Sales Hiring

Build the four artifacts a hiring manager needs to recruit an SDR/BDR or AE with evidence-backed rigor: a role scorecard, a structured interview loop with question bank, a scored mock-call work sample, and a 30-60-90 ramp plan. Structure beats intuition at every stage - the whole skill exists to enforce that.

Label every benchmark output with a short parenthetical naming its source - peer-reviewed, survey, crowdsourced, vendor data, or a named practitioner - and never present a lower tier as a higher one, or a vendor claim as fact.

If the user turns out to be a candidate preparing for a sales interview rather than a hiring manager running one, stop and point them to mbfinotti/sales-skills@sales-career - this skill never coaches the candidate.

Out of scope, do not drift into:

• sourcing candidates
• writing or distributing job ads
• running an applicant tracking system
• designing the commission plan as a strategy exercise
• SDR-to-AE promotion mechanics

Compensation appears here only as the published range and the base/variable split and ramp draw that shape the candidate funnel and the ramp.

Interview