Hiring Guide
Sales Manager
Specific duties of a Sales Manager can vary from business to business — along with factors like company culture, work environment, and team dynamics — it’s vital to tailor any job description and interview content to your company’s needs and expectations.
Hiring Guide: Sales Manager
Sales Manager interview templates
Sales Manager
Skills Interview
Hireguide I/O Psych Validated
Director of Sales
Skills Interview
Rebecca Train
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Why you should hire a Sales Manager
Sales Managers or senior sales leaders help companies achieve success by overseeing the operations of the sales department. They develop and manage strategies to meet sales quotas/targets and manage the performance of the team and individuals to grow profits and ensure long-term success.
In this hiring guide, we'll provide everything you need to hire a great Sales Manager.
Top skills for Sales Managers
Sales Strategy Development
Sales Performance Management
Leadership and Navigation
Talent Acquisition and Retention
Sample Sales Manager job description
Sales Managers are primarily responsible for hitting a company’s sales targets and achieving growth by effectively managing a company’s sales team. They do so by implementing a strategic sales plan that involves setting sales goals, monitoring progress, and updating goals to ensure optimal performance. Their primary goal is usually to expand a custom base in order to grow company revenue and help the company be competitive and innovate. Sales Managers are also responsible for a team of sales representatives. They hire, set objectives, coach, and manager performance to help them grow professionally and achieve success for the company.
Sample interview questions for Sales Managers
Question 1
What are some specific ways you would manage your sales KPIs as a sales leader here at [insert company]?
What does this question reveal?
Candidate has the knowledge and ability to set and track sales targets for sales team/department.
Answer tips
- Specifies core KPIs (e.g. login-deal ratios, call numbers, average deal size)
- Reviews KPIs on a structured and systematic basis (weekly, monthly, quarterly)
- Analyzes data to identify and respond to issues when metrics are not reached
- Incentives team to go above-and-beyond by rewarding exceptional performance
Question 2
Sometimes sales associates/consultants don’t start aggressively going for their sales targets until the end of the month. How would you deal with a sales team like this to motivate them to have a more consistent monthly sales cadence?
Director of Sales — 9 years professional experience
What does this question reveal?
Candidate has the ability to implement tactics that ensures sales efforts are consistent throughout a defined period
Answer tips
- Focuses on tactics to promote accountability among team
- EX: Structures detailed performance expectations for specific time periods
- EX: Clearly communicates the recipe for success (e.g. # of calls, emails, etc.)
- Suggests implementing a mid-month target day (e.g., 40%)
- Incorporates discussions about sales patterns in employee performance reviews
Question 3
Imagine a scenario where the sales pipeline you implemented is not as effective between different members in the team. How would you identify and address the issue?
What does this question reveal?
Answer tips
- Considers whether reps are dropping inactive or dead leads that waste resources
- Determines root cause (e.g. inefficiencies, bad pricing/product, poor support)
- Reviews targets to ensure they are achievable and tracks progress
- Coaches reps who need performance improvements
- Uses initiative to try new creative sales approaches
