Enterprise Sales Manager Interview Scorecard
ZYTHR Resources •
September 11, 2025
TL;DR
This scorecard focuses interview assessment on the measurable skills that drive enterprise revenue and team performance. It provides consistent dimensions and behavioral benchmarks to compare candidates objectively.
Who this scorecard is for
For hiring managers, sales leaders, and recruiters evaluating Enterprise Sales Manager candidates. Useful in panel interviews and debriefs to align on revenue impact, team fit, and execution ability.
Preview the Scorecard
See what the Enterprise Sales Manager Interview Scorecard looks like before you download it.
How to use and calibrate
- Pick the level (Junior, Mid, Senior, or Staff) and adjust anchor examples accordingly.
- Use the quick checklist during the call; fill the rubric within 30 minutes after.
- Or use ZYTHR to transcribe the interview and automatically fill in the scorecard live.
- Run monthly calibration with sample candidate answers to align expectations.
- Average across interviewers; avoid single-signal decisions.
Detailed rubric with anchor behaviors
Revenue & Closing
- 1–2: Misses quota regularly and cannot advance or convert large opportunities.
- 3: Consistently meets quota and closes standard enterprise deals with expected terms.
- 4: Frequently exceeds quota and closes complex, high-value deals with favorable terms.
- 5: Consistently outperforms targets by winning transformational, multi-year agreements and expanding ARR.
Pipeline & Sales Process
- 1–2: No repeatable process; pipeline is shallow or inaccurate.
- 3: Maintains a healthy pipeline and follows company sales stages.
- 4: Builds scalable processes, stages, and qualification that increase win rates.
- 5: Creates predictable, scalable pipeline growth and continuously optimizes funnel metrics.
Account Strategy & Expansion
- 1–2: Lacks account plans and is reactive to customer requests.
- 3: Develops account plans and identifies logical expansion paths.
- 4: Maps executive sponsors and drives value-based land-and-expand strategies.
- 5: Orchestrates long-term account playbooks that deliver significant upsell and retention gains.
Stakeholder Management
- 1–2: Fails to build or maintain senior relationships and loses to internal politics.
- 3: Maintains trusted relationships with key stakeholders across customer organizations.
- 4: Influences C-suite, aligns technical and business sponsors, and mitigates risk.
- 5: Shapes executive vision, secures multi-level buy-in, and becomes a strategic advisor to customers.
Negotiation & Contracting
- 1–2: Accepts unfavorable terms or stalls during contracting.
- 3: Negotiates standard commercial terms and resolves routine objections.
- 4: Navigates complex legal and procurement demands to protect margin.
- 5: Drives creative commercial structures that maximize revenue and minimize risk.
Team Leadership & Coaching
- 1–2: Provides little coaching; team misses targets and lacks development.
- 3: Coaches reps regularly and helps team meet goals.
- 4: Develops talent, improves team win rates, and hires effectively.
- 5: Builds high-performing teams, mentors leaders, and scales sales org capabilities.
Cross-functional Collaboration
- 1–2: Does not engage product, marketing, or legal and causes delays.
- 3: Coordinates with cross-functional partners to close deals when needed.
- 4: Proactively aligns product, marketing, and legal to accelerate enterprise sales.
- 5: Drives cross-functional initiatives that create new offerings and shorten sales cycles.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Revenue & Closing | 20% |
| Pipeline & Sales Process | 15% |
| Account Strategy & Expansion | 15% |
| Stakeholder Management | 15% |
| Negotiation & Contracting | 15% |
| Team Leadership & Coaching | 12% |
| Cross-functional Collaboration | 8% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Enterprise Sales Manager Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Revenue & Closing | wins multi-million strategic partnerships | 5 |
| Pipeline & Sales Process | pipeline predicts quarter outcomes accurately | 5 |
| Account Strategy & Expansion | designs account plays that double revenue in key accounts | 5 |
| Stakeholder Management | acts as strategic advisor to multiple C-level sponsors | 5 |
| Negotiation & Contracting | closes complex deals with strong pricing and terms | 5 |
| Team Leadership & Coaching | has built high-performing teams and promoted reps to leaders | 5 |
| Cross-functional Collaboration | leads initiatives that produce new solutions and faster closes | 5 |
Enterprise Sales Manager Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Revenue & Closing | reliably closes enterprise contracts | 3 |
| Pipeline & Sales Process | pipeline covers quota with clear stages | 3 |
| Account Strategy & Expansion | has clear expansion opportunities in major accounts | 3 |
| Stakeholder Management | trusted by primary customer stakeholders | 3 |
| Negotiation & Contracting | secures contracts with standard protections | 3 |
| Team Leadership & Coaching | regularly coaches reps to achieve quota | 3 |
| Cross-functional Collaboration | partners with product and legal to resolve blockers | 3 |
Enterprise Sales Manager Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Revenue & Closing | unable to close mid-market deals | 1 |
| Pipeline & Sales Process | pipeline contains unqualified leads | 1 |
| Account Strategy & Expansion | no documented account plans | 1 |
| Stakeholder Management | limited contact with executive sponsors | 1 |
| Negotiation & Contracting | gives away margin to close deals | 1 |
| Team Leadership & Coaching | no evidence of building or coaching a team | 1 |
| Cross-functional Collaboration | works in isolation from internal partners | 1 |
Recruiter FAQs about this scorecard
Q: Do scorecards actually reduce bias?
A: Yes—when you use the same questions, anchored rubrics, and require evidence-based notes.
Q: How many dimensions should we score?
A: Stick to 6–8 core dimensions. More than 10 dilutes signal.
Q: How do we calibrate interviewers?
A: Run monthly sessions with sample candidate answers and compare scores.
Q: How do we handle candidates who spike in one area but are weak elsewhere?
A: Use weighted average but define non-negotiables.
Q: How should we adapt this for Junior vs. Senior roles?
A: Keep dimensions the same but raise expectations for Senior+.
Q: Does this work for take-home or live coding?
A: Yes. Apply the same dimensions, but adjust scoring criteria for context.
Q: Where should results live?
A: Store structured scores and notes in your ATS or ZYTHR.
Q: What if interviewers disagree widely?
A: Require written evidence, reconcile in debrief, or add a follow-up interview.
Q: Can this template be reused for other roles?
A: Yes. Swap technical dimensions for role-specific ones, keep collaboration and communication.
Q: Can ZYTHR auto-populate the scorecard?
A: Yes. ZYTHR can transcribe interviews, tag signals, and live-populate the scorecard.
See Live Scorecards in Action
ZYTHR is not only a resume-screening took, it also automatically transcribes interviews and live-populates scorecards, giving your team a consistent view of every candidate in real time.