Sales hiring requires balancing drive, communication, and relationship-building. These guides give recruiters frameworks to assess candidates across prospecting ability, deal execution, and long-term customer focus.
Sales teams directly drive revenue, but hiring often leans too heavily on 'gut feel' about personality or past company logos. Guides help standardize how candidates are evaluated—balancing relationship-building with measurable skills like pipeline discipline, negotiation, and deal execution.
Different sales roles require unique mixes of hunting, closing, and relationship management. Use this table to align evaluations with role expectations.
| Role | Primary Focus | Secondary Focus |
|---|---|---|
| Sales Development Rep (SDR) | Prospecting & outbound activity | Qualification & lead handoff |
| Account Executive (AE) | Full-cycle deal execution | Relationship-building & negotiation |
| Enterprise AE | Complex solution selling & strategic accounts | Cross-functional collaboration & executive presence |
| Account Manager | Retention & upsell/cross-sell | Customer relationship management |
| Sales Manager | Team leadership & coaching | Pipeline forecasting & strategy alignment |
Adjusting evaluation by role ensures candidates are assessed on the competencies that most directly impact quota attainment and team success.
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September 19, 2025
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This guide covers role expectations, core and soft skills, sourcing and screening strategies, interview questions, rejection reasons, evaluation rubric, closing tips, red flags, and a 90-day onboarding plan to hire and ramp a Senior Account Executive successfully.
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