When hiring salespeople, sales leaders typically look for a combination of traits and experiences, often with a keen eye for potential red flags over positive indicators:

1. Longevity

• Job Stability: In complex software sales cycles, it can take 4-18 months to close a deal. Frequent job changes every 12-24 months can raise questions about how much business the candidate has actually closed.
• Commitment: While job moves have been more common during the pandemic and recession, too many can suggest a lack of perseverance when challenges arise.
• Loyalty: Longevity with previous employers can indicate loyalty and support for the business.

2. Sales Numbers and Details

• Quantifiable Achievements: Include sales figures on your resume. Without them, it’s hard for hiring managers to understand your capabilities.
• Contextual Information: Provide details like Average Order Value (AOV), Annual Contract Value (ACV), sales cycle lengths, key stakeholders, territories, SDR/BDR support, industries, and major achievements.
• Relevance: Tailor your experience to the role. For example, selling £1500 ACVs to local shop owners isn’t relevant if the role requires selling £250k ACVs to asset managers.
• Clarity: Don’t leave hiring managers guessing. Clear, relevant information helps them assess if you’re a fit for the role.

3. LinkedIn Presence

• Professional Appearance: Invest in a professional photo. Avoid selfies or mirror photos.
• Consistency: Ensure your LinkedIn profile matches your resume. Discrepancies can raise integrity questions.
• Achievements: Highlight your sales achievements for social proof.
• Activity: Be active on LinkedIn. Posting, commenting, and sharing shows you’re engaged and up-to-date.
• Detailed Roles: Clearly outline your roles and responsibilities. Generic titles like “Sales Manager” don’t provide enough context.

4. Research and Invested Interest

• Preparation: Understand the company’s technology, target audience, and unique selling points before the interview.
• Insightful Questions: Prepare thoughtful questions about the company’s performance, culture, and what they look for in employees.
• Top Performers: Learn about the traits of their top salespeople and their progression paths.
• Personal Connection: Be ready to explain what interests you about the company and how you can contribute.

5. Attributes and Qualities

• Emotional Intelligence
• Integrity and Honesty
• Drive and Tenacity
• Self-Motivation and Persistence
• Adaptability
• Team Player and Coachability
• Human Approach

6. Network

• Transferable Relationships: Highlight your network and relationships that could benefit the new role.
• Relevant Connections: Outline specific client wins or relationships relevant to the new company.

7. Closing the Interview

• Close Effectively: Treat the interview like a sales prospect. Seek feedback and commitment for the next steps.
• Follow Up: Connect with the interviewer post-interview, thanking them for their time.

Things to Avoid

1. Overselling Yourself:
   • Be honest about your contributions and achievements. Don’t claim all the credit if it was a team effort.
   • Avoid exaggerations about your performance and rankings.
2. Swearing in Interviews:
   • Even if the interviewer uses informal language, it’s best to remain professional.
3. Waffling Answers:
   • If you don’t know an answer, be honest. It’s better to admit it than to ramble.
4. Badmouthing Previous Employers:
   • Frame any negative experiences professionally. Avoid disparaging comments about past employers.
5. Allowing Interruptions:
   • Ensure you’re not interrupted during the interview. Keep your phone on silent, notifications off, and avoid any disruptions.

Final Thoughts

There’s no perfect formula for an interview, as each one involves human emotions and varying business needs. Be prepared, understand your capabilities, and clearly communicate how you can help the business. Be honest, don’t force anything, and aim for a natural fit with the company.