My head of partnership once told me:
"Candidates stand out more from the questions they ask than the ones they answer." He was 100% right.
Here are 5 questions Iād keep in my back pocket if I wanted to leave the interview *stronger* than I started it:
1/ Questions that build rapport
The goal: snap out of "interrogation" mode.
š²: "What pulled you into sales in the first place?"
š²: "What's changed the most for you since joining this company?"
People hire people they can picture working with.
The goal: snap out of "interrogation" mode.
š²: "What pulled you into sales in the first place?"
š²: "What's changed the most for you since joining this company?"
People hire people they can picture working with.
2/ Questions that expose (without confronting)
Ask questions that invites the interviewer to signal how things work behind closed doors:
š²: "How hands-on are you with your reps once they're ramped?"
š²: "When a rep shows initiative here, how is that usually received?"
Ask questions that invites the interviewer to signal how things work behind closed doors:
š²: "How hands-on are you with your reps once they're ramped?"
š²: "When a rep shows initiative here, how is that usually received?"
3/ Questions that signal you're coachable (but don't need babysitting)
š²: "When new reps ramp well here, what do they usually lean on most?"
š²: "Is there a specific training, resource, or person that tends to accelerate someone's success?"
You're telling them: "I don't expect to be carried. I do expect to get better fast."
š²: "When new reps ramp well here, what do they usually lean on most?"
š²: "Is there a specific training, resource, or person that tends to accelerate someone's success?"
You're telling them: "I don't expect to be carried. I do expect to get better fast."
4/ Questions that hint you're thinking beyond just getting hired
š²: "What tends to separate the reps who become core people on the team from the ones who stay average?"
š²: "When you look at someone and think 'that person will go far here,' what are they usually doing differently?"
š²: "What tends to separate the reps who become core people on the team from the ones who stay average?"
š²: "When you look at someone and think 'that person will go far here,' what are they usually doing differently?"
5/ Questions that force the real concern into the open
Hidden doubt kills 1,000x more interviews than weak experience does (Cocoon exaggerates assumption)
š²: "Before we wrap, is there anything in my background you'd want more clarity on before moving me forward?"
š²: "Based on what you've seen so far, where would you still need conviction?"
Hidden doubt kills 1,000x more interviews than weak experience does (Cocoon exaggerates assumption)
š²: "Before we wrap, is there anything in my background you'd want more clarity on before moving me forward?"
š²: "Based on what you've seen so far, where would you still need conviction?"
You want questions that signal you've already thought about the job, the manager, and what it takes to win on his team.
The Q&A section is the last impression.
Make it count.
/END.
The Q&A section is the last impression.
Make it count.
/END.
Closing strong is one thing.
Getting the right tech sales companies to notice you, moving through 4-5 rounds with conviction, and locking a $120k-$300k+ offer - is something else.
That's what we work through together inside The Incubator: insidethecocoon.com
Getting the right tech sales companies to notice you, moving through 4-5 rounds with conviction, and locking a $120k-$300k+ offer - is something else.
That's what we work through together inside The Incubator: insidethecocoon.com
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