Hiring a sales rep isn’t just about someone who “talks well.” You’re looking for a specific kind of mindset—resilient, self-motivated, coachable, and hungry to hit numbers. So the way you interview sales candidates has to go beyond surface-level charm.
If you’re wondering how to conduct an interview for a sales position that actually predicts success on the job—you’re in the right place.
Whether you’re a hiring manager, HR professional, or founder doing your own hiring, this guide walks you through the entire process step by step.
This post is part of our full hiring guide: How to Conduct an Interview: A Complete Guide for Employers and Interviewers. Let’s dive into the sales-specific version now.
Why Sales Interviews Require a Different Approach
Sales roles are unique. You’re hiring someone to:
- Handle rejection daily
- Hit ambitious (and visible) goals
- Influence people without authority
- Represent your brand on the front line
That means the interview needs to test real-world selling behaviors—not just confidence.
Step-by-Step: How to Conduct a Sales Interview
1. Start with Pre-Interview Prep
Before the call, prep like a pro:
| Task | Why It Matters |
| Review resume for metrics | Sales is numbers-driven. Look for past quota attainment. |
| Align with team goals | Are you hiring a hunter or a farmer? |
| Review your ideal candidate profile | What mindset, habits, and skills drive success in your team? |
2. Break the Ice with Purpose
Salespeople are usually great talkers. That’s not enough. You need to get past the charm.
Start by disarming them a bit:
- “Tell me about a deal you worked hard for but lost. What happened?”
- “Walk me through how you handle your slowest sales weeks.”
You’re not being mean. You’re digging for truth.
3. Ask Interview Questions That Mimic the Job
Use a mix of behavioral, situational, and performance-based questions.
Sample Sales Interview Questions:
| Focus Area | Question |
| Prospecting | “Walk me through how you build your own pipeline.” |
| Handling Rejection | “Tell me about a time you lost a sale you thought was in the bag.” |
| Discovery | “How do you uncover a prospect’s real pain point?” |
| Closing | “What’s your go-to closing technique? Can you give an example?” |
| Sales Metrics | “What was your quota last quarter? How did you perform?” |
Pro tip: Don’t just ask—dig into how they did it. Sales is process-driven.
4. Run a Live Selling Simulation (Optional, but Powerful)
Let them sell to you. Give them a basic scenario:
“Imagine I’m a potential customer for [your product/service]. You’ve got 3 minutes to qualify me and book a meeting.”
Watch for:
- Listening vs. pitching
- How they ask questions
- How they handle pushback
Even a short mock pitch can reveal their instincts.
5. Watch for Sales Red Flags
| Red Flag | What It Might Indicate |
| Dodgy on numbers | May not have hit quota—or be exaggerating past results |
| Blames others for failed deals | Lacks accountability |
| Overly aggressive | May hurt long-term customer relationships |
| Too smooth, not specific | May rely on charm over skill |
6. Evaluate Using a Sales Scorecard
A simple rubric keeps things objective. Here’s an example:
| Competency | 1–5 Score | Notes |
| Communication & Clarity | ||
| Resilience & Grit | ||
| Sales Process Knowledge | ||
| Coachability | ||
| Cultural Fit |
You can customize this based on whether you’re hiring SDRs, AEs, or account managers.
Best Practices When Interviewing Salespeople
| Tip | Why It Helps |
| Talk about comp structure early | Sets clear expectations and filters deal-breakers fast |
| Focus on storytelling | Sales is about narratives—how they talk says a lot |
| Test their listening skills | Are they actually hearing you, or just waiting to talk? |
| Involve your sales lead | If you’re in HR, bring in someone who knows the role |
| Give them a task | A short take-home assignment can filter serious candidates |
Related Resources You’ll Find Helpful
- How to Conduct an Interview as a Hiring Manager
- How to Conduct an Interview as an HR Professional
- How to Conduct an Interview: A Complete Guide
Frequently Asked Questions (FAQ)
Q: How long should a sales interview be?
Usually 45–60 minutes. If you’re running multiple rounds, make one of them a mock sales pitch.
Q: Should you talk about compensation in the first interview?
Yes, but lightly. It’s good to align early to avoid wasting time on mismatches.
Q: How do you test for resilience?
Ask about repeated failure. “Tell me about a time when nothing was closing. How did you handle that week?”
Q: Should every sales role include a mock pitch?
It’s not required, but highly recommended—especially for closing roles.
Final Thoughts
Hiring the right salesperson can shift the trajectory of your entire quarter—or year. But you only get one real chance to spot the right mindset during the interview.
Now that you know how to conduct an interview for a sales position, you’re in a stronger position to see past the charm and uncover the real closers. Structure your questions, test their thinking, and always, always dig deeper.
