Sales Predictable Hiring Metrics

Sales Characteristics How Definition

How well didcandidate
did the the candidate prepare
adjust in the for
lastthe interview?
2 jobs? Was adaptability)
(long term the candidate
Preparation aware of the market landscape? Competition?
How did the candidate adjust to the situation when thrown off balance?
Adaptability (situational/impulse adaptability)
Domain Experience How close is the candidate to our industry/ICP/buyer persona?
IQ How well did the candidate answer specific queries?
Motivation What
What did
% ofthe candidate
quota QoQ didsay
thehis motivation
candidate was?
meet in Was it buyable?
the previous job? and in
Prior Experience/Success the job before?
Was the candidate trying to build rapport Or was more transactional in the
Rapport Building process?
Voice Quality Was
How the
did candidate full of
the candidate energy
handle theOR sounded
most basic low and dull?
technical queries? Scared,
Technical Acumen confident?
Was the candidate thrown off balance by questions and lost control OR did
Call Control drive the conversation?
Demo Skills How well did the candidate know the product and navigation options?
Objection Handling Very important, how did the candidate score?
Convincing Was it convincing enough to buy the candidate's pitch?
Closing Did the candidate close the call/ask for next steps in the end?
Presentability Did the candidate share the video and looked presentable on the call?
Sales IQ Did the candidate understand concepts of ARR/MRR, CAC, LTV?
Coachability Did the candidate seem coachable and ready to accept feedback?
Passion for the role How did candidate''s
Was the the candidate answerupdated?
LinkedIn the question,
Were why Whatfix?
there activities on the
Social Presence profile? How many connections and testimonials does the candidate have?
Reference Checks Did
Did the
the candidate
candidate provide references? How was(not
sell in EMEA/NA/APAC/ANZ? the sure
feedback?
if this should
Geography Sold In carry a score)
Email Writing Skills Did the candidate write situational emails well

Define a criteria that below a particular score, we don't hire a candidate

Why is this needed?

1. To avoid cases where you are on the border line
2. To make hiring more predictable by maintaing a track record of scores and weighting them against the success of a hire
3. To compare the analysis of multiple interview rounds to be sure on these aspects. Different criteria can be segmented in
4. To avoid going by gut at all means
 Scoring Table Weightage (1- Candidate
(1-5) 5) Score Max Score
5 3 15
5 4 20
5 3 15
5 5 25
5 3 15
5 5 25
5 5 25
5 5 25
5 3 15
5 5 25
5 3 15
5 5 25
5 4 20
5 4 20
5 4 20
5 4 20
5 4 20
5 3 15
5 3 15
5 5 25

5 5

105 0 400

1- Lowest, 5- Highest

ainst the success of a hire

riteria can be segmented in seperate rounds.