Hire me a full-time SDR end to end
Your AI CEO is the recruiter you can't afford yet.
You'd think this needs a $20K agency or 60 hours of your time — Astra runs the full funnel and hands you 3 finalists.
The short answer
Astra hires your SDR end-to-end by running the full recruiting funnel: JD, sourcing, screening, first-round, scheduling, references, offer. She drafts the job description grounded in your ICP and existing sales motion, posts to 8 channels (LinkedIn, Wellfound, Hacker News "who's hiring," RepVue, BrightHire, Tribepad, your network, and Twitter), screens every inbound resume against a calibrated rubric, runs structured 30-min first-round screens via async video questions on Loom, advances qualifying candidates to a 60-min role-play interview with you, schedules finalists on your Calendly, runs reference checks via email, and drafts the offer letter when you say yes. The deliverable is a Lark thread updating you weekly with funnel metrics (applicants, qualified, finalists) and a clean handoff of 3 finalists for your final call. Most SDR roles fill in 4-6 weeks.
How Astra actually does it
- 1Draft and post the JD
Calibrated to your ICP and sales motion. Avoids fluff. Posts to LinkedIn, Wellfound, HN, RepVue, RepFinder, your network email, Twitter.
LinkedIn Sales NavigatorGmail - 2Screen inbound resumes
Rubric-scored: SDR experience, ICP knowledge, written communication, motivation. Auto-reject obvious mismatches with kind decline email.
- 3Run async first round
Send 3 written + 1 video question via Loom. Score responses against rubric. Advance top 25%. Decline rest with feedback if requested.
- 4Schedule finalists with you
Top finalists booked into 60-min role-play slots on your Calendly. Astra sends candidate brief 30 min before each call.
Calendly - 5References + offer
Email 3 references per finalist with structured questions. Compile feedback. Draft offer letter when you decide. Manage candidate from offer to start.
GmailNotion
What it looks like in chat
A weekly Lark update with funnel metrics, candidate briefs, scheduled interviews on your calendar, reference reports for finalists, and a drafted offer letter for your chosen hire.
One-shot per role; convertible to always-on for ongoing hiring.
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Try this with AstraFrequently asked questions
What if no qualified candidates apply?
After 2 weeks with under 5 qualified, Astra retros: was the JD weak, comp uncompetitive, channels wrong? She proposes 3 fixes (sweeten comp, broaden ICP, add new channels like SDR Slack communities) and re-launches. Most slow funnels are JD/comp issues, not market issues.
Can she conduct the role-play interview herself?
She runs the async first-round (written + video) but the 60-min role-play with you stays human. Hiring is a high-trust signal — candidates need to see you, and you need the gut read. Astra prepares both sides for the call so you make the most of the time.
What if I want her to handle the offer negotiation?
She drafts the offer, sends it from your Gmail, fields questions about benefits/comp/start date, and brings any counter-offers to you for decision. She won't unilaterally adjust comp without your sign-off — but she'll handle the back-and-forth so you stay focused.
What about onboarding after the hire starts?
Different skill — `build-a-30-60-90-onboarding-plan` builds the structured ramp. Astra hands off cleanly: hired candidate's signed offer + start date triggers the onboarding skill, which builds the 30-60-90 plan and schedules week-1 meetings automatically.
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