Regional Sales Manager Interview Scorecard
ZYTHR Resources •
September 11, 2025
TL;DR
This scorecard evaluates a Regional Sales Manager across measurable sales results, territory strategy, pipeline management, team leadership, analytics, cross-functional impact, and communication. It provides a consistent, behavior-based framework for interviewers to assess candidate fit and predict on-the-job performance.
Who this scorecard is for
Hiring managers, sales leaders, and recruiting teams interviewing Regional Sales Manager candidates. Use it to align interviewers on priorities, distribute focus areas, and produce comparable scores across candidates.
Preview the Scorecard
See what the Regional 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
Sales Performance
- 1–2: Repeatedly misses quota and lacks a plan to recover.
- 3: Consistently meets quota and manages deal execution reliably.
- 4: Regularly exceeds quota and expands revenue within accounts.
- 5: Drives substantial, sustainable region-wide revenue growth and creates new revenue streams.
Territory Strategy & Planning
- 1–2: No clear territory segmentation or prioritization.
- 3: Develops a clear territory plan with account prioritization and targets.
- 4: Optimizes segmentation and reallocates resources to high-opportunity accounts.
- 5: Creates a scalable territory strategy that opens new segments and markets.
Pipeline Development & Forecasting
- 1–2: Pipeline is thin or unreliable and forecasts are inaccurate.
- 3: Maintains a healthy pipeline and provides reasonable forecasts.
- 4: Anticipates deal risks early and improves conversion rates.
- 5: Produces consistently accurate forecasts and improves pipeline quality across the region.
Team Leadership & Coaching
- 1–2: Provides little coaching; team underperforms or churns.
- 3: Regularly coaches reps and produces measurable skill improvement.
- 4: Raises overall team performance and develops top performers.
- 5: Builds a high-performing region, scales coaching processes, and consistently promotes talent.
Cross-functional Collaboration
- 1–2: Does not engage operations, marketing, or product when needed.
- 3: Coordinates with other teams to remove blockers and support deals.
- 4: Aligns cross-functional resources to accelerate regional priorities.
- 5: Influences stakeholders to secure resources and drive cross-team initiatives.
Analytical Decision Making & CRM
- 1–2: Ignores data and has poor CRM hygiene.
- 3: Uses CRM accurately and applies basic analytics to decisions.
- 4: Leverages analytics to identify opportunities and improve win rates.
- 5: Builds dashboards and uses data to shift strategy and coach the team.
Communication & Presentation
- 1–2: Communication is unclear and fails to persuade customers or stakeholders.
- 3: Delivers clear proposals and conducts effective customer conversations.
- 4: Persuades senior stakeholders and tailors messages to audiences.
- 5: Influences at the executive level and secures buy-in for strategic deals.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Sales Performance | 20% |
| Territory Strategy & Planning | 15% |
| Pipeline Development & Forecasting | 15% |
| Team Leadership & Coaching | 20% |
| Cross-functional Collaboration | 10% |
| Analytical Decision Making & CRM | 10% |
| Communication & Presentation | 10% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Regional Sales Manager Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Sales Performance | Regularly exceeds quota and grows territory revenue | 5 |
| Territory Strategy & Planning | Scalable territory plan unlocking new segments | 5 |
| Pipeline Development & Forecasting | High-quality pipeline and highly accurate forecasts | 5 |
| Team Leadership & Coaching | Transforms underperformers into top sellers | 5 |
| Cross-functional Collaboration | Influences leaders to allocate resources for regional initiatives | 5 |
| Analytical Decision Making & CRM | Creates dashboards and uses analytics to change strategy | 5 |
| Communication & Presentation | Wins executive-level buy-in and closes strategic deals | 5 |
Regional Sales Manager Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Sales Performance | Meets quota and maintains steady revenue | 3 |
| Territory Strategy & Planning | Clear prioritization of accounts | 3 |
| Pipeline Development & Forecasting | Reliable pipeline and reasonable forecasts | 3 |
| Team Leadership & Coaching | Regular coaching and skill improvement | 3 |
| Cross-functional Collaboration | Works with ops and marketing to support deals | 3 |
| Analytical Decision Making & CRM | Accurate CRM records and basic analysis | 3 |
| Communication & Presentation | Clear proposals and effective demos | 3 |
Regional Sales Manager Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Sales Performance | Consistently misses quota | 1 |
| Territory Strategy & Planning | No clear territory plan | 1 |
| Pipeline Development & Forecasting | Inaccurate or thin pipeline | 1 |
| Team Leadership & Coaching | Fails to develop reps | 1 |
| Cross-functional Collaboration | Does not engage partners | 1 |
| Analytical Decision Making & CRM | CRM use is incomplete or incorrect | 1 |
| Communication & Presentation | Unable to communicate value to customers | 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.