This comprehensive interview guide helps hiring teams evaluate Sales Manager candidates through a structured, multi-step process focused on assessing leadership capabilities, sales acumen, coaching skills, and cultural fit. The guide includes four key interviews - an initial screening, a team performance review work sample, a hiring manager interview focused on past performance, and behavioral competency interviews.

The structured approach ensures candidates are evaluated consistently and objectively against the core competencies and goals required for success in the role, while allowing flexibility to dig deeper into areas of interest. Each section contains specific directions for both interviewers and candidates to set clear expectations.

How to Use This Guide

Before beginning interviews, thoroughly review the guide to ensure understanding of the role requirements, key competencies, and evaluation criteria. Each interview section includes:

• Detailed directions for conducting the interview effectively
• Specific questions with guidance on areas to probe
• Follow-up questions to dig deeper into important topics
• Comprehensive scorecards to evaluate candidates objectively

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Job Description

🏢 About [Company]

[Insert 2-3 sentences about company mission and culture]

🎯 Position Overview

We're seeking a Sales Manager to lead and develop our SMB sales team, driving revenue growth through coaching, process optimization, and performance management.

💼 Core Responsibilities

• Lead and develop a team of Account Executives focused on SMB segment (1-200 employees)
• Create and execute strategies to achieve team revenue targets
• Drive performance through coaching, training, and accountability
• Optimize sales processes and methodologies
• Collaborate with cross-functional teams to ensure customer success
• Monitor and analyze team performance metrics
• Manage pipeline and forecast accuracy

🌟 What Success Looks Like

• Building and retaining a high-performing sales team
• Consistently achieving team revenue targets
• Implementing scalable sales processes
• Creating a positive, growth-oriented team culture
• Driving continuous improvement in key metrics

📋 Required Experience

• Demonstrated success in B2B SaaS sales leadership
• Track record of team development and coaching
• Experience with SMB sales processes and dynamics
• Strong analytical and problem-solving abilities

💫 Essential Traits

• Growth mindset and continuous learning orientation
• Excellent communication and interpersonal skills
• Data-driven decision-making approach
• Strong coaching and mentoring capabilities
• Strategic thinking with tactical execution ability

📍 Location

[Remote/Hybrid/Office] in [Location]

💰 Compensation

[Base + Variable Compensation Range][Benefits Package]

Internal Use Sections

Role Overview

This position requires someone who can balance people leadership with process optimization and revenue generation. The ideal candidate should have experience scaling SMB sales teams while maintaining high performance standards.

Essential Behavioral Competencies

• Leadership Impact
• Coaching Excellence
• Strategic Thinking
• Results Orientation
• Change Management

Example Goals for Role

• Achieve 120% of team revenue target
• Maintain 80%+ team retention rate
• Improve team productivity metrics by 25%
• Achieve 90%+ forecast accuracy
• Reduce sales cycle time by 20%

Ideal Candidate Profile

• Proven track record of sales team leadership
• Experience scaling SMB sales operations
• Strong analytical capabilities
• Excellence in coaching and development
• Located in [location] or willing to relocate
• Demonstrates learning agility
• Track record of process improvement
• Experience in high-growth environments

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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 Sales Manager 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 sales leadership role and the size of the team you managed.

Guidance for Interviewer:

• Areas to Cover:
  • Team size and structure
  • Sales focus (B2B, SaaS, SMB)
  • Key responsibilities
• Possible Follow-up Questions:
  • What were your team's primary performance metrics?
  • How did you approach team development and coaching?

3. What interests you most about this Sales Manager 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 target market and sales approach?
  • How does this role fit into your long-term career goals?

4. Walk me through your approach to developing and retaining a high-performing sales team.

Guidance for Interviewer:

• Areas to Cover:
  • Coaching and development strategies
  • Performance management techniques
  • Team culture building
• Possible Follow-up Questions:
  • How do you identify and nurture top performers?
  • What strategies do you use to address underperformance?

5. Tell me about your biggest sales leadership achievement in the past year.

Guidance for Interviewer:

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

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

Guidance for Interviewer:

• Areas to Cover:
  • Learning agility
  • Self-motivation
  • Industry knowledge
• Possible Follow-up Questions:
  • What sales leadership books or resources have you found most valuable?
  • Have you attended any recent sales leadership conferences or trainings?
  • How do you apply new learnings to your management 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 Sales Leadership Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: No B2B SaaS sales leadership experience
• 2: Some sales leadership experience but in unrelated industry
• 3: 3-5 years of relevant B2B SaaS sales leadership experience
• 4: 5+ years of highly relevant B2B SaaS sales leadership experience

Performance History

• 0: Not Enough Information Gathered to Evaluate
• 1: Team consistently misses targets
• 2: Team occasionally meets targets
• 3: Team consistently meets targets
• 4: Team consistently exceeds targets by significant margin

Coaching and Development Approach

• 0: Not Enough Information Gathered to Evaluate
• 1: Unable to articulate coherent coaching strategy
• 2: Basic understanding of coaching and development
• 3: Clear, structured approach to team development
• 4: Highly sophisticated, data-driven coaching 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 Team Performance Review

🎯 Directions for the Interviewer

This work sample assesses the candidate's ability to analyze team performance data, identify areas for improvement, and develop actionable strategies. Provide the candidate with a mock sales team performance report and ask them to prepare a brief presentation on their findings and recommendations.

Best practices:

• Give the candidate 30-45 minutes to prepare
• Limit the presentation to 15-20 minutes, followed by 10-15 minutes of Q&A
• Take notes on specific observations 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 review a mock sales team performance report and prepare a brief presentation on your findings and recommendations. Imagine you're three months into your role as Sales Manager, and this is your first quarterly review. Your goals are to:

1. Analyze the team's performance
2. Identify key areas for improvement
3. Develop actionable strategies to enhance team performance

You'll have 30 minutes to prepare, followed by a 15-minute presentation and 10 minutes of Q&A. Please focus on your top 3-5 observations and recommendations. Do you have any questions before we begin?"

Provide the candidate with:

• Mock sales team performance report (including individual and team metrics, pipeline data, and customer feedback)
• Company sales targets and KPIs
• Any other relevant background information

📊 Interview Scorecard

Data Analysis

• 0: Not Enough Information Gathered to Evaluate
• 1: Unable to draw meaningful insights from data
• 2: Basic analysis with obvious observations
• 3: Thorough analysis with valuable insights
• 4: Exceptional analysis revealing hidden opportunities

Problem Identification

• 0: Not Enough Information Gathered to Evaluate
• 1: Fails to identify key issues
• 2: Identifies surface-level problems
• 3: Pinpoints critical areas for improvement
• 4: Uncovers root causes and systemic issues

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Proposes generic or ineffective solutions
• 2: Develops basic improvement strategies
• 3: Creates targeted, actionable strategies
• 4: Designs innovative, high-impact solutions

Communication Skills

• 0: Not Enough Information Gathered to Evaluate
• 1: Unclear or disorganized presentation
• 2: Adequately communicates ideas
• 3: Clearly articulates insights and recommendations
• 4: Delivers compelling, executive-level presentation

Coaching Approach

• 0: Not Enough Information Gathered to Evaluate
• 1: Focuses solely on negative feedback
• 2: Provides basic performance feedback
• 3: Balances constructive feedback with development plans
• 4: Demonstrates nuanced, individualized coaching strategies

Goal: Achieve 120% of team revenue target

• 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%+ team retention rate

• 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 team productivity metrics by 25%

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

Overall Recommendation

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

👔 Hiring Manager Interview

🎯 Directions for the Interviewer

This interview focuses on the candidate's relevant work history and performance as a sales leader. 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 sales leadership 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 sales leadership role?

Guidance for Interviewer:

• Areas to Cover:
  • Team size and structure
  • Target market/customer base
  • Revenue targets and KPIs
• Possible Follow-up Questions:
  • How did your responsibilities evolve over time?
  • What was the most challenging aspect of leading this team?
  • How did this role prepare you for your next career step?

2. What were your team's key performance metrics and how did they perform against them?

Guidance for Interviewer:

• Areas to Cover:
  • Specific quotas and targets
  • Team performance relative to other teams
  • Consistency of achievement
• Possible Follow-up Questions:
  • What strategies did you use to consistently meet/exceed team targets?
  • How did you address periods of team underperformance?
  • What tools or resources were most helpful in tracking and improving team performance?

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

Guidance for Interviewer:

• Areas to Cover:
  • Scale of achievement
  • Strategic approach
  • Team involvement and development
• Possible Follow-up Questions:
  • What was your specific role in driving this achievement?
  • How did you motivate and align your team towards this goal?
  • What lessons from this achievement have you applied to subsequent roles?

4. Describe a time when you had to turn around an underperforming sales team. What was your approach and what were the results?

Guidance for Interviewer:

• Areas to Cover:
  • Initial assessment and problem identification
  • Strategy development and implementation
  • Performance improvement metrics
• Possible Follow-up Questions:
  • How did you gain buy-in from the team for your turnaround strategy?
  • What specific changes in processes or culture did you implement?
  • How did you balance short-term performance needs with long-term team development?

📊 Interview Scorecard

Relevant Experience

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited relevant 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: Teams consistently underperformed against targets
• 2: Teams occasionally met targets with inconsistent performance
• 3: Teams consistently met or exceeded targets
• 4: Teams consistently top performers, significantly exceeding targets

Leadership Impact

• 0: Not Enough Information Gathered to Evaluate
• 1: Minimal evidence of positive team impact
• 2: Some examples of team improvement under leadership
• 3: Clear track record of developing high-performing teams
• 4: Exceptional ability to transform and elevate team performance

Strategic Thinking

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

Goal: Achieve 120% of team revenue target

• 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%+ team retention rate

• 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 team productivity metrics by 25%

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

Overall Recommendation

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

🧠 Behavioral Competency Interview

🎯 Directions for the Interviewer

This interview assesses the candidate's behavioral competencies critical for success in the Sales Manager 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 implement a significant change in your sales team's processes or strategies. How did you approach this change management challenge? (Leadership Impact, Change Management)

Guidance for Interviewer:

• Areas to Cover:
  • Reason for the change
  • Strategy for communicating and implementing change
  • Handling of resistance or obstacles
  • Results and lessons learned
• Possible Follow-up Questions:
  • How did you gain buy-in from your team and other stakeholders?
  • What metrics did you use to measure the success of the change?
  • How has this experience influenced your approach to future organizational changes?

2. Describe a situation where you had to coach an underperforming sales representative to significantly improve their results. What was your approach and what were the outcomes? (Coaching Excellence, Results Orientation)

Guidance for Interviewer:

• Areas to Cover:
  • Initial performance assessment
  • Coaching strategy and techniques used
  • Monitoring of progress and adjustments made
  • Final results and impact on team performance
• Possible Follow-up Questions:
  • How did you tailor your coaching approach to this individual's needs?
  • What tools or resources did you use to support the coaching process?
  • How did you balance supporting this individual with maintaining overall team performance?

3. Give me an example of how you've used data analysis to identify a new opportunity for your sales team or to solve a complex problem. (Strategic Thinking, Data-Driven Decision Making)

Guidance for Interviewer:

• Areas to Cover:
  • Sources of data used
  • Analysis process and tools
  • Insights gained and actions taken
  • Results achieved
• Possible Follow-up Questions:
  • How did you communicate your findings and recommendations to your team and leadership?
  • What challenges did you face in implementing your data-driven strategy?
  • How have you applied this analytical approach to other areas of your sales leadership?

📊 Interview Scorecard

Leadership Impact

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to influence team or drive change
• 2: Can lead team through minor changes
• 3: Effectively guides team through significant transitions
• 4: Inspires and transforms team, driving exceptional results through change

Coaching Excellence

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited ability to improve individual performance
• 2: Provides basic coaching with some positive impact
• 3: Consistently develops team members, improving overall performance
• 4: Masterfully coaches individuals and teams, dramatically elevating capabilities

Strategic Thinking

• 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

Results Orientation

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to consistently achieve targets
• 2: Generally meets basic performance expectations
• 3: Consistently drives team to meet and exceed goals
• 4: Relentlessly pursues and achieves exceptional results, setting new benchmarks

Change Management

• 0: Not Enough Information Gathered to Evaluate
• 1: Resists change or struggles to implement effectively
• 2: Can manage small-scale changes with guidance
• 3: Successfully leads team through significant changes
• 4: Expertly navigates complex changes, turning challenges into opportunities

Goal: Achieve 120% of team revenue target

• 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%+ team retention rate

• 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 team productivity metrics by 25%

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

Overall Recommendation

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

👥 Skip Level Behavioral Interview

🎯 Directions for the Interviewer

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

💬 Directions to Share with Candidate

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

🔍 Interview Questions

1. Tell me about a time when you had to align your sales team with a new company-wide strategy or initiative. How did you ensure buy-in and successful implementation? (Strategic Thinking, Leadership Impact)

Guidance for Interviewer:

• Areas to Cover:
  • Understanding and interpretation of the new strategy
  • Communication approach with the team
  • Tactics for ensuring alignment and adoption
  • Measurement of success and outcomes
• Possible Follow-up Questions:
  • How did you handle any resistance or skepticism from your team?
  • What challenges did you face in translating high-level strategy into day-to-day actions?
  • How did this experience shape your approach to future strategic initiatives?

2. Describe a situation where you had to balance competing priorities between short-term sales targets and long-term team development. How did you approach this challenge? (Results Orientation, Coaching Excellence)

Guidance for Interviewer:

• Areas to Cover:
  • Specific competing priorities
  • Decision-making process
  • Strategies for addressing both short-term and long-term needs
  • Results and lessons learned
• Possible Follow-up Questions:
  • How did you communicate your decisions to both your team and upper management?
  • What metrics did you use to track progress on both fronts?
  • How has this experience influenced your leadership philosophy?

3. Give me an example of how you've fostered innovation or process improvement within your sales team. What was your approach and what were the outcomes? (Strategic Thinking, Change Management)

Guidance for Interviewer:

• Areas to Cover:
  • Identification of the need for innovation or improvement
  • Process for generating and evaluating ideas
  • Implementation strategy
  • Results and impact on team performance
• Possible Follow-up Questions:
  • How did you encourage creative thinking and risk-taking within your team?
  • What obstacles did you encounter and how did you overcome them?
  • How have you sustained a culture of continuous improvement beyond this specific initiative?

📊 Interview Scorecard

Strategic Thinking

• 0: Not Enough Information Gathered to Evaluate
• 1: Struggles to connect team actions to broader strategy
• 2: Can implement pre-defined strategies with guidance
• 3: Effectively translates and executes company strategy at team level
• 4: Develops innovative strategies that drive company-wide impact

Leadership Impact

• 0: Not Enough Information Gathered to Evaluate
• 1: Limited ability to influence team behavior or performance
• 2: Can lead team through routine situations effectively
• 3: Consistently inspires and guides team to high performance
• 4: Transformational leader who significantly elevates team and organizational success

Results Orientation

• 0: Not Enough Information Gathered to Evaluate
• 1: Frequently misses targets or focuses solely on short-term gains
• 2: Generally achieves basic performance expectations
• 3: Consistently drives team to meet and exceed goals
• 4: Relentlessly pursues and achieves exceptional results, setting new benchmarks

Coaching Excellence

• 0: Not Enough Information Gathered to Evaluate
• 1: Provides minimal or ineffective coaching
• 2: Offers basic coaching with some positive impact
• 3: Consistently develops team members, improving overall performance
• 4: Masterfully coaches individuals and teams, dramatically elevating capabilities

Change Management

• 0: Not Enough Information Gathered to Evaluate
• 1: Resists change or struggles to implement effectively
• 2: Can manage small-scale changes with guidance
• 3: Successfully leads team through significant changes
• 4: Expertly navigates complex changes, turning challenges into opportunities

Goal: Achieve 120% of team revenue target

• 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%+ team retention rate

• 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 team productivity metrics by 25%

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

Overall Recommendation

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

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Debrief Meeting

Meeting Structure

• Duration: 60 minutes
• Participants: All interviewers and hiring manager
• Materials needed: Interview scorecards and notes

Opening Discussion (15 minutes)

Key Discussion Points:

• Review of role requirements
• Team revenue targets
• Sales process expertise
• Cultural fit considerations

Core Assessment Questions

1. Does anyone have questions for other interviewers about the candidate?
   • Guidance: Allow each interviewer to share their key observations first
2. What evidence did we see of the candidate's ability to drive sales results?
   • Guidance: Focus on specific examples and metrics from past performance
3. Are there any concerns about the candidate's ability to adapt to our sales methodology?
   • Guidance: Consider both technical skills and learning agility
4. What additional information do we need before making a decision?
   • Guidance: List specific areas to probe during reference checks
5. Has anyone changed their hire/no-hire recommendation based on this discussion?
   • Guidance: Document any changes and the reasoning behind them

Reference Checks

Setup Instructions

• Request 3 references, including at least 2 former managers
• Ask candidate to make initial introduction
• Schedule 30-minute calls with each reference

Core Questions

1. "In what context did you work with [Candidate], and for how long?"
   • Follow-up: "What was their role and reporting relationship?"
   • Guidance: Establish credibility of the reference
2. "How did [Candidate] rank in terms of sales performance compared to their peers?"
   • Follow-up: "Can you share specific metrics or achievements?"
   • Guidance: Get quantifiable data where possible
3. "What were [Candidate]'s strongest and weakest areas in sales execution?"
   • Follow-up: "How did they work to improve their weak areas?"
   • Guidance: Listen for self-awareness and growth mindset
4. "On a scale of 1-10, how likely would you be to hire [Candidate] if you had an appropriate role?"
   • Follow-up: "What drives that rating?"
   • Guidance: Push for specific examples
5. "What type of sales environment would [Candidate] thrive in?"
   • Follow-up: "What environments might they struggle in?"
   • Guidance: Assess cultural fit

Reference Check Scorecard

Sales Performance History

• 0: Not enough information gathered
• 1: Bottom 50% performer
• 2: Average performer (50-75th percentile)
• 3: Strong performer (75-90th percentile)
• 4: Top performer (>90th percentile)

Leadership Potential

• 0: Not enough information gathered
• 1: Requires significant supervision
• 2: Works independently
• 3: Influences peers positively
• 4: Demonstrates strong leadership qualities

Coachability

• 0: Not enough information gathered
• 1: Resistant to feedback
• 2: Accepts feedback when given
• 3: Actively seeks feedback
• 4: Implements feedback and helps others grow

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Frequently Asked Questions

How long should each interview take? Each interview should be scheduled for 60 minutes to allow adequate time for questions and candidate responses. The work sample may require up to 90 minutes including preparation time. For additional guidance, see our article on mastering role-playing interviews.

Should I ask every question listed? Focus on asking the core questions consistently across candidates. Use follow-up questions as needed based on responses. See our guide on how to conduct effective interviews for more tips.

What if I need different questions for my context? Browse our extensive library of alternative interview questions to customize while maintaining the structured format. For sales leadership roles specifically, see our sales leadership interview questions.

How should I handle scoring if I can't gather enough information? Use the "0: Not Enough Information Gathered to Evaluate" score and note what additional information is needed for the debrief discussion. See our article on using interview scorecards effectively.

What's the best way to conduct the team performance review work sample? Review our detailed guide on evaluating sales leadership capabilities for specific tips and best practices.

How can I ensure fair evaluation across different interviewers? Use the provided scorecards consistently and discuss any scoring discrepancies during the debrief meeting. Our article on structured interviewing provides additional guidance.

How should we make the final hiring decision? Use the debrief meeting format to discuss all feedback systematically before making a decision. Consider reviewing our guide on avoiding failed sales leadership hires.

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