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Inbound Sdr Jobs in Colorado (NOW HIRING)

YEB PAYROLL LLC

Account Executive, New Camps

Parker, CO · On-site

$70K - $75K/yr

For fifty years this business grew on relationships and inbound demand. It worked, operators in our ... This is neither an SDR seat nor an account-management seat. * CRM discipline as a habit rather than ...

Asseti

Sales Development Representative

Denver, CO · On-site

Qualify inbound and outbound leads against our ICP and qualification criteria before handing off to ... SDR, BDR, or outbound sales role, ideally in B2B SaaS * Track record of hitting or exceeding ...

AbsenceSoft

Sales Development Representative

Denver, CO · On-site

$50K/yr

Convert qualified inbound marketing leads into sales discovery meetings for Account Executives ... Experience leveraging AI and automation within the SDR process is a plus WHY JOIN US At AbsenceSoft ...

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Inbound Sdr information

See Colorado salary details

$30K

$57.9K

$93.6K

How much do inbound sdr jobs pay per year?

As of Aug 16, 2026, the average yearly pay for inbound sdr in Colorado is $57,852.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,200.00 and $64,100.00 per year, depending on experience, location, and employer.

What are some common challenges faced by inbound SDRs when qualifying leads, and how can they be addressed?

Inbound SDRs often encounter challenges like discerning between genuinely interested prospects and those who are just browsing, as well as managing high volumes of inbound inquiries efficiently. To address these, it's important to develop strong active listening skills, ask targeted qualifying questions, and leverage CRM tools to prioritize and track leads. Regular collaboration with marketing and sales teams also helps refine lead scoring criteria, ensuring that efforts are focused on the most promising opportunities.

What are the key skills and qualifications needed to thrive as an inbound SDR, and why are they important?

To thrive as an Inbound SDR (Sales Development Representative), you need strong communication skills, a basic understanding of sales processes, and often a bachelor's degree or relevant sales experience. Familiarity with CRM systems like Salesforce, lead management tools, and email automation platforms is typically required. Outstanding active listening, resilience, and a results-driven attitude help SDRs build rapport and effectively qualify leads. These skills are crucial for efficiently moving prospects through the sales funnel and driving revenue growth.

What is the difference between Inbound Sdr vs Outbound Sdr?

AspectInbound SdrOutbound Sdr
Primary FocusResponding to inbound leads and inquiriesProactively reaching out to potential clients
Work EnvironmentMostly inbound calls/emails from marketing effortsCold outreach via calls, emails, and social media
Required SkillsActive listening, qualification, communicationProspecting, cold calling, persistence
Common UsageSales teams handling inbound interestSales teams generating new leads

In summary, Inbound SDRs focus on engaging with leads that come to the company through marketing efforts, while Outbound SDRs proactively seek out new prospects. Both roles require strong communication skills but differ in their approach and daily activities.

What is an inbound SDR?

Inbound Sales Development Representatives (SDRs) are professionals who handle incoming leads and inquiries from potential customers. Their primary role is to qualify these leads by assessing their needs, interests, and readiness to buy, before passing them to the sales team. Inbound SDRs typically engage with prospects through email, phone calls, or chat, ensuring a positive first impression and gathering key information to facilitate the sales process. They play a crucial role in converting marketing-generated leads into opportunities for account executives. This position requires strong communication skills, active listening, and a good understanding of the company's products or services.

What are popular job titles related to Inbound Sdr jobs in Colorado?

For Inbound Sdr jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Inbound Sdr jobs in Colorado look for?

The top searched job categories for Inbound Sdr jobs in Colorado are:

Inbound Sdr jobs near you
Infographic showing various Inbound Sdr job openings in Colorado as of August 2026, with employment types broken down into 88% Full Time, 7% Part Time, 1% Temporary, 3% Contract, and 1% Nights. Highlights an 82% Physical, 3% Hybrid, and 15% Remote job distribution, with an average salary of $57,852 per year, or $27.8 per hour.

Account Executive, New Camps

YEB PAYROLL LLC

Parker, CO • On-site

$70K - $75K/yr

Full-time

Posted 5 days ago

Job description

Account Executive, New Camps


The Company

US Sports Camps is the licensed provider of Nike Sports Camps and the largest services provider of sports camps in the world, supporting young athletes and families through a broad portfolio of camp experiences across dozens of sports. Headquartered in San Rafael, California, we provide the marketing, registration, customer service, logistics and operational support that enable top coaches and organizations to deliver safe, high-quality, operationally excellent experiences.

Our business is the integrated service platform behind them, and it exists so that coaches and operators can spend their time on what they are great at: coaching. This year we celebrated 51 years in business.

US Sports Camps is part of Youth Enrichment Brands (YEB), the nation's leading youth activities platform whose portfolio includes School of Rock, i9 Sports and Streamline Brands.

The role

We are building a new outbound sales function, and this is one of its first seats. For fifty years this business grew on relationships and inbound demand. It worked, operators in our network deliver best-in-class camps each year on the back of our services. What we have never had is a new business engine: reps who own a territory, map it properly, and go after it.

You will own a defined market and be accountable for signing new camp operators into the US Sports Camps network across all sports. You are selling camp services to the coaches that run camps including college programs, head coaches, skill trainers, clubs, academies, school athletic departments and facility operators, all leaders in their field. What you offer them is the platform that fills their camps and takes the administration off their desk: National marketing reach, registration and payments, customer service, camp equipment and operational support plus insights. They own the camp and coach the athletes. We make it full and straightforward.

What you will sell, and to Whom

Segment

Who you talk to

College & university programs

Athletic directors, head coaches, camp coordinators

Independent camp operators & academies

Owners and founders

Head coaches & skill trainers

The individual, directly

Clubs, leagues & event organizers

Club directors, program leads

K-12 schools & school coaches

Athletic directors, teacher-coaches

What you will do

Map the market

  • Build a complete, researched account map of your territory which includes every college program, club, academy, trainer, school and facility that could run a camp with us sized by opportunity and ranked by priority.
  • Identify the whitespace: sports and geographies where family demand exists and we service no operators.
  • Know the local competition and best camp operators in each new market. Those are the directors we seek to contract with.

Build the pipeline

  • Own your outbound; sequenced email and phone, social, conference and event presence, campus visits and in-person meetings. You will generate a large majority of your own pipeline.
  • Run real discovery. Understand a coach's season, their facility constraints, their compensation expectations and what "a successful camp" means to them.
  • Build and defend a pipeline that covers your number with room to spare and personally negotiate and close director agreements.

Add GREAT new camps

  • Own a clean handoff into onboarding and operations to the Camp Management Team
  • Stay close through the first camp season.

Run your business

  • Keep the CRM accurate and forecast thoughtfully.
  • Know the market to inform product and service improvement

The rhythm of this job

Camps run in the summer, but the services behind them are sold in the autumn and winter. Expect a compressed, high-intensity signing window, and expect your summer to shift from selling to being on the ground at camps seeing the product, meeting families, and setting up next year.

What we are looking for

  • 3–6 years in outbound, new-business sales with a carried quota and a demonstrable record of hitting it.
  • Demonstrated success opening a market from a standing start; a new territory, segment or vertical built rather than an inherited book.
  • A demonstrable method for mapping a market: building a list, sizing and ranking accounts, deciding what to deprioritize, and sequencing outreach. Finalists will be asked to present a 90-day territory plan for a market of our choosing.
  • Full-cycle capability to include prospecting, running the meeting, negotiating and closing. This is neither an SDR seat nor an account-management seat.
  • CRM discipline as a habit rather than a chore. HubSpot experience is a plus.
  • Willingness to travel to meet operators on their campuses and to see their camps in person during the season.
  • Bachelor's degree or equivalent practical experience.

Preferred, not required

  • Collegiate or professional athletic experience, or a coaching background. Not for its own sake because it usually travels with the things this job actually demands: competitiveness, coachability, comfort being measured in public, the ability to lose on Saturday and show up Monday, and instant credibility with a head coach who can tell within a minute whether the person across the table understands their world. Candidates who bring those qualities from a different path are equally welcome.
  • Genuine passion for sports and youth development. The role is spent in daily conversation with coaches and camp operators, who can readily tell the difference between real investment in this work and someone passing through.
  • Experience selling a service or platform into a fragmented, relationship-led market where the buyer is an operator rather than a procurement function.
  • Background in youth sports, athletics, events, or a two-sided marketplace business.

Compensation

  • Base Salary: $70,000–$75,000 annually
  • Eligible for a capped commission plan
  • Commission is earned based on individual sales performance
  • Quarterly commission payouts
  • Opportunity to increase total earnings through strong performance

Location

Remote in the US; with 10-20% travel

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