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Sales is one of the most difficult roles to hire for.

The challenge is even average candidates can be great at selling themselves.

Unfortunately, this leads to individuals getting hired for the wrong role and companies wasting time and resources.

Regardless of bad candidates or bad hires, it’s on the company and hiring manager to identify top talent.

So how do you cut through the noise?

My recommendation - get people to do the job before giving them the job.

The process I share below has helped me scale teams from 1 to 20 reps and now I’m helping consult start-ups to do the same.

Whether you’re building a team or looking to join one, I’m confident this will help you find the right fit.

In the rest of this post I’ll share the assignment I use identify top outbound reps and what good responses look like.

Lets dive in…

Instructions:

Typically this is the final step in the interview process.

Guide the candidate through the steps below, share the instructions ahead of time.

Ideal Customer Profile (ICP): B2B SaaS company with 15-200 employees. VC/PE backed. Located in English speaking countries.

1. Find an account that is a good prospect for [YourCompany] using our ICP

2. Identify the primary decision maker at the company - just choose one

3. Draft a cold email pitching [YourCompany] to the decision maker chosen

4. Prepare for a mock cold call during the interview with the hiring manager

5. Present the account and buyer persona you selected during the interview

Send the account, persona and cold email to the hiring manager prior to call.

Typically this is the final step in the interview process.

What to Look For:

Cold Email

• Do they find ways to make cold outreach…warm?

• Does the email use problem based messaging?

• Is the messaging clear and concise (<100 words)?

• Do the problems and pitch match your buyer persona?

Cold Calling

• Tone - do they sound confident and curious?

• Is the candidate listening or just asking questions?

• Does they offer their recommendation on next steps?

• Are they coachable - do they accept/implement feedback?*

*typically we’ll run thru the call. Then, I provide feedback and do it again.

General

• Are they knowledgeable of your ICP + buyer?

• Are they knowledgeable on your company?

• Do they have a framework for cold calls/emails?

• What is their overall tone and appearance like?

Copy For You

For candidates, even if this is not a required step it’s a great way to stand out.

1. Build a short presentation to share during the interview

2. Show who you would reach out to when you get the job

3. Share what you say to drive conversations and revenue

Do the job before you get the job.

Until next Thursday,

TSG

P.S. I reply to all emails.