1. Dig Into the Numbers

Top salespeople know their numbers cold. Ask about previous performance metrics—quota attainment, deal size, sales cycle length—and look for consistency and clarity. Vague or inflated answers can be a red flag.

Tip: Request specific figures and examples, then follow up with questions like “How did you achieve that?” or “What part of the sales process did you own?”

2. Test for Resilience and Adaptability

Sales is full of rejection, change, and high-pressure targets. Ask candidates to describe how they’ve bounced back from a lost deal or adapted to a new market or product. High performers will show a growth mindset and problem-solving skills.

3. Look for Strategic Thinking

Great salespeople don’t just sell—they plan. Ask how they research prospects, manage their pipeline, or tailor their pitch to different buyer types. You’re looking for evidence of structure, not just enthusiasm.

4. Watch for Ownership and Accountability

Top performers take responsibility for their results. When discussing challenges or setbacks, they avoid blaming others and instead focus on what they learned or would do differently next time.

5. Use Role Plays or Case Scenarios

Want to really see them in action? Give candidates a realistic sales scenario—such as pitching your product to a hesitant buyer. It reveals how they think on their feet, build rapport, and handle objections.

Sales interviews should go beyond charisma. By focusing on real achievements, resilience, strategy, and accountability, you’ll uncover the traits that separate consistent performers from short-term talkers.