8 Interview Questions to Identify High-Performing AEs and SDRs
Hiring the right sales talent is critical to driving revenue growth in SaaS and B2B tech companies. Account Executives (AEs) and Sales Development Representatives (SDRs) are on the front lines of building pipelines, nurturing prospects, and closing deals.
To help you identify the best performers, we’ve compiled 8 interview questions that reveal a candidate’s skills, mindset, and ability to thrive in a competitive sales environment.
1. “Tell me about the most challenging deal or lead you’ve ever worked on. How did you win (or lose) it?”
Why ask this: This question uncovers resilience, problem-solving skills, and sales strategy. High performers can describe their process in detail and explain how they overcame roadblocks.
What to listen for:
A structured approach to the sales process.
Lessons learned from wins or losses.
Evidence of creativity or persistence in follow-ups.
2. “How do you prioritize your leads or accounts?”
Why ask this: From our experience, time management separates average sales reps from top performers. This question evaluates how strategically a candidate allocates their efforts.
What to listen for:
What CRM tools they use, how they prioritize leads, or intent data.
Focus on high-value accounts or key decision-makers.
Clear understanding of the sales funnel.
3. “Walk me through a time you had to overcome a major sales objection. What was your approach?”
Why ask this: Handling objections is absolutely crucial to any sales role. This question shows how candidates can pivot their pitch during a sales demo or intro call and build trust.
What to listen for:
Empathy and active listening.
Use of objection-handling techniques like reframing or storytelling.
A results-focused example.
4. “What metrics did you track in your previous role, and how did you perform against them?”
Why ask this: A strong sales rep knows their numbers and understands how they tie to performance.
What to listen for:
Specific metrics (e.g., 120% of quota, 50 cold calls per day, pipeline generated).
Evidence of consistent performance or improvement.
Comfort discussing KPIs like conversion rates or deal sizes.
5. “What’s your approach to researching a prospect before outreach?”
Why ask this: In SaaS sales, personalization can be the difference between a cold email being ignored or generating a meeting.
What to listen for:
Use of tools like LinkedIn Sales Navigator or company research.
Insight into tailoring messaging based on prospect pain points.
Examples of creative or high-conversion outreach strategies.
6. “What motivates you to hit and exceed your sales targets?”
Why ask this: Motivation drives results, especially in roles where rejection is common. This question helps you understand a candidate’s intrinsic and extrinsic drivers.
What to listen for:
Clear, genuine motivators (e.g., career growth, financial incentives, or competition).
Signs of self-discipline and resilience.
A track record of going beyond baseline targets.
7. “Describe a time when you collaborated with marketing, product, or customer success to close a deal.”
Why ask this: Great AEs and SDRs often don’t succeed solely on their own. SaaS sales often requires teamwork and collaboration internally to succeed.
What to listen for:
Examples of cross-team collaboration.
Communication skills and ability to share feedback with other departments.
Evidence of leveraging internal resources to close a deal.
8. “What do you think makes a great AE or SDR in a SaaS environment?”
Why ask this: This open-ended question reveals the candidate’s understanding of the SaaS sales landscape and whether they align with your team’s values.
What to listen for:
Recognition of traits like resilience, curiosity, and adaptability.
Awareness of SaaS-specific challenges (longer sales cycles, renewals).
Insightful, thoughtful responses rather than generic answers.
5 Red Flag Answers to Watch Out For
While the right responses can help you spot a star, certain answers should raise concerns:
1. Overly vague examples: If a candidate can’t give specific details about deals, objections, or metrics, it may signal lack of experience or ownership.
2. “I don’t track my metrics” or unclear KPIs: Successful sales reps are data-driven and should know their numbers.
3. Blaming others for failures: Watch for candidates who avoid accountability and shift blame to managers, leads, or “bad luck.”
4. “I just send mass emails” or generic outreach strategies: A lack of personalization or creativity can indicate a low-performing SDR mindset.
5. No mention of collaboration: Sales in tech often requires cross-functional teamwork; candidates who only highlight solo achievements may struggle in team-based environments.
Final Thoughts
Finding a high-performing sales rep requires looking beyond the resume to assess strategic thinking, motivation, and collaboration skills. Asking these 8 questions and watching for red flags will help you uncover the candidates who can drive your revenue and thrive on your team.
Need help hiring AEs or SDRs?
Seattle Corporate Search specializes in connecting SaaS and B2B tech companies with top-tier sales talent. Contact us today to start building your high-performing team.