy training, you will learn what is needed to be successful.

Our goal is to co-create a culture where diversity, equity, inclusion and belonging are embedded into everything we do. Learn more.

Procore’s culture encourages our employees to build connections with each other and with the communities around us. Employees have the opportunity to be part of our Culture Connectors, Employee Resource Groups and to volunteer within our own communities through our Procore Cares Time Off initiatives that allow for up to two fully paid days for community service.

Each of our offices has a culture committee, composed entirely of members on the team, that meets to discuss workplace experience and how to continue to make Procore an exceptional place to work. Some examples of culture committees contributions are: 

• Community outreach
• Beach cleanups, food drives, clothing drives, etc.
• Office space improvements
• Recognizing peers or co-workers
• Organized feedback for deadership

Through Procore’s social impact arm, Procore.org, we are committed to empowering the construction industry and the communities it serves. We create continuing education courses for the trades and skilled labor, we offer access to our products for non-profit organizations and educational institutions, and we are advocates for inclusion through programming and training around diversity and inclusion. You can learn more about Procore.org here.

We encourage our employees to connect with and give back to their communities as well. Through our ProcoreCares program, employees are invited to participate in organized volunteer events, and can initiate charitable events on their own. We have had team members participate in Habitat for Humanity builds, beach and roadside cleanups, resume and interview support for moms looking to return to the workforce, and put together meals and toiletry kits for shelters and vulnerable individuals.