AMA: Culture Amp Senior Sales Director, Alicia Lewis on Sales Interviews

There's a few different ways to gauge a candidate's autonomy in a sales interview. 1. Behavioral Questions: Ask situational questions that require candidates to describe times where they had to work independently to achieve sales targets or overcome challenges. For example one of my go to questions is, "What's the most creative, out of the ordinary, or above and beyond thing you’ve done to win a customer?" 2. Past Experience: Review the candidate's resume and ask about specific examples where they demonstrated autonomy in previous sales roles. Inquire about their sales process, strategies they implemented independently, and decisions they made autonomously. 3. Problem-solving Scenarios: Present examples of current sales scenarios and ask how the candidate would approach them. Evaluate whether they demonstrate the ability to think critically and make decisions independently in real life situations that arise. 4. Role-play Exercises: Conduct role-playing exercises where the candidate must handle a sales scenario independently. We ask candidates to run a discovery call and give them basic information on the team. Observe how they handle the situation and objections without much assistance or input.

In order to get a better understanding of what you could be walking into, I suggest asking the question "What is your biggest problem and can I help solve it?" It shows genuine interest in the interviewer's pains/goals and enables you to see how you can make an impact. Aside from this key question, always make sure to check out these resources before stepping into the interview. 1. Company Website: Familiarize yourself with the company's products or services, mission, values, financials and recent announcements. 2. LinkedIn: Research the hiring manager and other key stakeholders to gain insights into their backgrounds and professional interests. 3. Glassdoor or RepVue: Read reviews from current or former employees to learn about the company culture, interview process, and potential interview questions.

The biggest mistakes that we see from candidates are related to not being prepared for the interview. Failing to research the company, role, or industry before an interview can signal a lack of genuine interest and initiative. Thoroughly research the company, its products or services, industry trends, and competitors, and come prepared with thoughtful questions to demonstrate engagement and enthusiasm. We expect candidates to do their homework on the role, the interviewer and the company, just like we expect of our Account Executives prior to a prospect meeting. Asking questions when the answers could have been easily found online and not showcasing knowledge when they should have studied up on the company is a clear sign of not being prepared.

* Lack of Relevant Experience: It’s concerning if a candidate's resume lacks relevant sales experience or is not tailored in a way to showcase how their experience is relevant to the open role. Including a personalized cover letter or tailoring the summary/objective of the resume to highlight relevant skills and achievements is important to show alignment. * Inconsistent Job History: A history of short tenures at previous companies can raise concerns about a candidate's commitment and reliability. Aim to demonstrate stability and longevity in your roles, and be prepared to explain any job changes or gaps in employment during interviews. Additionally, always make sure that your resume aligns with the roles on your LinkedIn profile. It’s not a good sign when either the resume or LinkedIn is inaccurate. It’s surprising how often we see misalignment. * Not closing the interviewer: When it comes to a sales interview, not being prepared to ask for the next step in the process or get buy-in on their candidacy is a huge miss. As a sales professional in a sales interview, you are expected to close. It shows you investment in the role and your ability to move a conversation forward. * Skipping thank you notes: It may seem a bit old school, but the best reps I’ve ever hired have all written extremely thoughtful thank you messages during the interview process. Take the time to reiterate your interest in the role and thank the interviewer for their time and insights. It’s a sign of strong follow up and rapport building skills and can further set you apart from the candidate pool.

The best sales candidates are able to demonstrate their curiosity, coachability and empathy in the interview process. These are three attributes that we see in our most successful Account Executives and here's why they are important. * Curiosity enables sales reps to uncover valuable insights that can inform their sales approach and tailor solutions to meet the customer's specific needs effectively. Their thirst for continuous learning enables sales reps to stay ahead of the curve, competitors and adapt to changes in the market (especially now). * Coachable sales reps are open to feedback, learn from experiences, and are receptive to new ideas and perspectives. They actively seek out opportunities for growth and ask for feedback to enhance their approach. * Empathetic sales reps build trusting relationships, understand customer needs, communicate effectively, and can more easily resolve objections. Through Gong we are able to track when Account Executives demonstrate empathy and those reps with high levels of empathy are almost always at the top of the leaderboard.

1. Tell me about a deal that you were particularly proud of closing. How did you overcome obstacles to secure the deal? Proper Answer: The candidate should describe a specific sales challenge they faced, such as a tough negotiation or a difficult client objection. They should then explain the strategies they used to overcome the obstacle, such as active listening and creative problem-solving. 2. Tell me about the most challenging part of your current role and how you’ve overcome or mastered it. Proper answer: We’re looking to see an answer representative of a growth mindset. We want to hear examples of the individual overcoming adversity and sharing how they adapt and evolve in the face of challenges. 3. Tell me about a time when you received negative/constructive feedback from your manager, how you respond? Proper answer: This question aligns to the value of “learning faster through feedback”. How did the individual respond to the feedback and implement action (if any) in order to develop. 4. Explain concisely how your company creates value for customers. Proper answer: We’re looking to see if the individual can provide a short, easy to understand and memorable description of the product or solution. This is an indicator of strong communication skills. 5. Tell me about an opportunity that you lost that really hit hard. What did you learn? Proper answer: The answer should illustrate humility and resilience. Did they learn what to do next time to ensure a better outcome? Do they have an example of implementing the learnings?