The best sales interview questions ask for proof, not opinions. Instead of “how would you handle an objection?”, ask “tell me about the last deal you nearly lost and what you did.” A strong salesperson answers with names, numbers and dates: their quota, how they hit it, and the deals that got them there. The questions below are grouped by what they test, with what a good answer sounds like.
What should you ask about past performance?
Start here, because past results are the best predictor of future results. Ask every candidate:
- What was your quota last year, and what percentage of it did you hit?
- How was your quota set, and how did it compare with the rest of your team?
- Where did you rank on your team, and how many reps were on it?
- What was your average deal size and sales cycle?
- Walk me through the biggest deal you closed last year, from first contact to signature.
A good answer is specific and consistent. Top performers know their numbers without looking them up. A red flag is a story that stays vague (“I was always near the top”) or credits the result to a great territory or a single inherited account.
How do you test how a candidate builds pipeline?
Reps who wait for leads struggle when the leads slow down. Ask:
- What share of your pipeline did you source yourself last quarter?
- Describe your prospecting routine on a normal Tuesday.
- Tell me about an account you opened from a cold start.
- How do you decide which accounts to go after first?
Listen for a routine and a method. Good prospectors describe the channels they use, how many touches they plan and how they research before reaching out.
Which questions show how someone handles a deal?
- Tell me about a deal you lost. What would you do differently?
- Describe a time a buyer went quiet late in the deal. What did you do?
- How do you find out who actually signs off on a purchase?
- Tell me about a deal where you had to negotiate on price. Where did you hold, and where did you give?
The lost-deal question is the most useful one on this list. Strong candidates own the loss and explain what they learned. Weak candidates blame the product, the price or the buyer.
What should you ask a sales manager or sales leader?
For people who will run a team, add:
- How many reps have you hired in the last two years, and how many are still there?
- Tell me about a rep you turned around, and one you had to let go.
- How do you run a pipeline review, and what do you look for?
- How accurate was your forecast last year?
We cover the leadership side in more depth in hiring your first VP of Sales and on our sales manager recruiters page.
Should you include a role play?
Yes, for most sales roles. A short role play shows how a candidate asks questions, listens and handles pushback, which an interview can’t. Keep it realistic: give them a short brief on a buyer that looks like your customers, then play the buyer. Judge the questions they ask more than the pitch they give.
What are the red flags in a sales interview?
- Can’t give their quota or attainment, or the numbers change between interviews.
- Talks about the team’s results but not their own.
- Hasn’t asked you a single question about your customers, pricing or sales process.
- Speaks badly about every past employer.
- Wants to know about commission before they know about the role.
How Sales Talent Group interviews candidates
Every candidate we present has already been through these questions with us. We check each person’s quota history against your territory and customers before you meet them, so your interviews focus on fit rather than on finding out whether they can sell. You get detailed profiles of pre-screened candidates within five days and interview the top three to five. And every hire is guaranteed to reach their first-year quota.
See how we recruit or tell us about the role.
Questions about sales interviews
How many interviews should a sales hire go through?
Three is usually enough: a screen on past results, a deeper interview with the hiring manager, and a role play or presentation. More rounds than that tends to lose the best candidates, who often have other offers.
What is the single best sales interview question?
“What was your quota last year, and how much of it did you hit?” Follow it with “how was it set?” and “where did you rank on your team?” Together they tell you whether the candidate performs and whether they understand their own numbers.
Should you check references for sales hires?
Yes, and ask references to confirm specific numbers: quota, attainment and rank. A former manager confirming that someone hit 110 percent of a stretch quota tells you far more than a general character reference.
