Sales Development Representative (SDR)

About Yonder

"It's as if Time Out, Amex and Monzo had a baby" - Will T, Yonder Member

We're building the financial membership of the future. One that works for how you live now. Not how your parents banked in the '90s.

Yonder combines credit and debit in one membership, designed to be fair, flexible, and actually enjoyable to use. No confusing terms. No dusty points system. Just rewards that actually feel rewarding - from bao to beer to a boarding pass.

We raised £23.4M in September 2024 to grow the team, launch even better rewards, and expand beyond the UK. If that sounds good to you, you'll probably like it here. 🎉

Role Overview

Founding SDR to be the engine of our partnerships pipeline. You'll be the person who finds the right brands, gets in the door, and books the meetings that turn into the partnerships our members love. This is a pure hunting role — your job is top-of-funnel, and you'll be brilliant at it.

You'll work closely with the Partnerships team, helping us figure out where the best opportunities are across verticals like dining, retail, fashion, beauty, and beyond.

Key Responsibilities

• Researching and identifying high-potential brand targets across Yonder's partner verticals — finding the right contact and the right angle
• Writing and testing outreach sequences (email, LinkedIn, cold call) that actually get replies — and iterating relentlessly on what works
• Booking qualified discovery calls for the Partnerships team, owning the handoff so nothing falls through the cracks
• Tracking your pipeline meticulously and sharing what you're seeing across verticals — your data helps us decide where to double down
• Experimenting with new channels, new messaging, and new ways to open doors — if you've got an idea, we want to hear it
• helping build and optimise our sales tech stack from the ground up — from CRM hygiene and sequencing tools (think Apollo, Outreach, or similar) to enrichment, tracking, and reporting
• Becoming a genuine expert in the brands we want to work with, understanding their priorities, their marketing challenges, and why Yonder is a no-brainer for them

What We're Looking For

• Is a natural hunter who genuinely loves sales. Not someone who tolerates it, or fell into it — someone who gets a genuine kick out of finding the right brand, crafting the right message, and turning a cold lead into a booked call. You've built pipelines from scratch, you know how to manage volume without losing quality, and you're looking for a place where that drive is matched and rewarded.
• Is resilient and keeps going when it's tough. You don't need external motivation to dust yourself off and go again. You set your own bar, and it's high.
• Sells from the heart, not a script. You believe in what you're selling, and it shows. You build real rapport with the brands you reach out to because you genuinely care about whether Yonder is right for them — not just whether they'll take the meeting.
• Owns their numbers. You know your conversion rates, you track what's working, and you don't wait to be asked. If something isn't landing, you diagnose it and change it.
• Writes brilliantly. Cold outreach lives or dies by the quality of the message. You know how to hook someone in two lines and make them want to reply.
• Backs their instincts but is hungry to keep learning. You're the kind of person who spots an opportunity and moves without waiting to be told. But you're equally comfortable being challenged, taking feedback on board, and evolving how you work.
• Has opinions on tooling. You've used sequencing tools, CRMs, and enrichment platforms before — and you know what separates a well-run outbound motion from a messy one. Bonus if you've helped set one up from scratch.
• Has some familiarity with restaurants, retailers or consumer brands — or is keen to develop it. A lot of the brands we work with sit at the intersection of dining and retail. Previous exposure to these sectors is a genuine advantage, but it's not a dealbreaker — if you've got strong instincts and a genuine curiosity for the space, we'd love to hear from you.
• Wants to grow fast. This is a Founding SDR role — meaning you'll have real visibility, real impact, and a clear path forward as Yonder scales. We're not looking for someone who wants to stay in one lane forever.
• Is a team player who makes the room better. Our team is the most important thing we have at Yonder. We want someone who shares what's working, brings energy, and lifts the people around them.

Working at Yonder

🏢 We’re office-first, remote-friendly

We’re based near Spitalfields Market by Liverpool Street Station, with a terrace, breakfast, coffee, dogs, and plenty of space to do your best work. We ask you to come into the office at least 3 days a week, with everyone coming in on Mondays.

🤍 We take a values-led approach

Our principles are incredibly important to us, so we recommend you check them out here: Our DNA

📚 We take development really seriously

We have a structured progression process, with fortnightly one-on-ones and quarterly peer perspectives. We also reflect and celebrate learnings and achievements at the end of each week.

What’s in It for Me?

• ✈️ 35 holidays (27 days annual leave + 8 days public leave)
• ⛷ 2x team-building offsites per year (1 in the UK, 1 abroad)
• ❤️‍🩹 Private healthcare with Bupa
• 🐣 Up to 12 weeks enhanced parental leave after 1 year with Yonder
• 🧠 Learning & training allowance (£750/year) for books, courses, etc
• 🍳 Regular team breakfasts and lunch
• ⛳️ Regular team events (mini-golf, escape room, cocktail making)
• 🚴 Cycle-to-work scheme
• ☕️ Fresh pour-over coffee made by our CEO

Interview Process

We take the candidate experience seriously and keep the process transparent and responsive. We aim to provide a decision within 24 hours where possible.

Stage 1 — Intro call (30 mins): Video call with Kirk (VP Partnerships) to learn about you and share more about us.

Stage 2 — Outreach task (take-home): Brief with brand targets; write outreach sequences to get them in the room. Assesses thinking, writing, and prioritization.

Stage 3 — Face-to-face interview (2 hours, in-person): Two 60-minute interviews — an Experience interview with the Partnerships team and a Values interview with two members of the wider team, based on Our DNA. Includes a 15-minute coffee break.

Stage 4: Reference check, ideally with a previous manager.

Stage 5 — Offer: If everyone is happy, an offer is made. We aim to provide a decision between stages within 24 hours where possible.

Additional Information

• 🌈 We know diverse teams build better products. If you’re from an under-represented community, we’d especially love to hear from you.
• 👉 If you don’t feel 100% qualified, please apply anyway. Attitude and growth potential are highly valued.
• We complete right-to-work and criminal background checks for compliance due to handling sensitive data.
• We also conduct reference checks, ideally with your most recent manager.
• The onboarding process typically takes 2–6 weeks once checks are complete.