Interview Guide for

Deal Desk Analyst

This comprehensive interview guide equips hiring teams with a structured framework for evaluating Deal Desk Analyst candidates. By combining behavioral, technical, and competency-based questions with clear evaluation criteria, this guide streamlines the hiring process and helps identify candidates who possess the analytical skills, communication abilities, and cross-functional collaboration expertise essential for success in managing complex deal structures and pricing strategies.

How to Use This Guide

This interview guide serves as a foundation for creating consistent, thorough, and effective interviews for Deal Desk Analyst candidates. Here's how to maximize its value:

Customize for Your Needs: Adapt questions to reflect your company's specific deal processes, tools, and pricing models.
Distribute to Your Team: Share with all interviewers to ensure consistent evaluation criteria and questioning across all candidates.
Prepare in Advance: Familiarize yourself with questions and scoring criteria before interviews to ensure smooth conversations.
Use Follow-up Questions: Leverage the suggested follow-up questions to dig deeper and gain full context for each candidate's answers.
Score Independently: Have each interviewer complete their evaluations before discussing candidates to prevent bias and capture diverse perspectives.
Focus on Behavioral Evidence: Past behavior is the best predictor of future performance, so prioritize questions about specific experiences over hypothetical scenarios.

For more guidance on conducting effective interviews, check out our article on how to conduct a job interview and explore additional interview questions for analytical skills.

Job Description

Deal Desk Analyst

About [Company]

[Company] is a leading [industry] organization that helps businesses [brief company description]. Based in [location], we're known for [company strengths/values] and are committed to delivering exceptional value to our customers while maintaining a collaborative and innovative culture for our employees.

The Role

The Deal Desk Analyst will play a critical role in driving revenue by managing the quote-to-cash process for complex deals and optimizing pricing strategies. You'll serve as the bridge between Sales, Finance, and Legal teams, ensuring deals are structured to maximize both revenue and customer satisfaction while maintaining compliance with company policies.

Key Responsibilities

Support the sales organization by reviewing, structuring, and approving complex deal proposals
Analyze customer requirements and collaborate with Sales to create customized pricing strategies
Manage approval workflows for non-standard terms, discounts, and pricing structures
Generate and validate quotes in CRM/CPQ systems while ensuring accuracy and compliance
Identify and implement process improvements to streamline deal execution
Create and maintain deal templates and pricing models
Provide guidance on contract terms, legal requirements, and revenue recognition
Analyze deal performance data and generate reports to inform pricing strategies
Collaborate cross-functionally with Sales, Finance, Legal, and Product teams

What We're Looking For

Bachelor's degree in Business, Finance, Economics, or related field
2+ years of experience in deal desk, sales operations, finance, or similar roles (preferred but not required for exceptional candidates)
Strong analytical skills and attention to detail
Excellent communication skills with ability to explain complex concepts clearly
Proficiency with CRM and CPQ systems (Salesforce experience preferred)
Understanding of contract terms, pricing models, and revenue recognition principles
Ability to manage multiple deals and deadlines simultaneously
Problem-solving mindset with a focus on continuous improvement
Experience in [industry] is a plus but not required

Why Join [Company]

Join a team where your contributions directly impact company growth and customer success. At [Company], we offer:

Competitive compensation package ranging from [$XX,XXX-$XX,XXX] based on experience
Comprehensive benefits including health, dental, and vision insurance
Flexible work arrangements with remote or hybrid options
Professional development opportunities and clear career progression paths
Collaborative, innovative work environment with strong company culture
[Other company-specific benefits]

Hiring Process

We've designed a streamlined interview process to respect your time while thoroughly evaluating fit for this role:

Initial Screening Interview: A 30-minute conversation with a recruiter to discuss your background, experience, and interest in the role.
Technical Assessment: A practical exercise that simulates real-world deal desk situations to evaluate your analytical and problem-solving abilities.
Team Interview: Meet with cross-functional stakeholders to discuss your experience managing complex deals and collaborating across departments.
Final Competency Interview: Dive deeper into your experience and competencies with the hiring manager and a senior team member.

Ideal Candidate Profile (Internal)

Role Overview

The Deal Desk Analyst serves as the operational hub for managing complex sales transactions, ensuring deals are structured optimally for both the company and customers. This role requires someone who excels at analyzing deals, understands pricing strategies, can navigate approval workflows, and communicates effectively with multiple stakeholders. The ideal candidate combines analytical rigor with excellent interpersonal skills, enabling them to optimize deal structures while maintaining strong relationships with sales teams and other departments.

Essential Behavioral Competencies

Analytical Skills: Ability to examine complex deal structures, identify potential issues, and recommend solutions using data-driven insights. Can quickly assess financial implications of various pricing and contract scenarios.

Communication Skills: Clearly articulates complex pricing concepts and contract terms to different audiences. Provides constructive feedback to sales teams while maintaining positive relationships.

Cross-Functional Collaboration: Works effectively with Sales, Finance, Legal, and other departments to structure and execute deals. Understands the priorities of different stakeholders and finds mutually beneficial solutions.

Process Improvement: Identifies inefficiencies in deal workflows and implements solutions that enhance speed, accuracy, and compliance. Continuously looks for opportunities to streamline deal processes.

Attention to Detail: Meticulously reviews deal terms, pricing structures, and contract language to ensure accuracy and compliance with company policies. Catches potential errors before they impact deal execution.

Desired Outcomes

Reduce deal approval cycle time by 20% through streamlined workflows and improved communication protocols
Maintain pricing integrity with 95%+ adherence to standard discount guidelines while supporting sales team's ability to win competitive deals
Implement new deal templates and pricing models that increase average deal size by 10% within first six months
Develop comprehensive reporting that provides leadership with insights on pricing trends, discount rates, and deal structure effectiveness
Build strong cross-functional relationships resulting in 90%+ satisfaction rating from sales team members

Ideal Candidate Traits

Analytical mindset - Naturally investigates the "why" behind deal structures and uses data to inform decisions
Diplomatic communicator - Can push back on problematic deal terms while maintaining positive relationships
Problem solver - Approaches challenges with a "how can we make this work" attitude
Detail-oriented - Doesn't let small but important elements slip through the cracks
Adaptable - Comfortable with changing priorities and can manage multiple deals simultaneously
Business acumen - Understands how deals impact company financials and customer relationships
Proactive - Identifies potential issues before they become problems
Team player - Works effectively with multiple departments and understands diverse perspectives
Tech-savvy - Quickly adopts and maximizes the potential of CRM, CPQ, and other relevant systems
Self-motivated - Takes initiative to improve processes without being prompted

Screening Interview

Directions for the Interviewer

This initial screening interview is designed to quickly assess whether a candidate has the fundamental skills, experience, and aptitude to succeed as a Deal Desk Analyst. Focus on understanding their background in deal management, their analytical capabilities, and their experience with relevant systems. This interview should give you a clear sense of whether the candidate grasps the core elements of the role and has the potential to thrive in it.

Best practices for this interview:

Begin with a brief introduction of yourself and the company
Explain the role and its importance to the organization
Listen for specific examples rather than theoretical knowledge
Pay attention to how they communicate complex concepts
Look for indications of how they collaborate with sales teams
Reserve 5-10 minutes at the end for the candidate's questions
Take detailed notes on specific experiences mentioned

Directions to Share with Candidate

"Thanks for joining us today. This initial conversation will focus on your background, experience, and interest in the Deal Desk Analyst role. I'll ask you about your relevant experience, skills, and approach to handling deals. Feel free to share specific examples from your past work that highlight your abilities. We'll also leave time at the end for any questions you might have about the role or our company."

Interview Questions

Tell me about your experience with deal structures, pricing models, or supporting sales organizations. What types of deals have you worked with?

Areas to Cover

Types of deal structures they've worked with (subscriptions, usage-based, perpetual licenses)
Scale and complexity of deals they've handled
Their role in the deal process and key responsibilities
Specific industries or markets they have experience with
Understanding of different pricing strategies and models

Possible Follow-up Questions

What was the typical deal size you worked with?
How did you collaborate with the sales team during the deal process?
What pricing models do you find most effective for different types of customers?
What systems or tools did you use to manage deals?

Describe a situation where you had to analyze a complex deal to identify issues or opportunities for improvement. What was your approach?

Areas to Cover

Analytical process they used to break down the deal
Issues or opportunities they identified through analysis
Tools or data they utilized in their analysis
How they communicated findings to stakeholders
Impact of their analysis on the final deal outcome

Possible Follow-up Questions

What specific metrics or factors did you analyze?
How did you determine if the deal was properly structured?
What recommendations did you make based on your analysis?
How did you balance competing priorities when analyzing the deal?

Walk me through how you've handled approval workflows for non-standard deals or pricing exceptions.

Areas to Cover

Their understanding of approval workflows and governance
How they've navigated exceptions to standard pricing
Experience coordinating between different departments for approvals
How they've balanced speed of deal execution with proper controls
Their approach to communicating status updates to stakeholders

Possible Follow-up Questions

What criteria did you use to determine if a deal needed special approval?
How did you prioritize deals that needed approval when managing multiple requests?
How did you handle situations when approvals were delayed or denied?
What improvements have you made to approval processes?

How do you approach communication with sales teams, especially when you need to push back on deal terms or pricing?

Areas to Cover

Communication style and approach to potentially difficult conversations
Examples of successfully influencing sales on deal structure
How they build rapport and trust with sales teams
Strategies for explaining policies without damaging relationships
How they've handled disagreements about deal terms

Possible Follow-up Questions

Can you share a specific example of when you had to decline a deal structure and how you handled it?
How do you tailor your communication to different personality types on the sales team?
What's your approach when a salesperson strongly disagrees with your assessment?
How do you balance supporting sales while maintaining company policies?

Tell me about your experience with CRM or CPQ systems. How have you used these tools to streamline deal processes?

Areas to Cover

Specific systems they've worked with (Salesforce, NetSuite, etc.)
Level of proficiency and how they've utilized these systems
Process improvements they've implemented using these tools
Experience creating templates, workflows, or automations
How they've leveraged system data for reporting or analysis

Possible Follow-up Questions

What specific features did you find most valuable in these systems?
Have you been involved in configuring or customizing these systems?
How did you ensure data quality and accuracy within these systems?
What reporting or analytics did you generate from these systems?

How do you stay organized when managing multiple deals at different stages with various stakeholders?

Areas to Cover

Organizational systems and tools they use to track deals
Prioritization strategies for managing competing deadlines
Communication methods for keeping stakeholders updated
How they prevent details from falling through the cracks
Ability to shift priorities when urgent deals arise

Possible Follow-up Questions

What happens when multiple high-priority deals need attention simultaneously?
How do you track deal status and ensure nothing is missed?
Can you share an example of a particularly chaotic period and how you managed it?
How do you communicate timeline expectations to stakeholders?

Interview Scorecard

Analytical Skills

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to analyze deal structures or pricing models
2: Demonstrates basic analytical skills but lacks depth in complex deal analysis
3: Shows strong analytical capabilities with clear examples of deal structure analysis
4: Exceptional analytical skills with demonstrated ability to identify opportunities and risks in complex deals

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Struggles to clearly articulate concepts or experiences
2: Communicates adequately but may lack polish when explaining complex topics
3: Communicates clearly and effectively, with good examples of handling difficult conversations
4: Outstanding communicator who can explain complex concepts simply and has proven ability to influence stakeholders

System Knowledge & Experience

0: Not Enough Information Gathered to Evaluate
1: Limited exposure to relevant systems (CRM, CPQ)
2: Basic familiarity with relevant systems but limited depth
3: Proficient with relevant systems and has used them effectively in previous roles
4: Expert-level knowledge with experience optimizing and improving system functionality

Deal Structuring Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of deal structures and pricing models
2: Basic knowledge of common deal structures but limited hands-on experience
3: Solid understanding of various deal structures with practical experience
4: Comprehensive knowledge of complex deal structures with proven ability to optimize them

Reduce deal approval cycle time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows little understanding of approval workflows or efficiency
2: Likely to Partially Achieve Goal - Has some ideas for improving deal cycle time
3: Likely to Achieve Goal - Demonstrates clear understanding of approval processes with specific improvement ideas
4: Likely to Exceed Goal - Has exceptional process improvement experience with proven results reducing cycle times

Maintain pricing integrity with 95%+ adherence to guidelines

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Meet Target - Shows little understanding of pricing governance
2: Likely to Partially Meet Target - Understands pricing guidelines but may struggle with enforcement
3: Likely to Meet Target - Shows clear understanding of balancing flexibility with guidelines
4: Likely to Exceed Target - Demonstrates exceptional ability to maintain guidelines while supporting sales

Implement new deal templates and pricing models

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited understanding of templates or pricing structures
2: Likely to Partially Achieve Goal - Basic understanding but limited innovation experience
3: Likely to Achieve Goal - Clear experience developing effective templates and models
4: Likely to Exceed Goal - Exceptional experience creating innovative, effective pricing models

Develop comprehensive reporting on pricing trends

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited data analysis or reporting experience
2: Likely to Partially Achieve Goal - Some reporting experience but may lack depth
3: Likely to Achieve Goal - Strong reporting experience with clear examples
4: Likely to Exceed Goal - Exceptional analytics experience with proven insights generation

Build strong cross-functional relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Shows limited collaboration skills or relationship building
2: Likely to Partially Achieve Goal - Has basic relationship skills but may struggle with difficult situations
3: Likely to Achieve Goal - Demonstrates strong relationship-building abilities across functions
4: Likely to Exceed Goal - Exceptional cross-functional collaboration skills with proven success

Overall Recommendation

1: Strong No Hire - Does not meet minimum requirements for the role
2: No Hire - Has some positive qualities but significant gaps for this role
3: Hire - Meets requirements and likely to succeed in the role
4: Strong Hire - Exceptional candidate who will excel in the role and add significant value

Technical Assessment: Deal Structure Analysis Exercise

Directions for the Interviewer

This assessment evaluates the candidate's practical skills in analyzing and structuring deals. It simulates real-world deal desk challenges to assess how the candidate approaches complex pricing scenarios, identifies issues, and communicates solutions.

Before the interview:

Prepare the exercise materials (deal scenario document, pricing information, contract terms)
Ensure the scenario is complex enough to test analytical skills but manageable within the time frame
Be ready to observe how the candidate approaches the problem, not just their solution

During the interview:

Explain the purpose of the exercise clearly
Provide all necessary information and answer clarifying questions
Observe the candidate's process, including how they organize information
Pay attention to their communication style when presenting findings
Ask probing questions about their reasoning and approach
Save time for questions about their experience with similar situations

Best practices:

Focus on the candidate's analytical process and communication, not just the "right" answer
Look for how they handle uncertainty or incomplete information
Consider how they balance multiple factors (revenue, customer needs, company policies)
Note how they explain complex concepts in clear, accessible terms

Directions to Share with Candidate

"This exercise simulates a real-world deal desk scenario. I'll provide you with information about a potential deal including customer requirements, proposed pricing, and contract terms. Your task is to:

Review and analyze the deal structure
Identify any issues, risks, or opportunities for improvement
Recommend an optimal structure that balances our revenue goals, customer needs, and company policies
Explain your rationale clearly

Please walk me through your thought process as you analyze the information. Feel free to ask clarifying questions if needed. You'll have approximately 30 minutes for this exercise."

Deal Structure Exercise Materials

Scenario: A sales representative is working with a mid-sized customer who wants to purchase our [product/service] for 100 users. The deal has several non-standard elements:

The customer is requesting a 4-year contract (our standard is 1-3 years)
They're requesting a 35% discount off list price (our standard tier discount is 20%)
They want quarterly billing with net-60 payment terms (our standard is annual billing with net-30)
They're requesting custom SLA terms with higher uptime guarantees
The deal includes some products still in beta that aren't yet on our standard price list

Your Task:

Analyze this deal structure and identify concerns
Recommend an appropriate structure that addresses customer needs while protecting company interests
Explain what approvals would be needed and how you would approach getting them
Suggest how you would communicate your recommendations to the sales representative

Interview Scorecard

Analytical Approach

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to break down the deal components or identify issues
2: Identifies some key issues but misses important elements or implications
3: Thoroughly analyzes the deal structure, identifying all major issues and implications
4: Exceptional analysis that identifies subtle nuances and potential long-term impacts

Solution Quality

0: Not Enough Information Gathered to Evaluate
1: Proposed solution is incomplete or doesn't address key concerns
2: Solution addresses some issues but has gaps or isn't fully optimized
3: Comprehensive solution that balances customer needs with company policies
4: Innovative solution that optimizes value for both customer and company with creative approaches

Financial Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of financial implications of different deal structures
2: Basic understanding of financial concepts but lacks depth in application
3: Strong grasp of financial implications with clear reasoning behind recommendations
4: Sophisticated financial analysis that considers multiple factors (cash flow, revenue recognition, long-term value)

Communication Clarity

0: Not Enough Information Gathered to Evaluate
1: Explanation is disorganized or unclear, with poor articulation of reasoning
2: Explains basic reasoning but struggles with complex concepts or lacks structure
3: Clear, well-structured explanation that effectively communicates findings and recommendations
4: Exceptional communication that simplifies complex concepts while maintaining accuracy and detail

Process Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of approval processes or governance structures
2: Basic knowledge of processes but unclear on specific requirements or stakeholders
3: Strong understanding of required approvals with clear plan for securing them
4: Comprehensive knowledge of governance with strategic approach to securing approvals efficiently

Reduce deal approval cycle time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Approach to the exercise suggests inefficient processes
2: Likely to Partially Achieve Goal - Some efficiency in approach but room for improvement
3: Likely to Achieve Goal - Demonstrates efficient approach with clear understanding of priorities
4: Likely to Exceed Goal - Exceptional efficiency with innovative approaches to streamlining approvals

Maintain pricing integrity with 95%+ adherence to guidelines

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Meet Target - Recommended exceptions without strong justification
2: Likely to Partially Meet Target - Some balance of flexibility and guidelines
3: Likely to Meet Target - Clear adherence to guidelines with justified exceptions
4: Likely to Exceed Target - Exceptional balance of flexibility and policy adherence

Implement new deal templates and pricing models

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited creativity in deal structuring
2: Likely to Partially Achieve Goal - Some innovative elements but not comprehensive
3: Likely to Achieve Goal - Creative approach that could be templated for future use
4: Likely to Exceed Goal - Highly innovative approach with significant template potential

Develop comprehensive reporting on pricing trends

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited consideration of data or metrics in analysis
2: Likely to Partially Achieve Goal - Some metrics consideration but not comprehensive
3: Likely to Achieve Goal - Clear understanding of key metrics and reporting needs
4: Likely to Exceed Goal - Sophisticated metrics analysis with strategic insights

Build strong cross-functional relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Communication approach might create friction
2: Likely to Partially Achieve Goal - Reasonable communication but may lack diplomacy
3: Likely to Achieve Goal - Diplomatic approach that would foster good relationships
4: Likely to Exceed Goal - Exceptional relationship-building approach that would excel in complex situations

Overall Recommendation

1: Strong No Hire - Performance in exercise reveals significant skill gaps
2: No Hire - Some positive elements but lacks critical capabilities for the role
3: Hire - Strong performance demonstrating key skills needed for success
4: Strong Hire - Exceptional performance that indicates potential to excel

Cross-Functional Stakeholder Interview

Directions for the Interviewer

This interview evaluates the candidate's ability to collaborate effectively with stakeholders from different departments. As Deal Desk Analysts work at the intersection of Sales, Finance, and Legal, their ability to navigate cross-functional relationships is critical to success.

The interview should include representatives from departments that regularly interact with Deal Desk (e.g., a Sales Manager, Finance representative, and/or Legal team member). Each interviewer should focus on how the candidate would collaborate with their respective department.

Best practices for this interview:

Introduce each interviewer and their role in the organization
Explain how each department interacts with the Deal Desk function
Focus on behavioral questions about past cross-functional collaboration
Listen for examples of how the candidate has built relationships and navigated conflicting priorities
Evaluate communication style and ability to explain complex concepts to different audiences
Look for indications of how they handle difficult conversations or negotiations
Reserve time for each interviewer to ask department-specific questions
Allow 10 minutes at the end for candidate questions

Directions to Share with Candidate

"In this interview, you'll meet with representatives from different departments that regularly collaborate with the Deal Desk function. We'll focus on understanding how you've worked across functions in the past and your approach to building effective working relationships. We're interested in specific examples that demonstrate your collaboration skills, communication style, and ability to balance competing priorities."

Interview Questions

Tell us about a time when you had to collaborate with multiple departments to structure a complex deal. What was your approach and what was the outcome? (Cross-Functional Collaboration)

Areas to Cover

The nature of the complex deal and departments involved
Their specific role in coordinating between departments
How they gathered input and balanced different priorities
Challenges encountered and how they were addressed
The ultimate outcome and lessons learned

Possible Follow-up Questions

How did you handle conflicting priorities between departments?
What communication methods did you use to keep everyone aligned?
What would you do differently if you could do it again?
How did you ensure all stakeholder concerns were addressed?

Describe a situation where you had to explain complex pricing or contractual terms to someone without technical expertise. How did you make it understandable? (Communication Skills)

Areas to Cover

The specific complex concept they needed to communicate
The audience and their level of understanding
Techniques used to simplify without oversimplifying
Visual aids or examples they used to enhance understanding
How they confirmed understanding was achieved

Possible Follow-up Questions

How did you adapt your approach based on the audience's reactions?
What analogies or frameworks have you found most effective?
How do you balance thoroughness with clarity?
How do you handle questions you can't immediately answer?

Tell me about a time when you had to push back on a sales team's proposed deal structure. How did you approach the conversation and what was the result? (Negotiation & Influence)

Areas to Cover

The specific issue with the proposed deal structure
How they prepared for the conversation
Their approach to delivering the feedback constructively
How they proposed alternatives or solutions
The sales team's reaction and the final outcome

Possible Follow-up Questions

How did you maintain the relationship while delivering difficult feedback?
What data or evidence did you use to support your position?
How did you ensure the revised structure still met customer needs?
What would you do differently in a similar situation in the future?

Describe your experience working with legal teams on contract terms and conditions. What was your role in the process? (Process Improvement)

Areas to Cover

Their understanding of contract terms and legal requirements
How they've collaborated with legal teams in previous roles
Their role in facilitating resolution of contractual issues
How they balanced legal requirements with business objectives
Any improvements they made to contract review processes

Possible Follow-up Questions

How did you handle situations where legal identified risks in a proposed deal?
What processes did you establish to make legal reviews more efficient?
How did you communicate legal requirements to non-legal stakeholders?
What contract terms have you found typically require the most negotiation?

Interview Scorecard

Cross-Functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Shows limited ability to work across departments or balance competing interests
2: Demonstrates basic collaboration skills but may struggle with complex conflicts
3: Strong collaboration skills with clear examples of successful cross-functional work
4: Exceptional ability to unite diverse stakeholders and drive consensus on complex issues

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Struggles to explain complex concepts clearly or adapt style to different audiences
2: Communicates adequately but may lack sophistication with difficult concepts
3: Communicates clearly and adapts effectively to different audience needs
4: Outstanding communication with proven ability to make complex information accessible

Negotiation & Influence

0: Not Enough Information Gathered to Evaluate
1: Limited ability to influence others or negotiate effectively
2: Shows basic influence skills but may lack sophistication in difficult situations
3: Demonstrates effective negotiation and influence with good examples
4: Exceptional ability to influence stakeholders and negotiate win-win outcomes

Process Improvement

0: Not Enough Information Gathered to Evaluate
1: Shows little evidence of improving processes or workflows
2: Some examples of process improvements but limited in scope or impact
3: Clear track record of identifying and implementing effective process improvements
4: Exceptional process improvement abilities with significant organizational impact

Reduce deal approval cycle time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited process improvement experience or ideas
2: Likely to Partially Achieve Goal - Some relevant experience but may lack depth
3: Likely to Achieve Goal - Strong relevant experience with proven results
4: Likely to Exceed Goal - Exceptional experience with demonstrated success exceeding similar targets

Maintain pricing integrity with 95%+ adherence to guidelines

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Meet Target - Approach suggests difficulty maintaining guidelines
2: Likely to Partially Meet Target - Some balance but may struggle in difficult situations
3: Likely to Meet Target - Strong approach to balancing flexibility with guidelines
4: Likely to Exceed Target - Exceptional approach that would likely exceed target

Implement new deal templates and pricing models

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited experience with templates or creative pricing
2: Likely to Partially Achieve Goal - Some relevant experience but not comprehensive
3: Likely to Achieve Goal - Solid experience designing effective templates and models
4: Likely to Exceed Goal - Exceptional experience creating innovative, high-impact templates

Develop comprehensive reporting on pricing trends

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited analytical or reporting experience
2: Likely to Partially Achieve Goal - Some relevant experience but may lack depth
3: Likely to Achieve Goal - Strong analytical experience with clear reporting examples
4: Likely to Exceed Goal - Exceptional analytical experience with innovative reporting approaches

Build strong cross-functional relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Collaborative approach seems limited or ineffective
2: Likely to Partially Achieve Goal - Basic collaboration skills but may struggle with conflicts
3: Likely to Achieve Goal - Strong relationship building with effective conflict resolution
4: Likely to Exceed Goal - Exceptional relationship building across diverse stakeholders

Overall Recommendation

1: Strong No Hire - Significant concerns about cross-functional effectiveness
2: No Hire - Some positive qualities but important gaps in collaboration skills
3: Hire - Strong collaborative skills that would be effective in this role
4: Strong Hire - Exceptional cross-functional skills that would elevate team performance

Competency Interview with Hiring Manager

Directions for the Interviewer

This final interview focuses on assessing the candidate's proficiency in the essential behavioral competencies for the Deal Desk Analyst role. As the hiring manager, your goal is to evaluate how the candidate's past experiences and behaviors align with the key competencies needed for success.

Focus on digging deeper into the candidate's examples to understand not just what they did, but how they approached situations, what their thought process was, and what they learned. This will help you assess their potential growth and fit with your team culture.

Best practices for this interview:

Begin with a brief overview of your team structure and how the role fits into the organization
Ask open-ended questions that require detailed responses about past experiences
Use follow-up questions to get complete context (situation, actions, results, lessons learned)
Listen for evidence of self-awareness and growth mindset
Pay attention to how the candidate handles challenging situations and conflicts
Look for patterns across different examples that indicate consistent strengths or weaknesses
Reserve 15 minutes at the end for candidate questions
Be prepared to share more details about the role, team, and next steps

Directions to Share with Candidate

"In this interview, we'll focus on understanding your experience and approach to handling situations relevant to the Deal Desk Analyst role. I'm interested in specific examples from your past experiences that demonstrate your skills in areas like analytical thinking, communication, and process improvement. For each question, please provide detailed examples including the situation, your actions, the results, and any lessons learned. This helps me understand how you would approach similar situations in this role."

Interview Questions

Tell me about a time when you identified a significant problem or inefficiency in a deal process. How did you analyze the issue and what improvements did you implement? (Analytical Skills, Process Improvement)

Areas to Cover

How they identified the problem (data analysis, observation, feedback)
Their approach to analyzing the root causes
How they developed improvement recommendations
Steps taken to implement the changes
Metrics used to measure success of the improvements
Challenges encountered and how they overcame them
Results achieved from the process improvements

Possible Follow-up Questions

What data or tools did you use to analyze the problem?
How did you get buy-in from stakeholders for your proposed changes?
What resistance did you encounter and how did you address it?
How did you ensure the improvements would be sustainable?

Describe a situation where you had to manage multiple competing deal priorities with tight deadlines. How did you prioritize your work and ensure everything was completed accurately? (Attention to Detail, Time Management & Organization)

Areas to Cover

The specific deals and deadlines they were managing
Their process for organizing and tracking multiple deals
How they determined priorities among competing demands
Systems or tools they used to stay organized
How they ensured accuracy while working under pressure
Any delegation or collaboration involved
The outcome and what they learned about managing priorities

Possible Follow-up Questions

How did you communicate your capacity and timelines to stakeholders?
What happened when new urgent requests came in during this period?
What would you do differently if faced with a similar situation now?
How did you maintain attention to detail while working quickly?

Tell me about your experience with analyzing and structuring complex deals. What was one of the most challenging deals you've worked on and how did you approach it? (Analytical Skills, Business Acumen)

Areas to Cover

The nature and complexity of the deal they're describing
Their process for breaking down and analyzing the components
Financial implications they considered in their analysis
How they identified risks and opportunities in the deal structure
Tools or methods used to model different scenarios
Their recommendations and the rationale behind them
The final outcome and what they learned from the experience

Possible Follow-up Questions

What specific metrics did you analyze when evaluating this deal?
How did you handle aspects of the deal you weren't familiar with?
What stakeholders did you consult during your analysis?
How did you communicate your findings and recommendations?

Interview Scorecard

Analytical Skills

0: Not Enough Information Gathered to Evaluate
1: Shows limited analytical ability or structured problem-solving
2: Demonstrates basic analytical skills but lacks sophistication
3: Strong analytical skills with clear examples of data-driven decision making
4: Exceptional analytical capabilities that drive significant insights and improvements

Process Improvement

0: Not Enough Information Gathered to Evaluate
1: Shows little evidence of identifying or implementing process improvements
2: Has implemented basic improvements but limited in scope or impact
3: Demonstrated ability to identify inefficiencies and implement effective solutions
4: Exceptional track record of transformative process improvements with measurable results

Attention to Detail

0: Not Enough Information Gathered to Evaluate
1: Examples suggest inconsistent attention to detail or accuracy issues
2: Adequate attention to detail but may miss subtleties in complex situations
3: Strong attention to detail with systematic approaches to ensure accuracy
4: Exceptional precision with sophisticated methods for maintaining quality in complex work

Time Management & Organization

0: Not Enough Information Gathered to Evaluate
1: Struggles with managing multiple priorities or meeting deadlines
2: Basic organizational skills but may be reactive rather than proactive
3: Strong organizational systems with effective prioritization methods
4: Exceptional ability to manage complex workloads with sophisticated prioritization

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business and financial implications
2: Basic business knowledge but may lack depth in some areas
3: Strong business understanding with good grasp of financial concepts
4: Sophisticated business acumen with nuanced understanding of financial implications

Reduce deal approval cycle time by 20%

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited process efficiency experience
2: Likely to Partially Achieve Goal - Some relevant experience but gaps exist
3: Likely to Achieve Goal - Strong relevant experience with demonstrated results
4: Likely to Exceed Goal - Exceptional track record exceeding similar efficiency goals

Maintain pricing integrity with 95%+ adherence to guidelines

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Meet Target - Approach suggests difficulty balancing flexibility and policy
2: Likely to Partially Meet Target - Reasonable balance but may struggle in edge cases
3: Likely to Meet Target - Strong approach to maintaining guidelines appropriately
4: Likely to Exceed Target - Exceptional approach that would likely exceed compliance targets

Implement new deal templates and pricing models

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited relevant experience or creativity
2: Likely to Partially Achieve Goal - Some experience but not comprehensive
3: Likely to Achieve Goal - Strong experience with successful template implementation
4: Likely to Exceed Goal - Exceptional experience creating innovative, high-impact templates

Develop comprehensive reporting on pricing trends

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited analytical or reporting experience
2: Likely to Partially Achieve Goal - Some experience but may lack sophistication
3: Likely to Achieve Goal - Strong analytical experience with relevant reporting examples
4: Likely to Exceed Goal - Exceptional analytical skills with innovative reporting approaches

Build strong cross-functional relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited evidence of strong relationship building
2: Likely to Partially Achieve Goal - Some relationship skills but may struggle with conflicts
3: Likely to Achieve Goal - Strong relationship building across different stakeholder groups
4: Likely to Exceed Goal - Exceptional relationship skills with proven ability to navigate complex dynamics

Overall Recommendation

1: Strong No Hire - Significant gaps in critical competencies
2: No Hire - Some strengths but important competency gaps for this role
3: Hire - Strong across essential competencies with good culture fit
4: Strong Hire - Exceptional candidate who excels in critical competencies

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 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 from 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 to Guide the Debrief Meeting

Question: 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.

Question: 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.

Question: How did the candidate's analytical skills and attention to detail compare to what we're looking for in this role?

Guidance: Discuss specific examples from the interviews that demonstrate the candidate's ability to analyze complex deals and maintain accuracy.

Question: 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.

Question: 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.

Question: 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.

Question: 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

Reference checks are a critical final step in the hiring process that provide valuable third-party perspective on the candidate's performance, work style, and capabilities. For a Deal Desk Analyst role, focus on verifying analytical abilities, attention to detail, communication skills, and cross-functional collaboration.

When conducting reference checks:

Request references from direct managers who can speak to the candidate's deal desk or related experience
Prepare by reviewing the candidate's interview feedback and areas you want to verify or explore further
Explain to references the nature of the Deal Desk Analyst role so they can provide relevant context
Ask the candidate to inform their references in advance that you'll be contacting them
Take detailed notes during the conversation
Listen not just for direct answers but also for hesitations, tone, and enthusiasm
Pay attention to patterns across multiple references

Best practices:

Begin by verifying the reference's relationship to the candidate (role, reporting structure, duration)
Use open-ended questions that encourage detailed responses
Ask for specific examples rather than general impressions
Probe respectfully for both strengths and development areas
Ask how they would rate the candidate on a scale of 1-10 for specific skills
Always ask if they would hire or work with the candidate again
Thank references for their time and insights

Questions for Reference Checks

Please describe your working relationship with [Candidate]. How long did you work together, and what was your role in relation to theirs?

Guidance: Establish the context of the relationship to understand the reference's perspective and how directly they observed the candidate's work.

What were [Candidate]'s primary responsibilities in their role, particularly as they relate to deal structuring, pricing, or supporting sales processes?

Guidance: Understand the scope and nature of the candidate's experience to verify it aligns with what they've represented in interviews.

How would you rate [Candidate]'s analytical abilities, particularly their skill in breaking down complex deals or pricing structures? Can you provide a specific example?

Guidance: Look for concrete examples that demonstrate depth of analytical thinking and problem-solving approach, especially with complex deal structures.

In what ways did [Candidate] collaborate with different departments such as Sales, Finance, or Legal? How effective were they at building relationships across functions?

Guidance: Assess the candidate's cross-functional collaboration skills and ability to build productive working relationships with diverse stakeholders.

How would you describe [Candidate]'s communication style, particularly when explaining complex concepts to different audiences or when delivering difficult messages?

Guidance: Evaluate communication effectiveness, especially in challenging situations relevant to a Deal Desk role where pushing back on sales requests may be necessary.

Can you share an example of a process improvement that [Candidate] implemented? What was their approach and what was the impact?

Guidance: Look for evidence of initiative, process thinking, and ability to drive meaningful improvements that enhance efficiency or effectiveness.

On a scale of 1-10, how likely would you be to hire [Candidate] again if you had an appropriate position? Why?

Guidance: This question often reveals the reference's true assessment of the candidate's overall performance and value. Listen carefully to both the rating and the explanation.

Reference Check Scorecard

Analytical Skills

0: Not Enough Information Gathered to Evaluate
1: References indicate limited analytical abilities or systematic thinking
2: References suggest adequate analytical skills but potential gaps in complex situations
3: Strong analytical abilities confirmed by specific examples from references
4: References highlight exceptional analytical capabilities that drove significant impact

Cross-Functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: References indicate difficulty working effectively across departments
2: References suggest adequate collaboration but some challenges with certain stakeholders
3: Strong collaboration skills confirmed with specific examples of effective cross-functional work
4: References emphasize exceptional relationship building and influence across diverse stakeholders

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: References indicate limitations in communicating complex information clearly
2: References suggest adequate communication but potential room for improvement
3: Strong communication abilities confirmed with examples of effective stakeholder management
4: References highlight exceptional communication that enhanced understanding and relationships

Process Improvement

0: Not Enough Information Gathered to Evaluate
1: Little evidence of process improvement initiatives or results
2: Some examples of process improvements but limited in scope or impact
3: Clear track record of identifying inefficiencies and implementing effective solutions
4: References emphasize transformative improvements with significant measurable results

Reduce deal approval cycle time by 20%

0: Not Enough Information Gathered to Evaluate
1: References suggest limited ability to improve process efficiency
2: Some evidence of efficiency improvements but modest in scope
3: Clear examples of streamlining processes with measurable time savings
4: Multiple examples of significant efficiency gains exceeding typical expectations

Maintain pricing integrity with 95%+ adherence to guidelines

0: Not Enough Information Gathered to Evaluate
1: References suggest challenges maintaining guidelines or policy adherence
2: Generally adheres to guidelines but occasional exceptions without clear justification
3: Strong track record of maintaining guidelines while appropriately managing exceptions
4: Exceptional balance of guidelines adherence with business flexibility when warranted

Implement new deal templates and pricing models

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of template development or pricing model creation
2: Some experience with templates but limited innovation or impact
3: Clear examples of effective template creation that improved processes
4: Significant innovations in templates or pricing models with substantial business impact

Develop comprehensive reporting on pricing trends

0: Not Enough Information Gathered to Evaluate
1: Limited experience with analytics or reporting development
2: Basic reporting experience but lacking sophistication or strategic insights
3: Strong examples of creating insightful reports that informed decision making
4: Exceptional analytics capabilities that transformed data into strategic business insights

Build strong cross-functional relationships

0: Not Enough Information Gathered to Evaluate
1: References indicate relationship challenges with certain stakeholder groups
2: Generally positive relationships but some difficulty with challenging situations
3: Strong relationship building confirmed across different departments
4: Exceptional relationship skills highlighted as a particular strength by references

Frequently Asked Questions

How should I prepare for interviewing Deal Desk Analyst candidates?

Review the interview guide thoroughly and familiarize yourself with the essential behavioral competencies. Understand the deal structures and pricing models your organization uses so you can evaluate candidates' relevant experience. Prepare examples of typical deal scenarios your team faces to use during the technical assessment. Review our article on how to conduct a job interview for additional preparation tips.

What's the most important competency to evaluate for a Deal Desk Analyst?

While all the essential competencies are important, analytical skills form the foundation of the role. A Deal Desk Analyst must be able to break down complex deals, identify risks, and structure optimal solutions. However, communication skills are a close second, as even the best analysis is ineffective if the analyst can't influence stakeholders and explain recommendations clearly.

How can I effectively assess a candidate's analytical skills during the interview?

The technical assessment provides the clearest view of analytical abilities. Pay attention to how candidates approach the problem, what factors they consider, and their thought process. In behavioral interviews, listen for specificity in examples—candidates with strong analytical skills typically provide detailed explanations of their analysis process, the factors they considered, and how they reached conclusions.

What if a candidate has limited experience with our specific CRM or CPQ system?

Technical system knowledge can be taught more easily than core analytical and communication skills. Focus on evaluating transferable skills and experience with similar systems. Look for candidates who demonstrate technical aptitude and the ability to learn new systems quickly. Consider their experience with similar workflows even if the specific tools differ.

How should we evaluate candidates who come from different industries?

Focus on transferable skills rather than specific industry knowledge. Analytical abilities, communication skills, and cross-functional collaboration translate across industries. During interviews, ask candidates to explain how their experience in other industries applies to deal desk responsibilities. Industry-specific knowledge can be acquired, while core competencies are harder to develop.

What should we do if there's disagreement among interviewers about a candidate?

The debrief meeting is designed to address such disagreements. Encourage interviewers to share specific examples that informed their assessments. Focus discussion on objective evidence rather than general impressions. Sometimes apparent contradictions can be reconciled by understanding different contexts from each interview. If disagreement persists, return to the essential requirements of the role and evaluate which competencies are most critical for success.