The proven scorecard template to hire top startup sales talent

Sales talent both Individual Contributors (IC) and Managers are vital to the growth of your startup. Establishing your unique brand identity helps you stand out to potential customers and drives demand. So when you’re growing fast, a mis-hire in these roles can flatten your company's trajectory toward the moon. Don’t let that happen with Yobs' Sales Interview Scorecard.

What's a Yobs hiring scorecard?

The Yobs Sales Interview Scorecard is built around competencies predictive of success in Startup Sales. Each scorecard includes (a) definitions of the competencies, (b) interview questions in the context of Sales and if relevant managing a team, and (c) signals to look for in a candidate’s interview answers. 

Some competencies are more important than others when predicting performance, depending on the responsibilities of the job.

The Sales Individual Contributor (IC) Scorecard focuses on the competencies that matter the most.

Being Resilient

Can overcome customer objections

Ambitious

Better at chasing leads especially across different platforms

Courage

Can influence customers to seal deals

Conscientiousness

Brings it day-to-day

Disciplined

Can handle the swings of sales success and failure

Download the Startup Sales Scorecard

Relevant Job titles

The following job titles are especially relevant to the Sales Individual Contributor Scorecard.

The Sales Manager Scorecard focuses on the competencies that matter the most.

Customer Focus

Builds strong customer relationships

Builds Effective Teams

Builds teams of trust and cooperation

Drives Results

Consistently gets team to deliver

Financial Acumen

Forecasts financial impact of decisions

Dutiful

Honest and sincere

Relevant Job titles to Sales Manager Scorecard

The following job titles are especially relevant to the Sales Manager Scorecard.

Scorecard include a balance of behaviorally- and scenario-based questions. On one hand, past behavior predicts future behavior and future performance. On the other hand, scenario-based questions are more flexible and future-facing to allow candidates to shoot their shot. Taken together, evidence supports a blend of multiple methods to optimize for predicting on-the-job success for Sales Individual Contributors.

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