Sales Recruiting:
Hiring a great salesperson requires more than asking generic questions like “What are your strengths?” or “Tell me about yourself.” Sales is a performance role, and the interview has to be structured to reveal how a candidate actually sells, how they think, and how they behave under pressure. The right interview questions uncover deal mechanics, pipeline discipline, resilience, and honesty.
Below are categories of high-impact questions and examples you can use in your interviews.
Deal- and quota-focused questions
Salespeople should be able to talk about numbers and deals without hesitation. Ask questions like:
- “What was your quota for the last two years, and what percentage did you finish at each year?”
- “Describe the largest deal you’ve closed. What was the contract value, who were the stakeholders, and how long did it take?”
- “Walk me through a typical quarter for you—how many opportunities, average deal size, and closing ratio?”
Listen for candidates who share specific, verifiable details instead of vague generalities. Strong reps know their metrics because they live with them. They are achievement-oriented AND highly competitive.
Process and pipeline questions
Top performers don’t just wing it; they follow a repeatable process. Use questions such as:
- “Walk me through your sales process from first touch to close.”
- “How do you keep your pipeline organized and decide what to focus on each day?”
- “Tell me about a deal that was stuck. What did you do to move it forward or close it out?”
Here you’re looking for structure: use of CRM, prioritization, clear stages, and discipline in following through.
Objection-handling and closing questions
Every sales role requires handling objections and moving deals to a decision. Ask:
- “What are the most common objections you hear, and how do you respond to them?”
- “Tell me about a time a prospect went dark. What did you do?”
- “Describe a situation where you had to push for a close without damaging the relationship.”
Good candidates can give concrete examples and show emotional intelligence—balancing persistence with respect.
Resilience and failure questions
Sales is full of rejection. You want people who learn from it rather than collapse under it.
- “Tell me about a deal you really wanted that you lost. What happened and what did you learn?”
- “Describe your toughest quarter. How did you manage your attitude and activity?”
Look for ownership instead of blame, reflection instead of excuses.
Role-play questions
Whenever possible, include a short role-play:
- “Let’s pretend I’m a prospect in your target market. Ask me discovery questions for five minutes.”
- “I’m pushing back on price. Handle my objection.”
Role-plays reveal real skills, like LISTENING SKILLS, not just stories. Combined with these structured questions, they give you a much clearer picture of how a salesperson will actually perform once hired.