01Overview 02About 03Challenge 04Solution 05Results

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002 / 008 After

Qualified meetings booked by a three-person SDR team in one quarter.

254

48 → 82 → 124 · climbing every month

SDR-related cost versus a comparable U.S. in-house build

−65%

SDRs placed, including a dedicated team lead

3team

Hiring overhead, HR burden, and compliance complexity

0extra

IndustryDigital Health

HQUnited States

Year2025–2026

002 / 008 Before

A digital health platform watched enterprise demand outpace their sales capacity, until three SDRs gave them a top-of-funnel advantage they couldn't build in-house.

I can't say enough great things about our partnership with Outsorcy. Their hiring process, expertise, and support allowed for very expedited ramp timescales.

Jim Gallic

Chief Growth Officer, Wondr Health

SDR Sales Development Digital Health Enterprise Outbound

02 / 05About the Company

A science-backed wellness platform built on behavior change, scaling into enterprise accounts.

Wondr Health is a U.S.-based digital health and wellness platform focused on sustainable behavior change through science-backed programs and coaching. Their solutions support both individuals and enterprise organizations looking to improve long-term health outcomes.

As their enterprise client base grew, so did inbound signal, and the sales development function became the bottleneck. Every new enterprise opportunity required outbound coverage that the existing team simply couldn't provide without sacrificing quality, consistency, or speed.

Sector

Digital Health

Market

Enterprise

United States

Function hired

SDR team

03 / 05The Challenge

Enterprise demand was accelerating. The team building it wasn't.

Wondr Health's Chief Growth Officer, Jim Gallic, needed an SDR team that could stand up fast, without sacrificing the quality and consistency that enterprise sales demands. The domestic hiring path was too slow and too expensive for the pace of growth they needed to sustain.

Previous attempts to scale the team through traditional recruitment had added overhead without adding output. The goal was clear: move fast, stay aligned, and perform at a high level, across outreach quality, activity volume, and pipeline reporting.

Wondr also needed more than just bodies. They needed SDRs who could integrate smoothly with the U.S. team, adopt the company's messaging framework, and operate without a management layer dedicated to babysitting them.

Top-of-funnel demand with no team to cover it

Expanding enterprise clients created outbound demand the existing sales org couldn't absorb without degrading quality elsewhere.

Speed without sacrificing quality or culture

A fast hire that didn't fit the culture or couldn't match U.S. outreach standards would have been worse than no hire at all.

Maintaining consistency in reporting and performance

Wondr needed reliable visibility into activity and pipeline contribution, not a team that worked in a black box and checked in weekly.

Scaling without adding recruitment or HR overhead

Every dollar spent on hiring infrastructure was a dollar not spent on pipeline. Wondr needed a model that removed that drag entirely.

They've allowed us to scale our top-of-funnel efforts efficiently, giving us an advantage in-market that we simply couldn't have built on our own timeline.

Jim Gallic

Chief Growth Officer · Wondr Health

04 / 05The Solution

A dedicated SDR team: sourced, vetted, onboarded, and embedded into Wondr's sales org without friction.

Phase 01 · SDR Team Build

Three reps who could run from day one, not after a six-week trial period.

Outsorcy built the SDR team alongside Wondr's sales leadership, starting with a clear picture of what "good" looked like inside Wondr's enterprise motion. From there, we sourced against three filters: outbound execution, remote-first collaboration habits, and U.S. business-hour availability.

We placed one SDR Team Lead to maintain quality and coaching continuity, and two SDRs focused on outreach and qualification. Outsorcy handled all sourcing, vetting, interviewing, onboarding, HR, payroll, and compliance. Wondr retained full ownership of messaging, strategy, and day-to-day execution. The ramp was expedited, and the output from day one matched the brief.

Meet the three SDRs on this account →

SDR team placed3 hires

01SDR Team Lead / coaching & qualityLive

02SDR / outbound & qualificationLive

03SDR / outbound & qualificationLive

05 / 05The Results

Consistent pipeline. Seamless integration. A top-of-funnel function that doesn't need babysitting.

Meetings booked, Q1254

SDRs placed3

Cost vs. U.S. in-house−65%

Hiring overhead addedNone

Result01 / 04

254

The monthly count climbed all quarter, rather than front-loading at ramp and then flattening.

A top-of-funnel engine that got stronger every month, not one that plateaued after ramp.

In one quarter, the SDR team booked 254 qualified meetings for Wondr Health's enterprise motion, and the trend pointed up the whole way through: 48 in the first month, 82 in the second, and 124 in the third.

The output compounded as the team settled into Wondr's messaging and cadences, rather than levelling off once onboarding wrapped. The ramp was fast, and it kept climbing.

Result02 / 04

−65%

SDR-related cost reduced versus a comparable U.S. in-house team, without trading away output quality.

That pipeline came in well under what a domestic build would have cost, at the same caliber.

Wondr Health's enterprise growth motion needed sales development capacity, not a budget line item that couldn't justify itself. By placing three SDRs through Outsorcy, they reduced SDR-related costs by 65% versus a comparable U.S. in-house setup.

The output matched U.S. benchmarks across activity volume, meeting generation, and outreach quality.

Result03 / 04

SDRs embedded into Wondr's existing sales org: no additional management layer, no separate tooling.

An SDR team that integrated cleanly into existing workflows, cadences, and culture.

The offshore SDRs embedded into Wondr's existing sales organization from day one. Daily collaboration with U.S. leadership happened without friction. The team adopted Wondr's messaging framework, used their CRM, and joined the same standups as the in-house team.

Jim Gallic's team retained full ownership of strategy and execution. Outsorcy handled everything else.

Result04 / 04

0drag

Zero additional recruitment overhead, HR complexity, or compliance burden added to the internal team.

A growth model with no extra layers: no long hiring process, no guessing on fit, no management overhead.

Outsorcy managed sourcing, vetting, onboarding, HR, payroll, and compliance end-to-end. Wondr's internal team didn't add a single operational step to their process to absorb three new SDRs.

The result was a top-of-funnel function that could grow without adding administrative load.

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