What are some of the most common red flags you've come across either on a candidate's resume or initial interview that you'd advise future account execs to avoid?

Red flags I look for are around tenur in a closing role - 

The biggest thing I am trying to interview for/hire for is an understanding or even basic personal philosophy on how the candidate drices a process. 

If I see short stints at sales gigs - I don't immediately DQ as this could mean culture just wasn't a fit - however, I am concerned that with short stints comes a loack of a developed process.

It takes time to learn what a great process looks like at a company - you need to talk to a ton of customers, deal wit hdifferent procurement teams, understand materila value versus marketing jargon - 

If I see less than 2 years, I often wonder what I am missing and how the candidate got through screening - BUT, depending on the role or the person - tenure may not be a good judge of ability 

With a developed personal sales philosophy - a younger seller without a ton of tenure will be in a far better position to help me visualize how they fit into my org. 

I'm going to include some red flags on resumes since I have already talked about common mistakes people make in sales interviews. 

Some resume red flags:

• Resume is multiple pages long (people pay most attention to the first half of the resume so if it's very dense, you will lose your audience)
• Having every single job the person's ever had listed on there (relevant job experiences only please)
• Having little-to-no quantitative results (e.g. % attainment, conversion rates, etc.) on the resume, especially for sales roles
• Basic spelling or grammar mistakes (shows that there was no detail to attention if you have a lot of them)

• 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.