About the Founding Sales Development Representative Role at Tremendous

Tremendous is the fast, free, flexible way to send bulk payouts to people in over 230 countries and regions, with 20,000+ companies (from mom-and-pops to Google, MIT, and United Way) having sent over $1 billion through the platform. This role is the Founding European SDR: the first international SDR hire, responsible for launching and scaling Tremendous' outbound motion across Europe. You'll identify, engage, and book meetings with high-potential prospects while helping define how the company sells into new European markets, working from a fully remote, high-documentation, low-meeting culture.

The posting is blunt about how the job works: the phone is your primary weapon, with an expectation of roughly 100 cold calls per day, booking meetings over the phone, and treating every unanswered call as a reason to dial again. Email and LinkedIn support outreach but don't replace it. Because this is a founding hire, you'll shape messaging, process, and best practices for international sales while partnering with Account Executives, Marketing, Strategy, and RevOps. Fluency in English and German (for DACH markets) is central to the role.

Quick Stats

* Typical process: 3 to 4 rounds, roughly 2 to 4 weeks

* Format: Fully remote (video and phone throughout)

* Core focus: Cold calling and outbound execution, English/German fluency, pipeline ownership, market-building mindset, coachability

* Difficulty: Moderate to hard, because you must prove real phone-first hunger and founding-level ownership, often in a live or role-play format

What Tremendous Looks For

* Someone who picks up the phone before opening email and treats cold calling as how they start every day

* Fluency in both English and German to engage DACH prospects (other languages like Spanish or French are a plus)

* A demonstrated history of consistently exceeding personal and professional goals

* An independent, ambitious, collaborative operator who can build process from scratch as a founding hire

Round 1: Recruiter Screen (~30 minutes)

What to Expect

A recruiter or sales leader kicks off with a conversational screen to confirm the basics: your English and German fluency, your remote work setup, your motivation for joining a founding SDR role, and your comfort with a phone-first, high-volume outbound motion. Expect to be asked directly how you feel about making 100 cold calls a day, since the posting makes that the core of the job. They'll also verify you're aligned on the UK location, compensation (£45K to £52K base, £65K to £78K OTE), and the fully remote, low-meeting culture.

Example Questions

* "Why do you want to be the founding European SDR at Tremendous specifically?"

* "How do you feel about making around 100 cold calls a day, every day?"

* "Tell me about your experience selling or prospecting in German-speaking (DACH) markets."

* "What does a phone-first outbound day look like for you?"

Tips

* Lead with genuine enthusiasm for building something from zero; founding hires are screened for ownership, not just quota history.

* Be ready to switch briefly into German to demonstrate real fluency, and mention any other languages (Spanish or French are a plus per the posting).

* Rehearse this crisp, high-energy screen with Nora's Standard Mode so your motivation, fluency, and phone comfort come across without rambling.

Round 2: Cold Call Role-Play / Sales Assessment (~45 minutes)

What to Expect

Because the posting is explicit that "the phone is your primary weapon," expect a live role-play where a hiring manager or AE plays a prospect and you run a cold call. They're evaluating your opener, how you handle a brusque brush-off, how you create curiosity fast, and whether you can pivot to booking a meeting. You may be given a short prep window and a target persona (marketer, researcher, HR, or nonprofit buyer). Some rounds include a mock discovery portion or ask you to leave a voicemail and follow-up. Expect part of it in German if the DACH focus is central to the seat.

Example Questions

* "You have 3 minutes to prep, then cold call me as a Head of HR at a mid-market company. Go."

* "I'm busy, what is this about? (handle the brush-off and keep me on the line)"

* "Walk me through how you'd open a cold call into a DACH prospect who has never heard of Tremendous."

* "Pitch Tremendous's value proposition to a researcher who runs participant incentives."

Tips

* Prepare a sharp, permission-based opener and 2 or 3 objection responses you can deliver naturally under pressure.

* Sound curious and customer-obsessed: ask about their goals and challenges rather than pitching features (Tremendous sells ease and speed of payouts).

* Drill live cold-call reps and objection handling with Nora's Technical Mode so your opener, tonality, and meeting-ask hold up when someone pushes back mid-call.

Round 3: Behavioral & Founding-Fit Interview (~45 minutes)

What to Expect

This round, usually with the hiring manager or a sales leader, digs into the traits the posting names: independent, ambitious, collaborative, curious, and consistently exceeding goals. Expect STAR-style questions about times you outworked a target, taught yourself something new, built a process where none existed, and shared a winning tactic with teammates. As a founding hire, you'll also be probed on how you'd shape early messaging and market strategy for Europe, and how you thrive in a high-documentation, low-meeting remote culture.

Example Questions

* "Tell me about a time you consistently exceeded a personal or professional goal."

* "Describe a moment you built a process or playbook from scratch with no template to follow."

* "Give an example of a tactic you discovered and shared so the whole team benefited."

* "How would you approach defining messaging for a new European market from day one?"

Tips

* Use concrete metrics: dials, meetings booked, conversion rates, quota attainment, and how you improved over time.

* Show the founding mindset: talk about experimenting, documenting what works, and iterating independently.

* Practice tight STAR stories with Nora's Behavioral Mode so your ownership, ambition, and collaboration examples land in under two minutes each.

Round 4: Final Conversation & Offer / Compensation (~30 minutes)

What to Expect

A final chat with a senior sales leader (and possibly a peer or AE) to confirm mutual fit, answer your questions about the international expansion plan, and move toward an offer. Expect a discussion of the compensation structure: £45K to £52K base, £65K to £78K OTE, plus equity, along with ramp expectations and how success will be measured in the first international seat. This is also where you can dig into how the outbound motion, tools, and AE partnership will actually work.

Example Questions

* "What questions do you have about how we plan to expand across Europe?"

* "What OTE and base are you targeting, and how do you think about equity?"

* "How will you measure your own success in the first 90 days as our founding European SDR?"

* "What support would you need from Marketing, Strategy, and RevOps to hit pipeline goals?"

Tips

* Anchor on the posted range and the value you bring as a first-of-kind hire; equity and OTE are both in play, so discuss the full package.

* Ask sharp questions about ramp, quota, and tooling to signal you're already thinking like an owner.

* Run the money conversation through Nora's Salary Negotiation Mode so you can discuss base, OTE, and equity confidently without underselling yourself.

Frequently Asked Questions (FAQ)

1) How many rounds are there?

Expect roughly 3 to 4 rounds: a recruiter screen, a live cold-call role-play or sales assessment, a behavioral and founding-fit interview, and a final conversation that moves toward an offer. Tremendous runs a lean, remote process, so exact steps can vary. This structure is typical for a founding SDR seat at a company of this type rather than a published Tremendous process.

2) What topics are most common?

* Phone-first cold calling, openers, and objection handling (the posting expects ~100 calls a day)

* English and German fluency for DACH markets, plus founding-level ownership, goal attainment, and remote culture fit

3) How long does the process take?

Usually about 2 to 4 weeks end to end, depending on scheduling across a fully remote, low-meeting team. A tight, responsive candidate can move faster.

4) How should I prepare?

* Build and rehearse a cold-call opener, a value pitch, and objection responses in both English and German.

* Prepare STAR stories that prove you exceed goals, work independently, and build process from scratch as a founding hire.

* Research Tremendous's product (payouts to 230+ countries, 2,500+ redemption options) and its buyer personas: marketers, researchers, HR, and nonprofits.

* Practice with Nora: use Standard Mode for the recruiter screen, Technical Mode for live cold-call role-plays, Behavioral Mode for founding-fit stories, and Salary Negotiation Mode for the base, OTE, and equity conversation.