Interview Guide for

Mid-Market Account Executive

This comprehensive interview guide helps hiring teams evaluate Mid-Market Account Executive candidates through a structured four-interview process that assesses both sales capabilities and behavioral competencies. The guide includes detailed questions, interviewer guidance, and scorecards to evaluate candidates objectively against role requirements and goals.

How to Use This Guide

Initial Setup: Review the guide thoroughly before beginning interviews. Customize questions and evaluation criteria based on your specific needs while maintaining the structured format.

During Interviews: Follow the prescribed format for each interview type while using follow-up questions to probe deeper into areas of interest. Complete scorecards immediately after each interview.

Post-Interview: Use the debrief meeting format to facilitate effective team discussions and reference check guidance to validate candidate qualifications.

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Job Description

🎯 Position Overview

[Company] is seeking a Mid-Market Account Executive to drive revenue growth through strategic sales of our equity management platform to mid-stage companies. This role combines consultative selling with deep understanding of customer needs to deliver high-value solutions.

💼 Core Responsibilities

Drive revenue through consultative sales approach and strategic prospecting
Own full sales lifecycle from lead generation to close
Act as trusted advisor to venture-backed executives and founders
Develop and execute territory strategy to achieve consistent growth
Build relationships with key stakeholders across customer organizations

🌟 What Success Looks Like

Consistently meeting or exceeding revenue targets
Building strong relationships with decision-makers
Maintaining healthy pipeline coverage
Delivering accurate forecasts
Contributing to team knowledge and best practices

📋 Required Capabilities

Demonstrated success in B2B software sales
Strong track record of exceeding sales targets
Ability to navigate complex sales cycles
Experience with consultative selling approach
Excellent communication and presentation skills

💫 Key Attributes

High emotional intelligence
Strategic thinking
Self-motivation
Collaborative mindset
Continuous learner
Adaptability

📍 Location

[Location/Remote Options]

💰 Compensation

[Base Salary + Commission Structure][Benefits Package]

Internal Use Sections

Role Overview

This position requires someone who can balance strategic account planning with tactical execution while maintaining high standards of customer service. The role demands both sales excellence and the ability to understand complex business needs.

Essential Behavioral Competencies

Strategic Problem-Solving
Relationship Building
Business Acumen
Learning Agility
Results Orientation

Example Goals for Role

Achieve $1M+ in annual recurring revenue
Maintain 80% pipeline coverage ratio
Achieve 35%+ win rate on qualified opportunities
Average deal size of $50K+ ARR

Ideal Candidate Profile

Proven track record in B2B software sales
Experience selling complex solutions to multiple stakeholders
Strong business acumen with ability to understand customer challenges
Natural curiosity about business and technology
Located in [location] or willing to relocate
Demonstrates continuous learning mindset
History of exceeding targets in previous roles

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Screening Interview

Directions for the Interviewer

This initial screening interview is crucial for quickly assessing if a candidate should move forward in the process. 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 Mid-Market Account Executive role. Please provide concise but thorough answers. Do you have any questions before we begin?"

Interview Questions

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

Guidance for Interviewer:Areas to Cover:

Confirm work eligibility status
Any visa or work permit requirements

Possible Follow-up Questions:

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

2. Tell me about your most recent B2B software sales role and your typical deal size and sales cycle length.

Guidance for Interviewer:Areas to Cover:

Relevance of past sales experience
Complexity of deals
Length of sales cycles

Possible Follow-up Questions:

What was your quota attainment in that role?
How many deals did you typically manage simultaneously?
What was your average win rate?

3. What interests you most about this Mid-Market Account Executive role at our company?

Guidance for Interviewer:Areas to Cover:

Knowledge of company/product
Alignment with role expectations
Career motivations

Possible Follow-up Questions:

What do you know about our equity management platform?
How does this role fit into your long-term career goals?
What excites you most about selling to mid-stage companies?

4. Walk me through your approach to consultative selling in a complex B2B environment.

Guidance for Interviewer:Areas to Cover:

Understanding of consultative selling
Stakeholder management
Value proposition articulation

Possible Follow-up Questions:

How do you typically identify and engage key decision makers?
What tools or resources do you leverage throughout the process?
How do you handle objections or roadblocks?

5. Tell me about your biggest 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 quota and by how much did you exceed it?
What specific strategies led to your success?
How did you celebrate this achievement?

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

Guidance for Interviewer:Areas to Cover:

Learning agility
Self-motivation
Industry knowledge

Possible Follow-up Questions:

What sales books or resources have you found most valuable?
Have you attended any recent sales conferences or trainings?
How do you apply new learnings to your sales approach?

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

Guidance for Interviewer:Areas to Cover:

Depth of candidate research
Genuine interest in role
Thoughtfulness of questions

Possible Follow-up Questions:

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

Interview Scorecard

Work Eligibility

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

Relevant B2B Software Sales Experience

0: Not Enough Information Gathered to Evaluate
1: No B2B software sales experience
2: Some B2B sales experience but in unrelated industry
3: 1-3 years of relevant B2B software sales experience
4: 3+ years of highly relevant B2B software sales experience

Performance History

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

Consultative Selling Approach

0: Not Enough Information Gathered to Evaluate
1: Unable to articulate consultative selling approach
2: Basic understanding of consultative selling
3: Clear, structured approach to consultative selling
4: Highly sophisticated, strategic consultative selling 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
2: Some effort towards skill development
3: Consistent focus on improvement and industry knowledge
4: Passionate self-learner with innovative approaches to development

Overall Recommendation

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

Work Sample: Mock Discovery Call

Directions for the Interviewer

This work sample assesses the candidate's ability to conduct an effective discovery call with a potential mid-market customer. Provide the candidate with background information on the prospective customer and your equity management platform. Evaluate their preparation, questioning strategy, active listening, and ability to articulate value propositions.

Best practices:

Give the candidate 15-20 minutes to prepare before the role-play
Limit the role-play to 20-30 minutes
Take notes on specific behaviors and statements
Provide a brief opportunity for the candidate to self-reflect after the exercise

Directions to Share with Candidate

"For this exercise, you'll conduct a mock discovery call with a potential mid-market customer interested in our equity management platform. I'll play the role of the customer. You'll have 15 minutes to prepare using the background information provided. Your goal is to uncover the customer's needs, pain points, and decision-making process while beginning to position our solution. The call will last about 20 minutes. Do you have any questions?"

Provide the candidate with:

Brief overview of your equity management platform
Target customer profile (mid-stage company)
LinkedIn profile of the "customer" (your role)
Any other relevant background information

Interview Scorecard

Preparation

0: Not Enough Information Gathered to Evaluate
1: Unprepared, no clear strategy
2: Basic preparation, generic approach
3: Well-prepared with tailored strategy
4: Extensively prepared with innovative approach

Questioning Strategy

0: Not Enough Information Gathered to Evaluate
1: Asks few or irrelevant questions
2: Asks basic qualifying questions
3: Asks probing questions to uncover needs and pain points
4: Asks insightful questions revealing hidden opportunities

Active Listening

0: Not Enough Information Gathered to Evaluate
1: Frequently interrupts or misses key information
2: Listens passively with minimal follow-up
3: Demonstrates good listening with relevant follow-up questions
4: Exceptional listening skills, building on responses to drive conversation

Value Articulation

0: Not Enough Information Gathered to Evaluate
1: Unable to articulate relevant value propositions
2: Communicates generic value propositions
3: Clearly articulates tailored value propositions
4: Compellingly communicates unique value aligned with specific customer needs

Objection Handling

0: Not Enough Information Gathered to Evaluate
1: Becomes defensive or unable to address objections
2: Provides basic responses to objections
3: Effectively addresses objections with relevant information
4: Skillfully reframes objections as opportunities

Next Steps/Follow-up

0: Not Enough Information Gathered to Evaluate
1: Fails to establish clear next steps
2: Suggests vague or generic next steps
3: Establishes clear, mutually agreed upon next steps
4: Creates a compelling action plan with customer buy-in

Goal: Achieve $1M+ in annual recurring revenue

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: Maintain 80% pipeline coverage ratio

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 35%+ win rate on qualified opportunities

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: Average deal size of $50K+ ARR

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

Overall Recommendation

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

Hiring Manager Interview

Directions for the Interviewer

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

Directions to Share with Candidate

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

Interview Questions

1. What were your main responsibilities in this role?

Guidance for Interviewer:Areas to Cover:

Scope of role
Target market/customer base
Team structure and interactions

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 sales achievement in this role.

Guidance for Interviewer:Areas to Cover:

Deal size and complexity
Stakeholders involved
Unique challenges overcome

Possible Follow-up Questions:

What was your specific role in closing this deal?
How did you navigate any obstacles or competition?
What lessons from this achievement have you applied to subsequent deals?

4. Describe a time when you lost a significant deal. What happened and what did you learn?

Guidance for Interviewer:Areas to Cover:

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

Possible Follow-up Questions:

How did you handle the disappointment personally and with your team?
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 B2B software sales 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 targets
2: Occasionally met targets with inconsistent performance
3: Consistently met or exceeded targets
4: Consistently top performer, significantly exceeding targets

Deal Complexity

0: Not Enough Information Gathered to Evaluate
1: Primarily transactional sales with limited complexity
2: Some experience with moderately complex deals
3: Proven success with complex, multi-stakeholder enterprise deals
4: Exceptional track record with highly strategic, organization-wide implementations

Learning and Adaptability

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

Goal: Achieve $1M+ in annual recurring revenue

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: Maintain 80% pipeline coverage ratio

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 35%+ win rate on qualified opportunities

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: Average deal size of $50K+ ARR

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 Mid-Market Account Executive 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 quickly adapt your sales strategy due to unexpected changes in a customer's business or the competitive landscape. (Adaptability, Strategic Problem-Solving)

Guidance for Interviewer:Areas to Cover:

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

Possible Follow-up Questions:

How did you communicate the change in strategy to stakeholders?
What resources or support did you leverage to adapt quickly?
How has this experience influenced your approach to future deals?

2. Describe a complex B2B sale where you had to build relationships with multiple stakeholders across the organization. How did you navigate this process? (Relationship Building, Business Acumen)

Guidance for Interviewer:Areas to Cover:

Mapping of stakeholders and their interests
Strategies for engaging different personas
Handling conflicting priorities or objections
Ultimate outcome of the deal

Possible Follow-up Questions:

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

3. Give me an example of how you've used data or market insights to uncover a new sales opportunity or expand an existing account. (Learning Agility, Results Orientation)

Guidance for Interviewer:Areas to Cover:

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

Possible Follow-up Questions:

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

Interview Scorecard

Adaptability

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

Strategic Problem-Solving

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

Relationship Building

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

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business concepts
2: Basic grasp of customer business needs
3: Strong ability to align solutions with business challenges
4: Exceptional insight into complex business issues and strategic implications

Learning Agility

0: Not Enough Information Gathered to Evaluate
1: Resistant to learning or change
2: Learns when required but doesn't seek growth opportunities
3: Actively seeks and applies new knowledge and skills
4: Rapidly acquires and applies new information, driving innovation

Results Orientation

0: Not Enough Information Gathered to Evaluate
1: Struggles to meet basic performance expectations
2: Occasionally achieves goals with inconsistent results
3: Consistently meets or exceeds performance targets
4: Drives exceptional results, consistently surpassing expectations

Goal: Achieve $1M+ in annual recurring revenue

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: Maintain 80% pipeline coverage ratio

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 35%+ win rate on qualified opportunities

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: Average deal size of $50K+ ARR

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

Interview Questions

1. Tell me about a time when you had to persuade a skeptical executive to consider your solution. How did you approach this challenge? (Influence, Communication Skills)

Guidance for Interviewer:Areas to Cover:

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

Possible Follow-up Questions:

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

2. Describe a situation where you had to balance the needs of multiple clients or deals simultaneously. How did you manage your time and priorities? (Results Orientation, Strategic Problem-Solving)

Guidance for Interviewer:Areas to Cover:

Scope and complexity of competing priorities
Strategies for time management and organization
Communication with clients and internal stakeholders
Results achieved across multiple deals

Possible Follow-up Questions:

What tools or systems do you use to stay organized?
How do you decide when to delegate or seek support?
Can you give an example of a time when you had to make a difficult prioritization decision?

3. Give me an example of how you've contributed to improving your team's sales processes or strategies. (Learning Agility, Strategic Problem-Solving)

Guidance for Interviewer:Areas to Cover:

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

Possible Follow-up Questions:

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

Interview Scorecard

Influence

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

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Difficulty expressing ideas clearly or tailoring message
2: Communicates adequately in most situations
3: Articulates ideas clearly and adapts style effectively
4: Exceptional communicator, inspiring and engaging all audiences

Results Orientation

0: Not Enough Information Gathered to Evaluate
1: Struggles to meet basic performance expectations
2: Occasionally achieves goals with inconsistent results
3: Consistently meets or exceeds performance targets
4: Drives exceptional results, consistently surpassing expectations

Strategic Problem-Solving

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

Learning Agility

0: Not Enough Information Gathered to Evaluate
1: Resistant to learning or change
2: Learns when required but doesn't seek growth opportunities
3: Actively seeks and applies new knowledge and skills
4: Rapidly acquires and applies new information, driving innovation

Goal: Achieve $1M+ in annual recurring revenue

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: Maintain 80% pipeline coverage ratio

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 35%+ win rate on qualified opportunities

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: Average deal size of $50K+ ARR

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

Overall Recommendation

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

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Debrief Meeting Instructions

The meeting should focus on evaluating the candidate's sales capabilities, relationship-building skills, and strategic thinking demonstrated throughout the interview process. All interviewers should have their scorecards and notes ready.

General Discussion Questions

1. Does anyone have questions for other interviewers about the candidate?Guidance: Allow time for interviewers to clarify observations about the candidate's sales approach, strategic thinking, and relationship-building abilities.

2. Are there any additional comments about the candidate?Guidance: Focus particularly on examples of past sales performance and evidence of consultative selling approach.

Role-Specific Questions

3. Based on what we've learned, how confident are we in the candidate's ability to achieve the $1M+ ARR target?Guidance: Discuss specific examples from their track record and interview responses that support or raise concerns about their ability to hit targets.

4. How well does the candidate's consultative selling style align with our complex sales cycle?Guidance: Compare notes on their approach to understanding customer needs and navigating multiple stakeholders.

Decision-Making Questions

5. Is there anything further we need to investigate before making a decision?Guidance: Consider areas where more information might be needed, particularly around sales performance metrics.

6. Has anyone changed their hire/no-hire recommendation?Guidance: Encourage open discussion about changing views based on new information shared.

7. If not a fit for this role, should we consider them for other sales positions?Guidance: Discuss potential fits for other territories or market segments.

Reference Check Guide

Key Questions for References

1. In what context did you work with [Candidate], and how would you describe their sales performance?Follow-up: What was their ranking on the sales team?Guidance: Get specific metrics and rankings if possible.

2. How would you rate their ability to navigate complex sales cycles with multiple stakeholders?Follow-up: Can you share a specific example?Guidance: Listen for concrete examples of strategic thinking and stakeholder management.

3. What was their average deal size and typical sales cycle length?Follow-up: How did this compare to team averages?Guidance: Compare with your target metrics ($50K+ ARR).

4. Describe their approach to building and maintaining customer relationships.Follow-up: How did customers typically respond to their style?Guidance: Listen for examples of consultative selling approach.

5. On a scale of 1-10, how likely would you be to hire them again for a similar role?Follow-up: What would make it a 10?Guidance: Push for specific reasons behind the rating.

Reference Check Scorecard

Sales Performance Metrics

0: Not enough information gathered
1: Consistently missed targets
2: Met some targets but inconsistent
3: Consistently met targets
4: Consistently exceeded targets by 20%+

Strategic Selling Capability

0: Not enough information gathered
1: Primarily transactional approach
2: Some strategic thinking demonstrated
3: Strong strategic approach
4: Exceptional strategic thinking and execution

Relationship Building

0: Not enough information gathered
1: Minimal relationship focus
2: Basic relationship management
3: Strong relationship builder
4: Outstanding relationship cultivator

Leadership References

0: Not enough information gathered
1: Would not rehire
2: Might rehire with reservations
3: Would definitely rehire
4: Would actively recruit again

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Frequently Asked Questions

Q: How long should each interview take?A: Plan for 30-45 minutes for screening, 45-60 minutes for the mock discovery call, and 60 minutes each for the behavioral and hiring manager interviews. See our guide on conducting effective interviews for timing tips.

Q: Should I ask every question listed?A: Focus on core questions to ensure consistent evaluation across candidates. Use follow-up questions as needed to gather sufficient information. Browse our library of alternative sales interview questions if you need to customize.

Q: How should I prepare for the mock discovery call?A: Review our guide on mastering role-playing interviews for detailed preparation tips. Ensure candidates receive clear instructions and background information.

Q: What if a candidate's answer doesn't address what I'm looking for?A: Use the suggested follow-up questions to redirect and probe deeper. Read our article on asking the right questions for additional guidance.

Q: How can I ensure consistent evaluation across different interviewers?A: Use the provided scorecards consistently and discuss any scoring discrepancies during the debrief meeting. See our guide on using interview scorecards for best practices.

Q: What if we can't reach consensus in the debrief meeting?A: Review our article on candidate debriefs for strategies to handle disagreements constructively.

Q: How should we handle reference checks?A: Follow our 5 tips for valuable reference calls and use the provided reference check template to gather meaningful insights.

Q: What are common pitfalls to avoid in sales hiring?A: Read our guide on avoiding failed sales hires to understand and prevent common mistakes in the hiring process.

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