This comprehensive interview guide is designed to help hiring managers and recruiters effectively assess candidates for the Head of Channel Sales role. It provides a structured approach to evaluating candidates across multiple interviews, focusing on key competencies and experiences crucial for success in this position.

How to Use This Guide

This guide outlines examples of a series of interviews and exercises designed to thoroughly evaluate candidates for the Head of Channel Sales role. Each section includes specific questions, guidance for interviewers, and scorecards to assess candidate performance. Use this guide to conduct consistent, structured interviews that will help you identify the best candidate for your organization.

For additional ideas and alternative interview questions for this role, you may want to check out our Head of Channel Sales interview questions resource.

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Job Description

📋 Role Overview

[Company] is seeking an experienced Head of Channel Sales to develop and execute our global distribution and reseller channel strategy. This role will be crucial in driving revenue growth through strategic partnerships and channel programs.

🔑 Key Responsibilities

• Develop and execute a global distribution and reseller channel strategy aligned with company objectives
• Lead the business planning for the Reseller Channel, including short and long-term revenue targets
• Oversee implementation of Global channel partner sales strategy, including recruitment, onboarding, and management of partners
• Lead global distribution and reseller channel sales teams, managing forecasts and performance metrics
• Establish and maintain strong relationships with key distribution and reseller partners
• Define and implement channel promotions, sales messaging, and enablement programs
• Collaborate with marketing on joint initiatives to recruit partners and generate demand
• Provide regular reports and updates to senior management on channel performance and strategy

🌟 Qualifications

• Proven track record in developing and executing channel sales strategies in the software or cybersecurity industry
• Strong leadership skills with experience managing global sales teams
• Excellent relationship-building and communication skills
• Strategic thinking and analytical capabilities to drive business growth
• Experience in creating and implementing partner programs and enablement initiatives
• Understanding of cybersecurity market trends and competitive landscape (preferred)

📊 What Success Looks Like

• Achieving or exceeding channel revenue targets
• Expanding and optimizing the global partner network
• Improving partner satisfaction and engagement metrics
• Developing innovative channel strategies that drive competitive advantage

📍 Location

[Location - Remote/Hybrid/Office]

💰 Compensation

[Base Salary Range][Variable Compensation Details][Additional Benefits]

Ideal Candidate Profile (Internal)

Role Overview

This position requires a strategic thinker who can balance high-level channel strategy with hands-on execution. The ideal candidate will have a proven track record of building successful channel programs in the software or cybersecurity industry.

Essential Behavioral Competencies

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

Example Goals for Role

1. Increase channel revenue by 30% year-over-year
2. Expand global partner network by 25% in key markets
3. Improve partner satisfaction scores to 85%+
4. Launch new channel enablement program resulting in 20% increase in partner-led deals
5. Achieve 40% of total company revenue through channel sales

Ideal Candidate Profile

• Proven success in channel sales leadership roles within enterprise software or cybersecurity
• Track record of developing and executing global channel strategies
• Strong negotiation and influence skills
• Data-driven approach to decision-making and performance management
• Experience working with both traditional resellers and cloud-native partners
• Comfortable operating in a fast-paced, high-growth environment
• Located in [location] or willing to relocate
• [Additional company-specific requirements]

Interview Guide for Head of Channel Sales

🔍 Screening Interview

Directions for the Interviewer

This initial screening is crucial to quickly assess 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 Head of Channel Sales 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?

1. Tell me about your most recent channel sales leadership role and the size of the team and revenue you managed.
2. Guidance for Interviewer:

• Areas to Cover:
  • Scope of responsibility
  • Team size and structure
  • Revenue targets and achievement
• Possible Follow-up Questions:
  • What was your year-over-year growth rate?
  • How did your channel revenue compare to direct sales?
  • What were your key performance metrics?‍

2. What interests you most about this Head of Channel Sales 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 product and target market?
  • How does this role fit into your long-term career goals?
  • What excites you most about channel sales in the cybersecurity industry?

3. Walk me through your approach to developing and executing a global channel strategy.
Guidance for Interviewer:

• Areas to Cover:
  • Strategic planning process
  • Global considerations
  • Execution and measurement
• Possible Follow-up Questions:
  • How do you adapt your strategy for different regions?
  • What tools or resources do you use for planning and execution?
  • How do you measure the success of your channel strategy?

4. Tell me about your biggest channel sales achievement in the past year.
Guidance for Interviewer:

• Areas to Cover:
  • Quantifiable results
  • Strategic approach
  • Obstacles overcome
• Possible Follow-up Questions:
  • What was your target and by how much did you exceed it?
  • What specific strategies led to your success?
  • How did this achievement impact the overall business?

5. How do you stay current on industry trends and continuously improve your channel sales skills?
Guidance for Interviewer:

• Areas to Cover:
  • Learning agility
  • Industry knowledge
  • Professional development
• Possible Follow-up Questions:
  • What channel sales or cybersecurity resources have you found most valuable?
  • Have you attended any recent industry conferences or trainings?
  • How do you apply new learnings to your channel strategy?

6. 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 Channel Sales Leadership Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: No channel sales leadership experience
• 2: Some channel sales leadership experience but in unrelated industry
• 3: 3-5 years of relevant channel sales leadership experience in software/cybersecurity
• 4: 5+ years of highly relevant channel sales leadership experience in software/cybersecurity

Performance History

• 0: Not Enough Information Gathered to Evaluate
• 1: Consistently misses channel revenue targets
• 2: Occasionally meets channel revenue targets
• 3: Consistently meets channel revenue targets
• 4: Consistently exceeds channel revenue targets by significant margin

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Unable to articulate coherent channel strategy
• 2: Basic understanding of channel strategy development
• 3: Clear, structured approach to global channel strategy
• 4: Highly sophisticated, innovative global channel strategy methodology

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 in channel sales
• 2: Some effort towards skill development in channel sales
• 3: Consistent focus on improvement and industry knowledge
• 4: Passionate self-learner with innovative approaches to channel sales development

Overall Recommendation

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

💼 Work Sample: Channel Strategy Presentation

Directions for the Interviewer

This work sample assesses the candidate's ability to develop and present a high-level channel strategy. Provide the candidate with background information on your company, product, and current channel landscape. Evaluate their strategic thinking, presentation skills, and ability to articulate a compelling vision for channel growth.

Best practices:

• Give the candidate 2-3 days to prepare the presentation
• Limit the presentation to 20-30 minutes with 15-20 minutes for Q&A
• Involve key stakeholders in the audience (e.g., VP of Sales, CEO)
• Take notes on specific ideas, frameworks, and recommendations
• 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 high-level channel strategy for our company. We'll provide you with background information on our product, current channel landscape, and business objectives. Your presentation should outline your strategic vision for growing our channel sales over the next 2-3 years. The presentation should be 20-30 minutes, followed by 15-20 minutes of Q&A. Please submit your presentation materials 24 hours before your scheduled time. Do you have any questions?"

Provide the candidate with:

• Brief overview of your product/service
• Current channel landscape (types of partners, revenue split, etc.)
• Key business objectives and growth targets
• Any relevant market or competitive information
• Presentation format requirements (e.g., PowerPoint, Google Slides)

Interview Scorecard

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Strategy lacks coherence or alignment with business objectives
• 2: Basic strategy with some alignment to business objectives
• 3: Well-developed strategy clearly aligned with business objectives
• 4: Innovative, comprehensive strategy that exceeds expectations

Channel Knowledge

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited understanding of channel sales principles
• 2: Basic grasp of channel sales concepts
• 3: Strong knowledge of channel sales best practices
• 4: Expert-level channel sales knowledge with innovative ideas

Presentation Skills

• 0: Not Enough Information Gathered to Evaluate
• 1: Poor communication and organization of ideas
• 2: Adequate presentation with some areas for improvement
• 3: Clear, well-organized presentation
• 4: Exceptional presentation that engages and inspires audience

Data-Driven Approach

• 0: Not Enough Information Gathered to Evaluate
• 1: Little to no use of data to support strategy
• 2: Some use of data, but lacking in depth or relevance
• 3: Good use of relevant data to support key points
• 4: Excellent use of data with insightful analysis

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to adapt strategy or answer questions
• 2: Some flexibility in addressing feedback or questions
• 3: Good ability to adapt and expand on ideas during Q&A
• 4: Exceptional adaptability with thoughtful, on-the-spot insights

Goal: Increase channel revenue by 30% year-over-year

• 0: Not Enough Information Gathered to Evaluate
• 1: Strategy unlikely to achieve goal
• 2: Strategy may partially achieve goal
• 3: Strategy likely to achieve goal
• 4: Strategy likely to exceed goal

Goal: Expand global partner network by 25% in key markets

• 0: Not Enough Information Gathered to Evaluate
• 1: Strategy unlikely to achieve goal
• 2: Strategy may partially achieve goal
• 3: Strategy likely to achieve goal
• 4: Strategy likely to exceed goal

Goal: Improve partner satisfaction scores to 85%+

• 0: Not Enough Information Gathered to Evaluate
• 1: Strategy unlikely to achieve goal
• 2: Strategy may partially achieve goal
• 3: Strategy likely to achieve goal
• 4: Strategy likely to exceed goal

Goal: Launch new channel enablement program resulting in 20% increase in partner-led deals

• 0: Not Enough Information Gathered to Evaluate
• 1: Strategy unlikely to achieve goal
• 2: Strategy may partially achieve goal
• 3: Strategy likely to achieve goal
• 4: Strategy likely to exceed goal

Goal: Achieve 40% of total company revenue through channel sales

• 0: Not Enough Information Gathered to Evaluate
• 1: Strategy unlikely to achieve goal
• 2: Strategy may partially achieve goal
• 3: Strategy likely to achieve goal
• 4: Strategy 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 in channel sales leadership roles. 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 channel sales leadership 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 this channel sales leadership role?
Guidance for Interviewer:

• Areas to Cover:
  • Scope of role
  • Team structure and size
  • Revenue targets and partner types
• Possible Follow-up Questions:
  • How did your responsibilities evolve over time?
  • What was the most challenging aspect of the role?
  • How did this role prepare you for your next career step?

2. What were your key performance metrics and how did you perform against them?
Guidance for Interviewer:

• Areas to Cover:
  • Specific quotas and targets
  • Performance relative to peers
  • Consistency of achievement
• 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 channel sales achievement in this role.
Guidance for Interviewer:

• Areas to Cover:
  • Deal size and complexity
  • Partner relationships involved
  • Unique challenges overcome
• Possible Follow-up Questions:
  • What was your specific role in closing this deal or achieving this milestone?
  • How did you navigate any obstacles or competition?
  • What lessons from this achievement have you applied to subsequent roles?

4. Describe a time when you had to significantly pivot your channel strategy. What happened and what did you learn?
Guidance for Interviewer:

• Areas to Cover:
  • Ability to adapt to market changes
  • Strategic thinking and execution
  • Lessons learned and applied
• Possible Follow-up Questions:
  • How did you communicate the change in strategy to partners and internal stakeholders?
  • What specific changes did you make to your approach after this experience?
  • How have you used this experience to coach or mentor others?

Interview Scorecard

Relevant Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited relevant channel sales leadership 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 channel targets
• 2: Occasionally met channel targets with inconsistent performance
• 3: Consistently met or exceeded channel targets
• 4: Consistently top performer, significantly exceeding channel targets

Strategic Leadership

• 0: Not Enough Information Gathered to Evaluate
• 1: Primarily tactical execution with limited strategic thinking
• 2: Some strategic thinking but struggles with execution
• 3: Strong strategic thinking with good execution
• 4: Exceptional strategic leadership driving significant channel growth

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to adapt to changing market conditions
• 2: Shows some ability to adapt but slow to implement changes
• 3: Demonstrates good adaptability and implements changes effectively
• 4: Highly adaptable, proactively anticipates and leads through change

Goal: Increase channel 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: Expand global partner network by 25% in key markets

• 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: Improve partner satisfaction scores to 85%+

• 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: Launch new channel enablement program resulting in 20% increase in partner-led deals

• 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 40% of total company revenue through channel sales

• 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 Head of Channel Sales 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 build and execute a channel strategy in a new market or product category. How did you approach this challenge? (Strategic Leadership, Business Acumen)
Guidance for Interviewer:

• Areas to Cover:
  • Research and planning process
  • Stakeholder engagement
  • Execution and measurement
  • Challenges overcome
• Possible Follow-up Questions:
  • How did you identify and prioritize potential partners?
  • What resources or support did you leverage to enter the new market?
  • How did you measure the success of your strategy?

2. Describe a situation where you had to navigate a complex negotiation with a key channel partner. How did you handle it? (Relationship Building, Business Acumen)
Guidance for Interviewer:

• Areas to Cover:
  • Preparation and strategy
  • Understanding partner motivations
  • Negotiation tactics used
  • Outcome and lessons learned
• Possible Follow-up Questions:
  • How did you build rapport and trust with the partner?
  • What concessions or creative solutions did you propose?
  • How did this negotiation impact your long-term relationship with the partner?

3. Give me an example of how you've used data or market insights to drive a significant improvement in channel performance. (Results Orientation, Adaptability)
Guidance for Interviewer:

• Areas to Cover:
  • Data sources and analysis process
  • Insights generated
  • Actions taken based on insights
  • Measurable impact on performance
• Possible Follow-up Questions:
  • How did you communicate your findings to stakeholders?
  • What challenges did you face in implementing changes?
  • How have you incorporated this data-driven approach into your ongoing strategy?

Interview Scorecard

Strategic Leadership

• 0: Not Enough Information Gathered to Evaluate
• 1: Lacks strategic vision or struggles to execute
• 2: Demonstrates basic strategic thinking but limited execution
• 3: Shows strong strategic leadership with good execution
• 4: Exceptional strategic leadership driving significant results

Relationship Building

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

Business Acumen

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited understanding of business and financial concepts
• 2: Basic grasp of business principles and channel economics
• 3: Strong business acumen applied effectively to channel strategy
• 4: Exceptional business acumen driving innovative channel approaches

Results Orientation

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to achieve results or meet targets
• 2: Occasionally achieves results but lacks consistency
• 3: Consistently achieves strong results and meets targets
• 4: Drives exceptional results, consistently exceeding targets

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Resists change or struggles to adapt
• 2: Adapts to change when necessary but prefers stability
• 3: Embraces change and adapts strategies effectively
• 4: Thrives in dynamic environments, proactively driving positive change

Goal: Increase channel 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: Expand global partner network by 25% in key markets

• 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: Improve partner satisfaction scores to 85%+

• 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: Launch new channel enablement program resulting in 20% increase in partner-led deals

• 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 40% of total company revenue through channel sales

• 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 align your channel strategy with a significant shift in company direction or product strategy. How did you approach this challenge? (Strategic Leadership, Adaptability)
Guidance for Interviewer:

• Areas to Cover:
  • Understanding of new company direction
  • Reassessment of channel strategy
  • Communication with partners and internal stakeholders
  • Implementation and results
• Possible Follow-up Questions:
  • How did you gain buy-in from leadership for your revised strategy?
  • What resistance did you encounter and how did you overcome it?
  • How did this experience shape your approach to future strategic shifts?

2. Describe a situation where you had to turn around an underperforming channel or partner relationship. What actions did you take? (Results Orientation, Relationship Building)
Guidance for Interviewer:

• Areas to Cover:
  • Analysis of underperformance root causes
  • Strategy development
  • Execution of turnaround plan
  • Metrics and results achieved
• Possible Follow-up Questions:
  • How did you maintain trust and motivation during the turnaround?
  • What specific programs or initiatives were most effective?
  • How did you ensure the improved performance was sustainable?

3. Give me an example of how you've fostered innovation within your channel ecosystem. What was your approach and what were the outcomes? (Strategic Leadership, Business Acumen)
Guidance for Interviewer:

• Areas to Cover:
  • Identification of innovation opportunities
  • Engagement with partners
  • Resources or support provided
  • Measurable impact on business results
• Possible Follow-up Questions:
  • How did you incentivize partners to innovate?
  • What challenges did you face in implementing new ideas?
  • How have you scaled successful innovations across your channel?

Interview Scorecard

Strategic Leadership

• 0: Not Enough Information Gathered to Evaluate
• 1: Lacks vision or struggles with long-term planning
• 2: Demonstrates basic strategic thinking but limited execution
• 3: Shows strong strategic leadership with effective execution
• 4: Visionary leader driving transformative channel strategies

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Resists change or struggles to adapt strategies
• 2: Adapts to change reactively when necessary
• 3: Embraces change and proactively adjusts strategies
• 4: Thrives in dynamic environments, driving positive change

Results Orientation

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to achieve measurable results
• 2: Occasionally achieves results but lacks consistency
• 3: Consistently delivers strong results and meets targets
• 4: Drives exceptional results, consistently exceeding targets

Relationship Building

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

Business Acumen

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited understanding of channel economics and business drivers
• 2: Basic grasp of channel business principles
• 3: Strong business acumen applied effectively to channel strategy
• 4: Exceptional business acumen driving innovative channel approaches

Goal: Increase channel 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: Expand global partner network by 25% in key markets

• 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: Improve partner satisfaction scores to 85%+

• 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: Launch new channel enablement program resulting in 20% increase in partner-led deals

• 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 40% of total company revenue through channel sales

• 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

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 Head of Channel Sales role and the key competencies and goals for success.
• 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.

Debrief Meeting Questions

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 channel sales experience align with our specific needs?
Guidance: Discuss the candidate's experience in relation to our company's channel strategy, partner types, and industry focus.

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 Reference Checks

• Select references who have directly managed or worked closely with the candidate in relevant channel sales leadership roles.
• Ask the candidate to make an introduction to the references to ensure they are expecting your call.
• Explain to the reference the role you're considering the candidate for and the importance of honest feedback.
• Use the questions below as a guide, but feel free to ask follow-up questions based on the responses.
• Pay attention to both what is said and what is not said, and note any hesitations or enthusiastic responses.

Reference Check Questions

1. In what capacity did you work with [Candidate Name], and for how long?
   • Guidance: Establish the context of the relationship and the reference's ability to speak to the candidate's channel sales leadership abilities.
   • Potential follow-up: How closely did you work together on channel strategy and execution?
2. How would you rate [Candidate Name]'s channel sales leadership abilities on a scale of 1-10? Why?
   • Guidance: This question provides a quantifiable measure and encourages the reference to provide specific examples.
   • Potential follow-up: What would it take for them to improve their rating?
3. Can you describe [Candidate Name]'s most significant channel sales achievement while working with you?
   • Guidance: Look for specific examples that demonstrate strategic thinking, execution ability, and measurable results.
   • Potential follow-up: How did this achievement impact the overall business?
4. How effective was [Candidate Name] at building and maintaining relationships with key channel partners?
   • Guidance: Assess the candidate's relationship-building skills, which are crucial for channel sales success.
   • Potential follow-up: Can you provide an example of a challenging partner relationship they managed successfully?
5. How would you describe [Candidate Name]'s ability to adapt to changes in market conditions or company strategy?
   • Guidance: Evaluate the candidate's adaptability and strategic thinking in the face of change.
   • Potential follow-up: Can you give an example of how they pivoted their channel strategy in response to a significant change?
6. What areas of improvement or development would you suggest for [Candidate Name] in their next role?
   • Guidance: This question can reveal potential weaknesses or growth areas for the candidate.
   • Potential follow-up: How did you see them work on these areas during your time together?
7. If you had the appropriate role available, how likely would you be to hire [Candidate Name] again on a scale of 1-10? Why?
   • Guidance: This question often elicits more candid feedback about the candidate's overall performance and potential.
   • Potential follow-up: What type of role or environment do you think would be ideal for [Candidate Name]?

Reference Check Scorecard

Relevant Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited relevant channel sales leadership experience
• 2: Some relevant experience but not at the level required
• 3: Strong relevant experience aligned with our needs
• 4: Exceptional experience exceeding our requirements

Performance History

• 0: Not Enough Information Gathered to Evaluate
• 1: Consistently underperformed in channel sales roles
• 2: Met some targets but performance was inconsistent
• 3: Consistently met or exceeded channel sales targets
• 4: Exceptional performer, consistently exceeded targets by significant margins

Leadership Ability

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggled with leadership responsibilities
• 2: Adequate leadership skills with room for improvement
• 3: Strong leader who effectively managed channel teams
• 4: Exceptional leader who inspired and developed high-performing teams

Relationship Building

• 0: Not Enough Information Gathered to Evaluate
• 1: Difficulty building or maintaining partner relationships
• 2: Built adequate relationships with some partners
• 3: Consistently developed strong partner relationships
• 4: Masterful at cultivating deep, strategic partnerships

Adaptability

• 0: Not Enough Information Gathered to Evaluate
• 1: Resistant to change or slow to adapt
• 2: Adapted to change when necessary but not proactively
• 3: Embraced change and effectively adjusted strategies
• 4: Thrived in dynamic environments, driving positive change

Overall Recommendation

• 1: Strong concerns, would not recommend hiring
• 2: Some reservations about hiring
• 3: Would recommend hiring
• 4: Highly enthusiastic about hiring, without reservations

FAQ: Using This Interview Guide

How should I prepare for using this interview guide?

Before conducting interviews, familiarize yourself with the entire guide, including all questions and scoring criteria. Review the job description and ideal candidate profile to ensure you understand the key competencies and goals for the role. It's also helpful to prepare any necessary materials or information you'll need to provide to candidates, especially for the work sample exercise.

Can I modify the questions in this guide?

While it's best to maintain consistency by asking all candidates the same core questions, you can adapt follow-up questions based on the candidate's responses. If you need to modify a question, ensure it still aligns with the competency being assessed. For alternative question ideas, check out our interview questions resource.

How should I use the scorecards provided?

Complete the scorecard immediately after each interview while the information is fresh in your mind. Be as objective as possible, using specific examples from the candidate's responses to justify your ratings. Remember, the '0' score should only be used if you genuinely didn't gather enough information to evaluate that criteria.

What if a candidate doesn't have direct experience in channel sales?

Focus on transferable skills and experiences. Look for examples of strategic leadership, relationship building, and business acumen in other contexts. Use the behavioral questions to assess how their past experiences might translate to success in a channel sales role.

How should I approach the work sample exercise?

Provide clear instructions and expectations to the candidate. Ensure they have all necessary information to complete the task successfully. During the presentation, focus on their strategic thinking, communication skills, and how well they've understood and addressed the company's needs.

What if I'm not sure about a candidate after the interviews?

Discuss your concerns during the debrief meeting with other interviewers. If needed, consider conducting additional reference checks or scheduling a follow-up interview to address specific areas of uncertainty.

How can I ensure I'm conducting fair and unbiased interviews?

Stick to the structured format of the guide, asking all candidates the same core questions. Be aware of potential biases and focus on evaluating candidates based on their responses and demonstrated abilities, not personal characteristics. Consider having multiple interviewers to get diverse perspectives.

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