Hiring salespeople can feel a bit like football – one wrong move and you’re giving away goals, with an uphill battle to turn things around (I know all about that having the misfortune of supporting Fulham). Here are three yellow cards to watch for – if your candidate gets two it might warrant a sending off!
1/When hiring sales candidates, check their CVs for accolades – targets vs. actuals, customers won, revenue generated. Missing info? Often a yellow flag. Successful business owner once told me: “A good salesperson might embellish, but they will always sell on their CV.” I’ve found that to be very true.
2/In first-stage interviews, ask how their last couple of line managers would likely describe them, then request those managers’ contact details. Reluctance here is another yellow flag.
3/Early on, let candidates know you usually verify sales figures – statements, dashboards, or other evidence. Watch how they respond, evasiveness here might warrant further investigation.
There is always nuance, and these checks don’t make the decision, but together they give a clearer picture before advancing a candidate.
I always ask these questions! Please get in touch if you need help securing a top-performing sales manager or wider talent across your tech firm.