The SDR role should be for a college graduate or someone with 1-2 years of experience. ADSK is unfortunately apprehensive to hire young people (without a referral) as it is a bit of an 'older' company/workforce. Therefore, they bring in people that have too much experience doing a call-center type job and get bored quickly.
There is no upward mobility, pay raises, or varying responsibilities in the SDR role. They are limited by pay grade to actually move you anywhere so they give you the 'lateral movement' and 'create your own opportunities' speech. The problem with the lateral movement is that no one wants to put in 1.5-2 years as an SDR then move onto another product-line and be an SDR again. Also, they have made a culture of hiring from the outside so it's difficult to make a lateral movement anyway or create your own opportunity. During the hiring process, HR and a manager will say you can move into sales ops or marketing, etc. That is just not the case (until they bring those teams locally which is still never clear if they will).
Low-level and mid-level managers were very weak. They, for one, have no time with their teams because they sit in meetings all day. So the aspect of coaching, mentoring, etc was hardly ever present. They also do not have the authority to make quick decisions which hampered the teams.
Their was hardly help with career development like working on other projects, etc. Some people were able to do this, but for the most part your job is to just 'call' day-in and day-out. Also, as of right now, management expects the SDR to be a burnout role due to the huge gap required in pay and experience to move elsewhere in the company. They do not say that publicly, but no one seemed surprised when we had ~10 SDR's leave in under 2 months due to the fact that you can't move into an account executive role like typical SDR organizations offer.
