How to Use This Guide

1. Familiarize yourself with the guide: Read through the entire guide before starting the interview process. Understand the structure, questions, and evaluation criteria for each stage.
2. Prepare for each interview: Before each interview, review the specific section of the guide you’ll be using. Familiarize yourself with the questions, guidance, and scorecard.
3. Conduct structured interviews: Follow the guide closely during interviews. Ask all candidates the same questions in the same order to ensure fairness and comparability.
4. Use follow-up questions: While the guide provides specific questions, use the suggested follow-up questions to probe deeper and gather more detailed information.
5. Complete scorecards: After each interview, fill out the scorecard provided. Be as objective as possible, basing your ratings on the candidate’s responses and behaviors.
6. Conduct the work sample: Follow the instructions for administering and evaluating the work sample exercise. This provides valuable insight into the candidate’s skills and approach to the role.
7. Hold a debrief meeting: Use the debrief meeting guide to facilitate a discussion among all interviewers. This helps synthesize information and reach a collective decision.
8. Perform reference checks: If moving forward with a candidate, use the reference check guide to gather additional insights from the candidate’s prior colleagues.
9. Make an informed decision: Use all the information gathered through interviews, the work sample, debrief meeting, and reference checks to make a final hiring decision.

Remember, this guide is a tool to assist in the hiring process. While it provides structure and consistency, it’s important to also trust your judgment and consider factors unique to your organization and the specific role.

For additional interview questions or alternative approaches, refer to the links provided throughout the guide. These resources can help you tailor the interview process to your specific needs while maintaining the integrity of the structured approach.

By following this guide, you’ll be well-equipped to identify the best candidate for your Channels and Partners Business Development Director role, ensuring a fair and thorough evaluation process.

Job Description

🎯 Role Overview

We’re seeking a dynamic Channels and Partners Business Development Manager to lead our partner ecosystem growth and management. This role is crucial for expanding our go-to-market strategy and driving revenue through strategic partnerships.

🔑 Key Responsibilities

• Lead partner recruitment and relationship management
• Translate partnership strategy into actionable recruiting processes
• Enhance [Company]'s go-to-market ecosystem to support revenue growth
• Define and negotiate optimal commercial and legal models for partnerships
• Maintain strong, positive relationships with partners to ensure mutual success

💼 What You’ll Do

1. Develop and execute partner recruitment strategies
2. Manage ongoing corporate relationships with various partner types
3. Lead negotiation processes for partnership agreements
4. Collaborate with internal teams to align partnership efforts with company goals
5. Monitor partner performance and provide support to foster long-term relationships

🌟 What Success Looks Like

• Increase partner-driven revenue by [X]% within the first year
• new strategic partners quarterly
• Achieve [X]% partner satisfaction rate
• Implement a streamlined partner management process

📊 Qualifications

Must-Have

• Proven experience in partner management, including recruitment and relationship building
• Strong understanding of various partner types and business models
• Excellent negotiation and communication skills
• Ability to work effectively in a matrix organization
• Demonstrated success in driving revenue through partnerships

Nice-to-Have

• Experience in the banking/financial industry
• Legal or financial background
• Familiarity with [Industry-specific] software partnerships

💪 Core Competencies

1. Strategic Thinking
2. Relationship Building
3. Business Acumen
4. Adaptability
5. Results Orientation

📍 Location & Travel

[Location - Remote/Hybrid/Office]
Some travel may be required for partner meetings and events

💰 Compensation

[Salary Range]
[Benefits Package]

Ideal Candidate Profile (internal)

Role Overview

This position requires a strategic thinker who can balance high-level partnership strategy with hands-on execution. The ideal candidate should be comfortable working with senior stakeholders both internally and externally while driving tangible business results.

Essential Behavioral Competencies

1. Strategic Partnership Development
2. Negotiation and Influencing
3. Cross-functional Collaboration
4. Business Analysis and Problem-Solving
5. Adaptability and Learning Agility

Example Goals for Role

1. Increase partner-sourced revenue by 30% year-over-year
2. Onboard 5 new strategic partners per quarter
3. Achieve 90% partner satisfaction rate in annual survey
4. Implement a partner scoring system to objectively evaluate partnership value
5. Reduce time-to-productivity for new partners by 25%

Ideal Candidate Profile

• Proven track record of building and managing successful partner ecosystems
• Strong business acumen with the ability to align partnerships to company objectives
• Natural relationship-builder with excellent interpersonal skills
• Analytical mindset for evaluating partnership opportunities and performance
• Adaptable and comfortable working in a fast-paced, evolving environment
• Located in [location] or willing to relocate
• [Industry-specific requirements]
• [Company culture fit elements]

‍

📋 Interview Guides: Channels and Partners Business Development Manager

‍

🔍 Screening Interview

Directions for the Interviewer

This initial screening is crucial for quickly assessing if a candidate should move forward. Focus on work eligibility, cultural fit, performance history, and key skills. Getting details on past performance early is essential. Ask all candidates the same questions to ensure fair comparisons.

Directions to Share with Candidate

“I’ll be asking you some initial questions about your background and experience to determine fit for our Channels and Partners Business Development Director role. Please provide concise but thorough answers. Do you have any questions before we begin?”

Interview Questions

1. Are you legally authorized to work in [country] without sponsorship?

Guidance for Interviewer:
Areas to Cover:

• Confirm work eligibility status
• Any visa or work permit requirements

Possible Follow-up Questions:

• When does your current work authorization expire?
• Are there any restrictions on your ability to work?

2. Tell me about your most recent role in partner management. What were your key responsibilities and achievements?

Guidance for Interviewer:
Areas to Cover:

• Relevance of past experience
• Scope of partnerships managed
• Key performance indicators

Possible Follow-up Questions:

• How many partners did you manage?
• What was the total revenue generated through these partnerships?
• Can you provide an example of a particularly successful partnership you developed?

3. What interests you most about this Channels and Partners Business Development Director role at our company?

Guidance for Interviewer:
Areas to Cover:

• Knowledge of company/industry
• Alignment with role expectations
• Career motivations

Possible Follow-up Questions:

• What do you know about our current partner ecosystem?
• How does this role fit into your long-term career goals?
• What excites you most about developing strategic partnerships?

4. Walk me through your process for identifying and recruiting new strategic partners.

Guidance for Interviewer:
Areas to Cover:

• Strategic approach to partner recruitment
• Research and evaluation methods
• Outreach and engagement tactics

Possible Follow-up Questions:

• How do you prioritize potential partners?
• What tools or resources do you use in your research process?
• How do you tailor your approach for different types of partners?

5. Tell me about a time when you successfully negotiated a complex partnership agreement. What was your approach?

Guidance for Interviewer:
Areas to Cover:

• Negotiation strategy
• Stakeholder management
• Outcome and impact

Possible Follow-up Questions:

• What were the main challenges you faced during the negotiation?
• How did you align the agreement with your company’s objectives?
• What lessons did you learn from this experience?

6. How do you stay current on industry trends and continuously improve your partnership development skills?

Guidance for Interviewer:
Areas to Cover:

• Learning agility
• Industry knowledge
• Professional development initiatives

Possible Follow-up Questions:

• What industry publications or resources do you find most valuable?
• Have you attended any recent conferences or training sessions?
• How do you apply new learnings to your partnership strategies?

7. What questions do you have about the role or our company?

Guidance for Interviewer:
Areas to Cover:

• Depth of candidate research
• Genuine interest in role
• Thoughtfulness of questions

Possible Follow-up Questions:

• What excites you most about potentially joining our team?
• Is there anything that gives you hesitation about the role?

Interview Scorecard

Work Eligibility

• 0: Not Enough Information Gathered to Evaluate
• 1: Not eligible to work without sponsorship
• 2: Eligible with significant restrictions
• 3: Eligible with minor restrictions
• 4: Fully eligible without restrictions

Relevant Partner Management Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: No relevant partner management experience
• 2: Some partner management experience but in unrelated industry
• 3: 3-5 years of relevant partner management experience
• 4: 5+ years of highly relevant partner management experience with demonstrated success

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Unable to articulate strategic approach to partnerships
• 2: Basic understanding of partnership strategy
• 3: Clear, structured approach to strategic partnerships
• 4: Highly sophisticated, innovative partnership strategies

Negotiation Skills

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited negotiation experience or skills
• 2: Basic negotiation skills with some success
• 3: Strong negotiation skills with proven results
• 4: Expert negotiator with track record of securing complex, high-value partnerships

Cultural Fit

• 0: Not Enough Information Gathered to Evaluate
• 1: Poor alignment with company values and culture
• 2: Some misalignment with company values and culture
• 3: Good alignment with company values and culture
• 4: Excellent alignment and enthusiasm for company culture

Learning Agility

• 0: Not Enough Information Gathered to Evaluate
• 1: No evidence of continuous learning
• 2: Some effort towards skill development
• 3: Consistent focus on improvement and industry knowledge
• 4: Passionate self-learner with innovative approaches to development

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

💼 Work Sample: Partnership Strategy Presentation

Directions for the Interviewer

This work sample assesses the candidate’s ability to develop and present a strategic partnership plan. Provide the candidate with background information on your company, current partner ecosystem, and business objectives. Evaluate their strategic thinking, presentation skills, and ability to align partnerships with company goals.

Best practices:

• Give the candidate 2-3 days to prepare the presentation
• Limit the presentation to 20-30 minutes, followed by 15-20 minutes of Q&A
• Involve key stakeholders in the audience (e.g., Sales leadership, Product team)
• Take notes on specific strategies, potential partner suggestions, and overall approach
• Provide a brief opportunity for the candidate to self-reflect after the exercise

Directions to Share with Candidate

"For this exercise, you’ll develop and present a strategic partnership plan for our company. We’ll provide you with background information on our current partner ecosystem and business objectives. Your presentation should include:

1. An analysis of our current partner ecosystem
2. Recommendations for new strategic partnerships
3. A high-level plan for recruiting and onboarding these partners
4. Potential challenges and mitigation strategies
5. Expected impact on revenue and other key metrics

You’ll have 20-30 minutes to present, followed by 15-20 minutes of Q&A. Please send your presentation 24 hours before the scheduled time. Do you have any questions?"

Provide the candidate with:

• Brief overview of your company and product/service
• Current partner ecosystem overview
• Key business objectives and growth targets
• Any other relevant background information

Interview Scorecard

Strategic Analysis

• 0: Not Enough Information Gathered to Evaluate
• 1: Superficial analysis lacking insight
• 2: Basic analysis with some relevant insights
• 3: Thorough analysis with valuable insights
• 4: Exceptional analysis revealing unique opportunities

Partnership Recommendations

• 0: Not Enough Information Gathered to Evaluate
• 1: Recommendations lack strategic value or alignment
• 2: Some valuable recommendations, but limited in scope
• 3: Strong, well-aligned recommendations with clear potential
• 4: Innovative, high-impact recommendations exceeding expectations

Recruitment and Onboarding Plan

• 0: Not Enough Information Gathered to Evaluate
• 1: Vague or unrealistic plan
• 2: Basic plan lacking detail
• 3: Comprehensive, actionable plan
• 4: Exceptional plan with innovative approaches

Risk Assessment and Mitigation

• 0: Not Enough Information Gathered to Evaluate
• 1: Fails to identify key risks
• 2: Identifies some risks but weak mitigation strategies
• 3: Comprehensive risk assessment with solid mitigation strategies
• 4: Insightful risk analysis with innovative mitigation approaches

Impact Projections

• 0: Not Enough Information Gathered to Evaluate
• 1: Unrealistic or unsupported projections
• 2: Basic projections with limited justification
• 3: Well-reasoned projections aligned with company goals
• 4: Compelling projections with detailed supporting analysis

Presentation Skills

• 0: Not Enough Information Gathered to Evaluate
• 1: Poor communication and organization
• 2: Adequate presentation but room for improvement
• 3: Clear, engaging presentation
• 4: Exceptional presentation demonstrating executive presence

Goal: Increase partner-sourced revenue by 30% year-over-year

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Onboard 5 new strategic partners per quarter

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Achieve 90% partner satisfaction rate in annual survey

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Implement a partner scoring system to objectively evaluate partnership value

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Reduce time-to-productivity for new partners by 25%

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

👔 Hiring Manager Interview

Directions for the Interviewer

This interview focuses on the candidate’s relevant work history and performance. Ask the following questions for each relevant previous role, adapting as needed for time and the number of relevant roles. Ask all questions on the most recent or most relevant role. Probe for specific examples and quantifiable results. Pay attention to the progression of responsibilities and achievements across roles.

Directions to Share with Candidate

“I’d like to discuss your relevant work experience in more detail. We’ll go through each of your previous roles, focusing on your responsibilities, achievements, and lessons learned. Please provide specific examples and metrics where possible.”

Interview Questions

1. What were your main responsibilities in managing partnerships in this role?

Guidance for Interviewer:
Areas to Cover:

• Scope of partnerships managed
• Partner recruitment and onboarding processes
• Performance management and support strategies

Possible Follow-up Questions:

• How did your responsibilities evolve over time?
• What was the most challenging aspect of managing these partnerships?
• How did this role prepare you for your next career step?

2. What were your key performance metrics for partnership management, and how did you perform against them?

Guidance for Interviewer:
Areas to Cover:

• Specific revenue targets
• Partner satisfaction metrics
• New partner acquisition goals

Possible Follow-up Questions:

• What strategies did you use to consistently meet/exceed your targets?
• How did you recover from any periods of underperformance?
• What tools or resources were most helpful in tracking and improving your performance?

3. Tell me about your most significant partnership achievement in this role.

Guidance for Interviewer:
Areas to Cover:

• Partnership size and strategic importance
• Negotiation process and challenges
• Impact on company revenue and growth

Possible Follow-up Questions:

• What was your specific role in securing this partnership?
• How did you navigate any obstacles or competition?
• What lessons from this achievement have you applied to subsequent partnerships?

4. Describe a time when a partnership didn’t work out as planned. What happened and what did you learn?

Guidance for Interviewer:
Areas to Cover:

• Ability to self-reflect
• Lessons learned and applied
• Resilience and adaptability

Possible Follow-up Questions:

• How did you handle the situation with the partner and internal stakeholders?
• What specific changes did you make to your approach after this experience?
• How have you used this experience to improve your partnership strategies?

Interview Scorecard

Relevant Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited relevant partnership management experience
• 2: Some relevant experience but gaps in key areas
• 3: Strong relevant experience aligned with role requirements
• 4: Extensive highly relevant experience exceeding role requirements

Performance History

• 0: Not Enough Information Gathered to Evaluate
• 1: Consistently underperformed against partnership targets
• 2: Occasionally met targets with inconsistent performance
• 3: Consistently met or exceeded partnership targets
• 4: Consistently top performer, significantly exceeding partnership goals

Partnership Complexity

• 0: Not Enough Information Gathered to Evaluate
• 1: Primarily managed simple, transactional partnerships
• 2: Some experience with moderately complex partnerships
• 3: Proven success with complex, strategic partnerships
• 4: Exceptional track record with high-value, transformational partnerships

Learning and Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to adapt or learn from partnership experiences
• 2: Shows some ability to learn and adapt partnership strategies
• 3: Demonstrates good self-awareness and applies lessons learned to improve partnerships
• 4: Highly self-aware with clear examples of continuous improvement in partnership management

Goal: Increase partner-sourced revenue by 30% year-over-year

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Onboard 5 new strategic partners per quarter

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Achieve 90% partner satisfaction rate in annual survey

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Implement a partner scoring system to objectively evaluate partnership value

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Reduce time-to-productivity for new partners by 25%

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

🧠 Behavioral Competency Interview

Directions for the Interviewer

This interview assesses the candidate’s behavioral competencies critical for success in the Channels and Partners Business Development Director role. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

Directions to Share with Candidate

“I’ll be asking you about specific experiences from your past that relate to key competencies for this role. Please provide detailed examples, including the situation, your actions, the outcomes, and what you learned. Take a moment to think before answering if needed.”

Interview Questions

1. Tell me about a time when you had to adapt your partnership strategy due to unexpected market changes or shifts in company priorities. (Adaptability, Strategic Thinking)

Guidance for Interviewer:
Areas to Cover:

• Nature of the change and its impact
• Process for reassessing the partnership strategy
• Specific adjustments made to the strategy
• Outcome and lessons learned

Possible Follow-up Questions:

• How did you communicate the change in strategy to partners and internal stakeholders?
• What resources or support did you leverage to adapt quickly?
• How has this experience influenced your approach to partnership strategy development?

2. Describe a situation where you had to build relationships with multiple stakeholders across partner organizations and internally to drive a complex partnership forward. (Relationship Building, Strategic Partnership Development)

Guidance for Interviewer:
Areas to Cover:

• Mapping of stakeholders and their interests
• Strategies for engaging different personas
• Handling conflicting priorities or objectives
• Ultimate outcome of the partnership

Possible Follow-up Questions:

• How did you identify and engage with the key decision-makers?
• What tools or techniques did you use to track stakeholder interactions?
• How did you tailor your communication for different stakeholders?

3. Give me an example of how you’ve used data or market insights to identify a new partnership opportunity or expand an existing partnership. (Business Acumen, Strategic Thinking)

Guidance for Interviewer:
Areas to Cover:

• Sources of data or insights used
• Analysis process
• How insights were translated into action
• Results achieved

Possible Follow-up Questions:

• How do you stay informed about industry trends and potential partnership opportunities?
• What tools or resources do you find most valuable for gathering insights?
• How have you shared your approach with teammates or mentored others in this area?

Interview Scorecard

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to adapt partnership strategies to changing circumstances
• 2: Can adapt partnership approaches when given clear direction
• 3: Proactively adjusts partnership strategies based on new information
• 4: Thrives in dynamic environments, driving positive change in partnerships

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Focuses solely on tactical execution of partnerships
• 2: Demonstrates basic strategic planning for partnerships
• 3: Develops comprehensive, effective partnership strategies
• 4: Creates innovative, market-leading strategic approaches to partnerships

Relationship Building

• 0: Not Enough Information Gathered to Evaluate
• 1: Difficulty forming strong relationships with partners
• 2: Builds adequate relationships with some partner stakeholders
• 3: Consistently develops strong, multi-level relationships with partners
• 4: Masterfully cultivates deep, lasting partnerships across organizations

Business Acumen

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited understanding of business implications of partnerships
• 2: Basic grasp of how partnerships impact business outcomes
• 3: Strong ability to align partnerships with business objectives
• 4: Exceptional business insight, driving significant value through partnerships

Strategic Partnership Development

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to develop strategic partnerships
• 2: Can form basic strategic partnerships with guidance
• 3: Consistently develops valuable strategic partnerships
• 4: Exceptional at identifying and nurturing high-impact strategic partnerships

Goal: Increase partner-sourced revenue by 30% year-over-year

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Onboard 5 new strategic partners per quarter

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Achieve 90% partner satisfaction rate in annual survey

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Implement a partner scoring system to objectively evaluate partnership value

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Reduce time-to-productivity for new partners by 25%

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

🚀 Skip Level Behavioral Interview

Directions for the Interviewer

This interview further assesses the candidate’s behavioral competencies from a different perspective. Ask all candidates the same questions, probing for specific examples and details about the situation, actions taken, results achieved, and lessons learned. Avoid hypothetical scenarios and focus on past experiences.

Directions to Share with Candidate

“I’ll be asking you about specific experiences from your past that relate to key competencies for this role. Please provide detailed examples, including the situation, your actions, the outcomes, and what you learned. Take a moment to think before answering if needed.”

Interview Questions

1. Tell me about a time when you had to persuade a skeptical executive, either internally or at a partner organization, to consider a new partnership approach. How did you handle this challenge? (Negotiation and Influencing, Business Acumen)

Guidance for Interviewer:
Areas to Cover:

• Initial objections or skepticism
• Research and preparation
• Tailoring of message and approach
• Outcome and follow-up

Possible Follow-up Questions:

• How did you identify the executive’s key priorities and concerns?
• What resources or evidence did you leverage to build your case?
• How has this experience shaped your approach to executive-level partnership discussions?

2. Describe a situation where you had to balance the needs of multiple partners or partnership initiatives simultaneously. How did you manage your priorities and resources? (Cross-functional Collaboration, Organization and Planning)

Guidance for Interviewer:
Areas to Cover:

• Scope and complexity of competing priorities
• Strategies for resource allocation and time management
• Communication with partners and internal stakeholders
• Results achieved across multiple partnerships

Possible Follow-up Questions:

• What tools or systems do you use to stay organized when managing multiple partnerships?
• How do you decide when to delegate or seek support in partnership management?
• Can you give an example of a time when you had to make a difficult prioritization decision between partners?

3. Give me an example of how you’ve contributed to improving your organization’s overall partnership strategy or processes. (Strategic Thinking, Business Analysis and Problem-Solving)

Guidance for Interviewer:
Areas to Cover:

• Identification of improvement opportunity
• Development of solution or new approach
• Implementation and change management
• Measurable impact on partnership performance

Possible Follow-up Questions:

• How did you gain buy-in from leadership and team members for your improvement idea?
• What challenges did you encounter during implementation and how did you overcome them?
• How have you continued to iterate on this improvement over time?

Interview Scorecard

Negotiation and Influencing

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to persuade or influence stakeholders
• 2: Can influence others in straightforward partnership situations
• 3: Consistently persuades and gains buy-in from partners and internal stakeholders
• 4: Masterfully influences at all levels, driving consensus and action in complex partnership scenarios

Business Acumen

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited understanding of business implications of partnerships
• 2: Basic grasp of how partnerships impact business outcomes
• 3: Strong ability to align partnerships with business objectives
• 4: Exceptional business insight, driving significant value through strategic partnerships

Cross-functional Collaboration

• 0: Not Enough Information Gathered to Evaluate
• 1: Difficulty working effectively across functions
• 2: Collaborates adequately with some functions
• 3: Consistently collaborates well across all relevant functions
• 4: Exceptional at fostering cross-functional collaboration, driving partnership success

Organization and Planning

• 0: Not Enough Information Gathered to Evaluate
• 1: Often disorganized or reactive in partnership management
• 2: Basic organization with some proactive planning for partnerships
• 3: Well-organized with effective prioritization and planning of partnership initiatives
• 4: Exceptionally organized, optimizing processes for maximum partnership efficiency

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Focuses primarily on short-term, tactical partnership execution
• 2: Demonstrates some longer-term planning for partnerships
• 3: Develops comprehensive strategies aligned with business goals
• 4: Creates innovative, market-leading strategic approaches to partnerships

Goal: Increase partner-sourced revenue by 30% year-over-year

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Onboard 5 new strategic partners per quarter

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Achieve 90% partner satisfaction rate in annual survey

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Implement a partner scoring system to objectively evaluate partnership value

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Goal: Reduce time-to-productivity for new partners by 25%

• 0: Not Enough Information Gathered to Evaluate
• 1: Unlikely to Achieve Goal
• 2: Likely to Partially Achieve Goal
• 3: Likely to Achieve Goal
• 4: Likely to Exceed Goal

Overall Recommendation

• 1: Strong No Hire
• 2: No Hire
• 3: Hire
• 4: Strong Hire

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Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the Channels and Partners Business Development Director role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or the leadership’s opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they’ve learned.

Questions for the Debrief Meeting

1. Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

2. Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

3. How well does the candidate’s experience align with our partnership ecosystem and growth goals?

Guidance: Discuss how the candidate’s past performance in partner management roles relates to our specific partnership needs and revenue targets.

4. Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

5. Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

6. If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

7. What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager’s decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

When conducting reference checks for the Channels and Partners Business Development Director role, follow these guidelines:

1. Ask the candidate to provide 3-5 references, including at least two former managers and one peer or direct report.
2. Request that the candidate make initial contact with the references to inform them you’ll be reaching out.
3. Prepare for the call by reviewing the candidate’s resume and interview notes.
4. Introduce yourself and explain the purpose of the call.
5. Verify the reference’s relationship to the candidate and duration of their working relationship.
6. Ask open-ended questions and listen carefully, probing for specific examples and details.
7. Take detailed notes during the conversation.
8. Thank the reference for their time and insights.

Questions for Reference Checks

1. In what capacity did you work with [Candidate Name], and for how long?

Guidance: Establish the context of the working relationship and the reference’s ability to provide relevant insights.

Potential follow-up: How closely did you work together on partnership-related projects?

2. How would you describe [Candidate Name]'s ability to develop and manage strategic partnerships?

Guidance: Look for specific examples of successful partnerships and the candidate’s role in their development.

Potential follow-up: Can you provide an example of a particularly successful partnership they led?

3. On a scale of 1-10, how likely would you be to hire [Candidate Name] for a similar role if you had the opportunity? Why?

Guidance: This question often reveals more nuanced opinions about the candidate’s performance and fit.

Potential follow-up: What would make you rate them higher?

4. How would you describe [Candidate Name]'s approach to negotiating complex partnership agreements?

Guidance: Look for evidence of strong negotiation skills and the ability to balance multiple stakeholder needs.

Potential follow-up: Can you share an example of a particularly challenging negotiation they handled well?

5. What areas of improvement or development did you identify for [Candidate Name] related to partnership management?

Guidance: This question can reveal potential weaknesses or growth areas for the candidate.

Potential follow-up: How did they respond to feedback in these areas?

6. How would you describe [Candidate Name]'s ability to collaborate with cross-functional teams to drive partnership success?

Guidance: Assess the candidate’s skills in working across departments and managing internal stakeholders.

Potential follow-up: Can you provide an example of how they effectively managed a cross-functional project?

7. Is there anything else you think we should know about [Candidate Name] as we consider them for this role?

Guidance: This open-ended question can often reveal valuable insights not covered by previous questions.

Potential follow-up: Would you have any hesitations about hiring them for this role?

Reference Check Scorecard

Partnership Development and Management Skills

• 0: Not Enough Information Gathered to Evaluate
• 1: Below Expectations - Limited success in developing partnerships
• 2: Partially Meets Expectations - Some success, but inconsistent results
• 3: Meets Expectations - Consistently develops and manages successful partnerships
• 4: Exceeds Expectations - Exceptional track record of high-impact partnerships

Negotiation and Stakeholder Management

• 0: Not Enough Information Gathered to Evaluate
• 1: Below Expectations - Struggles with complex negotiations
• 2: Partially Meets Expectations - Can handle basic negotiations but challenges with complex scenarios
• 3: Meets Expectations - Effectively negotiates and manages stakeholders in most situations
• 4: Exceeds Expectations - Master negotiator, consistently achieves win-win outcomes

Cross-functional Collaboration

• 0: Not Enough Information Gathered to Evaluate
• 1: Below Expectations - Difficulty working across departments
• 2: Partially Meets Expectations - Collaborates adequately but room for improvement
• 3: Meets Expectations - Works well with all departments to drive partnership success
• 4: Exceeds Expectations - Exceptional at fostering cross-functional collaboration

Strategic Thinking and Business Acumen

• 0: Not Enough Information Gathered to Evaluate
• 1: Below Expectations - Focuses mainly on tactical execution
• 2: Partially Meets Expectations - Shows some strategic thinking but inconsistent
• 3: Meets Expectations - Demonstrates strong strategic thinking and business understanding
• 4: Exceeds Expectations - Visionary thinker who consistently aligns partnerships with business goals

Leadership and Team Management

• 0: Not Enough Information Gathered to Evaluate
• 1: Below Expectations - Struggles to lead or motivate teams
• 2: Partially Meets Expectations - Adequate leadership skills but room for growth
• 3: Meets Expectations - Effective leader who develops and motivates team members
• 4: Exceeds Expectations - Inspirational leader who consistently drives high team performance

Overall Recommendation from Reference

• 0: Not Enough Information Gathered to Evaluate
• 1: Does Not Recommend
• 2: Recommends with Reservations
• 3: Recommends
• 4: Strongly Recommends

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FAQ

What is the purpose of this interview guide?

This interview guide provides a structured approach for evaluating candidates for the Channels and Partners Business Development Director role. It aims to help hiring teams conduct thorough, consistent interviews and make informed hiring decisions.

How should I prepare to use this guide?

Familiarize yourself with the entire guide before starting the interview process. Review the job description, key competencies, and goals for the role. For each interview, carefully read through the specific section you’ll be using, including questions, guidance, and scorecard criteria.

Should I ask every question in the guide?

Yes, it’s important to ask all candidates the same core questions in the same order to ensure fairness and comparability. However, you should use the suggested follow-up questions to probe deeper based on candidates’ initial responses.

How do I use the scorecards effectively?

After each interview, complete the provided scorecard as objectively as possible. Base your ratings on specific examples and behaviors from the candidate’s responses rather than general impressions. Be sure to provide comments to justify your scores.

What if a candidate doesn’t have direct experience in partner management?

Focus on transferable skills and experiences that demonstrate the key competencies required for the role. Use behavioral questions to assess how they’ve handled similar challenges in different contexts.

How should I approach the work sample exercise?

Provide clear instructions and sufficient background information to the candidate. During the presentation, focus on their strategic thinking, presentation skills, and ability to align partnerships with business goals. Use the scorecard to evaluate specific aspects of their performance.

What if I’m unsure about a candidate after the interviews?

Discuss your concerns during the debrief meeting with other interviewers. If needed, consider conducting additional reference checks or requesting clarification from the candidate on specific points.

How can I ensure I’m being objective in my evaluations?

Stick to the structured interview format, use the scorecards consistently, and base your assessments on specific examples rather than gut feelings. Be aware of potential biases and focus on how well the candidate meets the defined criteria for the role.

What if I want to modify the interview questions or process?

While consistency is important, you can adapt the guide to better fit your organization’s needs. However, ensure any changes are applied consistently for all candidates. Consider using the provided links for alternative question ideas that align with the key competencies.

How do I use the reference check section effectively?

Follow the provided guidelines for selecting references and conducting the checks. Use the suggested questions as a starting point, but be prepared to ask follow-up questions based on the reference’s responses. Use the scorecard to assess the overall strength of the reference.

For additional guidance on conducting effective interviews and evaluating candidates, you may find these resources helpful:

• How to Conduct a Job Interview
• The Science of Sales Hiring: The Structured Interviewing Difference
• Why You Should Use Structured Interviews When Hiring

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