Head of Sales Interview Scorecard
ZYTHR Resources •
September 11, 2025
TL;DR
This scorecard provides a structured, objective framework to evaluate candidates for Head of Sales across strategy, execution, team leadership, and cross-functional impact. It helps interviewers consistently rate observable behaviors and predict a candidate's ability to grow revenue and scale a sales organization.
Who this scorecard is for
For hiring managers, sales executives, and recruiting partners assessing senior revenue leaders. Use during panel interviews and debriefs to align on strengths, risks, and hiring decisions.
Preview the Scorecard
See what the Head of Sales 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 Strategy & Growth
- 1–2: No coherent go-to-market plan and unclear revenue priorities.
- 3: Defines target segments and a repeatable plan that meets revenue targets.
- 4: Identifies new segments/channels and consistently exceeds growth targets.
- 5: Sets multi-quarter revenue strategy driving sustained company-level growth.
Sales Leadership & Team Development
- 1–2: Poor hiring and coaching leading to turnover or underperformance.
- 3: Hires, coaches, and manages team performance with predictable results.
- 4: Builds high-performing teams with strong retention and promotion rates.
- 5: Develops leaders and scalable training that consistently raises team quota attainment.
Pipeline & Forecast Accuracy
- 1–2: Forecasts are frequently inaccurate and pipeline has structural gaps.
- 3: Maintains sufficient pipeline and produces reasonably accurate forecasts.
- 4: Delivers consistently accurate forecasts and predictable coverage ratios.
- 5: Implements predictive indicators and minimizes forecast variance across quarters.
Sales Process & Operations
- 1–2: No repeatable sales process; deals handled ad hoc.
- 3: Has documented playbooks and enforces core sales stages and activities.
- 4: Optimizes process to shorten cycle and improve conversion rates.
- 5: Scales and automates processes across regions improving efficiency measurably.
Customer & Key Accounts Management
- 1–2: Neglects strategic accounts and fails to prevent churn.
- 3: Maintains strong relationships and achieves standard renewal rates.
- 4: Drives expansion and secures high-value renewals consistently.
- 5: Creates strategic partnerships that increase net revenue retention and references.
Cross-functional Collaboration & Influence
- 1–2: Operates in a silo and fails to align with product/marketing/CS.
- 3: Collaborates effectively with stakeholders to support GTM execution.
- 4: Aligns cross-functional initiatives that improve win rates and onboarding.
- 5: Shapes product and pricing decisions through strong executive influence.
Data-driven Decision Making & Metrics
- 1–2: Makes decisions by intuition with little use of metrics or CRM data.
- 3: Uses CRM and core KPIs to inform territory plans and coaching.
- 4: Leverages analytics to optimize funnel and improve key metrics.
- 5: Builds advanced analytics and testing to drive continuous, measurable improvement.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Revenue Strategy & Growth | 20% |
| Sales Leadership & Team Development | 20% |
| Pipeline & Forecast Accuracy | 15% |
| Sales Process & Operations | 15% |
| Customer & Key Accounts Management | 10% |
| Cross-functional Collaboration & Influence | 10% |
| Data-driven Decision Making & Metrics | 10% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Head of Sales Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Revenue Strategy & Growth | Launched a new channel that materially increased revenue. | 5 |
| Sales Leadership & Team Development | Promoted multiple reps to leadership and sustained low attrition. | 5 |
| Pipeline & Forecast Accuracy | Implemented signals that reduced forecast variance and identified risks early. | 5 |
| Sales Process & Operations | Introduced automation that significantly reduced sales cycle time. | 5 |
| Customer & Key Accounts Management | Closed large expansions and secured strategic customer references. | 5 |
| Cross-functional Collaboration & Influence | Led cross-functional initiatives that materially improved sales outcomes. | 5 |
| Data-driven Decision Making & Metrics | Introduced experiments or models that increased win rates. | 5 |
Head of Sales Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Revenue Strategy & Growth | Clear target segments and achievable plan. | 3 |
| Sales Leadership & Team Development | Runs regular coaching and development reviews. | 3 |
| Pipeline & Forecast Accuracy | Forecasts within expected variance and healthy pipeline coverage. | 3 |
| Sales Process & Operations | Team follows documented playbooks and stages. | 3 |
| Customer & Key Accounts Management | Retained and modestly expanded key accounts. | 3 |
| Cross-functional Collaboration & Influence | Works effectively with marketing and CS on shared goals. | 3 |
| Data-driven Decision Making & Metrics | Monitors KPIs and adjusts tactics based on data. | 3 |
Head of Sales Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Revenue Strategy & Growth | Vague market approach and no growth plan. | 1 |
| Sales Leadership & Team Development | Cannot describe hiring or coaching approach. | 1 |
| Pipeline & Forecast Accuracy | Forecasts miss targets by large margins regularly. | 1 |
| Sales Process & Operations | No documented process or inconsistent execution. | 1 |
| Customer & Key Accounts Management | Lost major accounts or high churn among top customers. | 1 |
| Cross-functional Collaboration & Influence | Fails to coordinate with other teams on deals or launches. | 1 |
| Data-driven Decision Making & Metrics | Does not use CRM data or track meaningful metrics. | 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.