One of the most common questions I get from B2B founders and sales leaders is whether they should hire a fractional BDR or bring someone on full-time. The honest answer is: it depends on your stage. But there is a clear framework for making this decision, and most companies get it wrong by defaulting to the full-time hire too early.
The Case for Fractional First
The fractional BDR model makes the most sense when one or more of the following is true:
You have not proven your outbound motion yet. If you do not know which ICP segment converts best, which messaging resonates, or which channels generate the most qualified meetings, hiring a full-time BDR means paying someone $70,000 to $90,000 per year to figure it out. A fractional BDR proves the motion faster and at lower cost, so when you do hire full-time, you have a working playbook.
You are between $500K and $3M ARR. At this stage, you likely cannot afford the full-time BDR overhead and you should not have to. A fractional BDR can generate the pipeline you need to grow to the next stage without the cash burn of a full-time employee.
You have experienced high BDR turnover. BDR turnover averages 35% per year in B2B. If you have cycled through one or two full-time BDRs without finding a playbook that works, the issue is probably the system, not the people. A fractional BDR fixes the system first.
Your pipeline needs are not yet at full-time volume. A full-time BDR can theoretically run 1,000 to 1,500 outbound touches per month. If you only have the TAM or the capacity to absorb 300 to 500 qualified conversations, you are paying for 3x the capacity you can use.
The Case for Full-Time
A full-time internal BDR hire makes sense when:
You have a proven playbook. If you already know exactly who to target, what to say, and which channels to use, a full-time BDR can execute the proven motion at scale. This is often the right next step after a successful fractional BDR engagement.
You need more than 40 hours per month of BDR work. A fractional BDR is typically scoped to 20 to 40 hours per month. If your pipeline needs require more than that, full-time headcount starts to make economic sense.
You are above $5M ARR and have stable pipeline needs. At this stage, you have the budget to absorb a full-time BDR salary and benefits, and your pipeline requirements are consistent enough to justify dedicated headcount.
You want someone building institutional knowledge long-term. A fractional BDR builds a system. A full-time BDR builds the system and then compounds on it month over month. If you are thinking about building a multi-person BDR team over the next 18 months, a full-time first hire is the right foundation.
The Hybrid Model
Many companies use both models at different stages. They start with a fractional BDR to prove the motion and build the playbook, then transition to a full-time BDR who runs the proven system. The fractional practitioner may stay in an advisory or part-time capacity to ensure the transition is smooth and to continue developing the strategic layer of the outbound operation.
This is often the lowest-risk path to a fully-staffed BDR function because you are hiring someone to execute a working system rather than build one from scratch. For a conversation about which model fits your current stage, book a strategy call or visit the fractional BDR page.