Many founders focus too heavily on a sales candidate's resume, chasing past titles or specific years of experience. However, early-stage sales success hinges on finding someone with a unique mindset and adaptable approach. Here's what to prioritize...
- What: A deep desire to understand your product, customers, and market dynamics. They ask insightful questions throughout the interview process.
- Why: Startup sales require constant learning and iteration. A naturally curious salesperson drives their own success more than once, relying on a rigid playbook.
- How: Instead of a generic "do you like learning?" ask: "Describe a time you taught yourself something new to solve a problem. What sparked your interest initially?"
2. Proactive Collaboration
- What: The ability and eagerness to tap into other teams for knowledge and support, driving deals forward even without direct authority.
- Why: Startups rarely have perfectly defined sales territories. Your first few hires must be team builders, able to leverage everyone's strengths for the win.
- How: Ask them: "Walk me through a recent project where you had to work cross-functionally to achieve a goal. How did you approach it, and what was the outcome?"
3. Focus on “Feelings AND Facts”
- What: Can they track data AND intuitively understand customer emotions? This allows them to uncover the real reasons deals succeed or stall.
- Why: Early-stage sales means tight feedback loops. Analyzing data helps refine your process and spot issues FAST, so you're not just chasing arbitrary quotas.
- How: Have them discuss: "How have you leveraged sales data to make informed decisions in the past? What insights did you uncover, and how did it change your tactics?"
- What: A willingness to take responsibility for overall company success, not just their own numbers. They proactively address problems even outside their direct role.
- Why, In a startup, a "that's not my job" attitude sinks the ship. A salesperson who embodies true ownership will step up consistently, benefiting the whole team long-term.
- How to Ask them: "Tell me about a time you noticed something impacting other departments but outside your area of responsibility. How did you handle it, and what was the result?"
- What: They thrive in the chaos of a scaling startup, rapidly adapting strategy as the target customer, product, and even your pitch may evolve.
- Why: Rigidity spells disaster. Your first hire needs to be comfortable with pivots and enjoy being part of building processes, not just following them.
- How: "Describe a time when you had to adapt your approach due to sudden changes at a previous job. What was the outcome, and what did you learn?"
Sales hires done right are more than just lead generators. By prioritizing these traits, you're finding contributors who improve your product, refine your messaging, and build a customer-obsessed team from the ground up. This investment pays off far beyond immediate revenue – it shapes the very DNA of your growing company.
