16 Sales Interview Questions Your Hiring Manager Will Love

Hiring top sales talent is critical for driving revenue growth and achieving business goals. But with so many candidates to evaluate, how can hiring managers identify the sales reps with the greatest potential? One key is to ask insightful, targeted questions during the interview process.

The goal is to go beyond a candidate‘s resume to really understand their selling style, experience, motivations, and overall fit for the role and company culture. By diving deeper, hiring managers can better assess whether a candidate has the skills and traits to succeed – and to thrive long-term on the sales team.

To help hiring managers upgrade their interview process, we reached out to sales leaders and recruiters to round up some of their favorite questions to ask candidates. Here are 16 sales interview questions that will impress your hiring manager and help you find your next sales superstar:

Questions to Evaluate Sales Skills & Experience

These questions dig into a candidate‘s selling techniques, deal experience, and ability to overcome common challenges. Look for answers that demonstrate strong communication skills, preparation, resilience, and an effective sales methodology.

1. Walk me through your sales process. What strategies and techniques have worked well for you in the past?

2. How do you research and prepare before a sales call or meeting?

3. Tell me about a time you lost a deal. What happened and what did you learn from it?

4. Describe a complex sale you worked on. What challenges did you face and how did you overcome them?

5. How do you stay motivated when facing a lot of rejection or a slow period?

"I always ask candidates to walk me through their sales process from beginning to end," says Devon Brown, Senior Sales Recruiter at HubSpot. "I want to understand how they prepare, the questions they ask prospects, how they present the product, and their strategies for handling objections and closing deals. Their answer tells me a lot about their experience and selling style."

Questions to Assess Culture and Team Fit

A candidate‘s skills are only part of the equation. It‘s equally important that their work style, communication preferences, and personality are a good fit for the team and company culture. These questions help assess culture fit and whether a candidate will mesh well with their manager and colleagues.

1. What type of management and coaching style allows you to do your best work?

2. How would your former colleagues and managers describe you?

3. Tell me about a time you collaborated with other teams to close a deal or achieve a goal. What was your role and what was the outcome?

4. How do you prefer to communicate with your manager and get feedback on your performance?

5. What motivates and energizes you at work?

"Sales can be a grind, so I want to hire reps who will stay positive and work well with the team even when deals are falling through," says Jim Schuchart, VP of Sales at SmartBear Software. "I always ask questions to understand how they communicate, handle stress, and work with others. Those ‘soft skills‘ are just as important as selling ability in my experience."

Questions to Gauge Curiosity, Coachability and Growth Potential

The best salespeople are intellectually curious, open to feedback, and committed to continuously improving their craft. Use these questions to identify lifelong learners who will take initiative to develop their skills and grow their careers at your company.

1. What are your short-term and long-term career goals? How does this position align with them?

2. How do you stay current on industry trends, new technologies, and selling best practices?

3. Describe a time you received constructive feedback. How did you respond and what steps did you take to improve?

4. Outside of work, what‘s something new you recently learned or a skill you are developing? What drew you to it?

5. If you get the job, what do you hope to accomplish in your first 30, 60, and 90 days?

"I love when candidates ask about growth opportunities or how they can hit the ground running in the role," notes Katie Donohue, who leads HubSpot‘s sales recruiting team. "It shows me that they are ambitious, thinking long-term, and will push themselves to get up to speed quickly. Those are green flags that a rep will be successful here."

Questions to Understand Values and Motivations

Great candidates are not just looking for any sales job – they are excited about your specific company, product, and mission. They also have a clear sense of what drives them to succeed in sales. Asking these questions will help you understand a candidate‘s values and motivations to determine if they align with your team‘s.

1. Why are you interested in this specific role and our company?

2. What aspects of your current or most recent job do you enjoy most? Least?

3. Tell me about a professional accomplishment you are really proud of and why it‘s meaningful to you.

4. What qualities do you think are essential for success in a sales role? Which ones do you possess?

5. Why did you choose a career in sales? What excites you most about selling?

"Hiring people who are passionate about the product and align with our mission is crucial," explains Sarah Johnson, Head of Sales Development at PointClickCare. "I always dig into why a candidate is drawn to healthcare technology and how it fits into their career goals. If they can articulate a genuine connection, that‘s a huge plus."

Putting It All Together

The questions above provide a strong foundation, but the most effective interviews are tailored to the specific requirements, challenges, and culture of your sales team. Use these as a starting point, then customize them based on what the hiring manager is looking for in an ideal candidate.

During the interview, listen closely to the candidate‘s answers, and ask follow-up questions to get more details and specific examples. A great answer combines relevant experience with a sense of passion, self-awareness, and an eagerness to learn and contribute.

By upgrading your interview process with these questions, you‘ll be able to identify sales reps who have not only the right skills but also the hunger, drive, and team spirit to thrive at your company long-term. And that‘s an outcome every hiring manager will love.