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The sales hiring scorecard we use on every search

Stop deciding sales hires on interview impression. This is the one-page scorecard behind our shortlists, role outcomes, eight competencies, a scoring rubric and question banks for SDR, AE and leadership roles.

  • Role outcome sheet, what the hire must deliver in 90, 180 and 365 days
  • Eight sales competencies with behavioural anchors for each score
  • A 1–5 scoring rubric every interviewer uses identically
  • Question banks for SDR, AE and sales leadership interviews

Get the scorecard

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Or download the branded PDF straight away

Why it matters

Unstructured sales interviews reward the wrong people

Salespeople interview for a living. A candidate who tells a good story about a big deal will beat a quieter candidate who consistently hit number, unless your process forces evidence onto the table. A scorecard does exactly that: agreed outcomes before sourcing, the same competencies scored the same way by every interviewer, and a task that shows skill rather than describing it.

It also makes disagreement productive. When two interviewers differ, the conversation becomes “what evidence did you see on discovery?” instead of “I just didn't get a good feeling”.

Everything in the download

  • Role outcome sheet, what the hire must deliver in 90, 180 and 365 days
  • Eight sales competencies with behavioural anchors for each score
  • A 1–5 scoring rubric every interviewer uses identically
  • Question banks for SDR, AE and sales leadership interviews
  • A live skills-task brief (prospecting, discovery or deal review)
  • Reference-check sheet with questions for former direct reports
  • Scoring summary page for the final hiring decision

How to use it

Four steps that fix most sales hiring processes

1. Agree outcomes first

Write what the hire must deliver in 90, 180 and 365 days before you look at a single CV.

2. Pick six to eight competencies

Only the ones that predict success in this role. More than eight and nobody scores honestly.

3. Add one live task

Prospecting for SDRs, discovery for AEs, a pipeline review for leaders.

4. Score before you discuss

Every interviewer submits scores independently, then the panel compares evidence.

Want the process run for you? See sales recruitment, SDR hiring and sales leadership hiring. To benchmark the team you already have, start with sales assessments.

FAQs

About the scorecard

A one-page definition of what success in the role looks like, the outcomes the hire must deliver, the competencies required to deliver them, and the evidence you will accept for each. Every interviewer scores the same competencies on the same scale, so the decision rests on comparison rather than on who interviewed last.

Role outcomes with measures, eight sales competencies with behavioural anchors, a 1–5 scoring rubric, question banks for SDR, AE and sales leadership roles, a skills-task brief, and a reference-check sheet.

No. It is free. We ask for your work email so we can send it and, occasionally, share hiring benchmarks. You can unsubscribe at any time.

Yes, that is our sales recruitment practice. We use a version of this scorecard on every search, alongside a live skills task and pre-hire assessment.
Talk to us about a sales hire