Can you imagine closing a prospect without asking them insightful, sharp questions?
Just like you wouldn’t close a deal without these questions, you won’t close that sales gig without asking *great* questions at the end of your interview, either. Why?
As a sales person, you’re expected to negotiate, be inquisitive, and ask questions on a daily basis.
It’s a vital skill in both sales and interviewing.
And for some reason, even some of the best sales people ruin their interviews by asking generic questions or, worse yet, not asking any.
The truth is you can nail all the answers to questions they ask you but still end up in the “no” pile if you bring no questions of your own.
Here’s what several hiring managers I interviewed for this article said: “Most candidates pick two random questions to ask and show no real interest. It’s obvious that they are aware they need to ask questions, but they do it without much thought and treat it as a formality.”
To handle the questions the right way, you need to:
- Prepare a few smart questions in advance
- Ask a mix of questions (company culture, role, growth, and metrics)
- Save the best question for the end
And if you’re here just for the list of questions, look no further:
The best questions to ask in a sales interview:
- What is the company culture like?
- What is your strategic direction in the next 1–5 years?
- What’s the biggest challenge your company is currently facing, and how are you overcoming it?
- Can you describe your ideal corporate culture?
- How do you foster innovation and creativity in the sales department?
- What does a typical day look like in this role?
- What are the skills and experiences you’re looking for in an ideal candidate?
- How do you measure success for this position?
- Who are the company’s top clients, and how does the company maintain good relations with them?
- What types of strategies are most effective in achieving sales targets?
- What is the current retention rate for your sales team?
- Can you tell me more about your ICP?
- How many accounts would I be managing?
- Who wouldn’t be a good fit for the role?
- Could you tell me more about the team I’d be working with?
- Is there someone in your sales department who developed with the company?
- What is the typical career trajectory for someone in this role?
- How frequently do you conduct performance reviews, and how do they impact career advancements?
- What are the next steps in the interview process?
- Is there any information you need to evaluate my fit for the role?
- What makes a person successful in this role?
- What are the biggest challenges people in this role face?
- What’s your favorite thing about working with this sales team?
- How is your best sales rep different?
Don’t waste days compiling overused interview techniques. Get original answers to every single question you could expect.
The Importance of Asking Good Questions in a Sales Interview
Asking questions during your sales job interview has many purposes:
- Shows interest — Having a few questions shows the interviewer that you’re engaged, curious, and motivated to learn more about the company and the position.
- Helps you gather information — Interviews are like first dates after a Hinge match. You want to know more about the company (role, culture, team dynamics) to see if all of this aligns with your short and long term goals and plans. Remember — you’re not the only one being evaluated here. Ask questions and decide if the company is the right fit for you.
- Shows you’re prepared — The hiring team will love that you did your homework and that you’re invested in the opportunity.
- Clarifies expectations — There may be some aspects of the job that were not 100% clear to you from the job ad and the interview. Asking questions will help you be sure what to expect and make an informed decision in the later stages of the interview process.
- Engages the interviewer — Your questions will turn the traditional interview roles on their heads. Once an interview becomes a conversation, the interviewers will be more engaged, and you’ll end up being more memorable and likable as a candidate.
Also, don’t be lazy with the questions. Asking excellent questions will get you a step further:
✔️You’ll connect better.
✔️You’ll get an advantage over other candidates.
✔️You’ll stay in their minds long after your interview is done.
Here’s how to do that with 24 questions that are sure to set you apart.
Questions to Ask About the Company
These questions help you scratch beyond the job description and reveal what it’s really like to work at the company.
What is the company culture like?
Why ask this question:
- It’s all about getting a realistic picture of the day-to-day at the company. This question will help you see behind the fancy job title and a flashy compensation package.
- You’ll want to know if the company’s working style is something you can suit up for every day.
- Cultural fit is a two-way street. You, too, need to know if their company culture aligns with what you’re looking for. No interviewer will say, “Oh, you know, we’re a micromanaging hellhole,” but it’s on you to identify the signs.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩 “We’re just like family.” This implies a supportive, close-knit collective but often means annihilating your personal boundaries, expecting you to accept endless long hours, and generally speaking, eroding your work-life balance.
🚩 Vague answers. If your interviewer can’t clearly define the company culture or shies away from answering the question, they likely don’t have a positive or cohesive culture to speak of.
🚩 Overemphasis on “Work Hard, Play Hard.” If this is the cornerstone of their answer, it could mean the company has a burnout culture where long hours, masked by occasional fun spells, are the norm.
🚩 Competitiveness is their favorite word. A good sales team thrives on healthy competition, but too much of a good thing can create a cutthroat environment. If the interviewer says something like, “Only the very best can work for us,” you could expect a high turnover rate.
🚩 Stories of success and glory. If it seems too good to be true, it probably is.
What is your strategic direction in the next 1–5 years?
Why ask this question:
- This question is a power move, as you’re not only showing interest in the job at hand. Instead, you’re demonstrating long-term thinking (a must-have ingredient for any sales role).
- You’ll learn if the company is thinking ahead. Their answer can reveal if they’re focused on innovation, expansion, diversification or merely maintaining the status quo.
- It gives you a glimpse of where you could fit in the grand scheme of their plans. Does it sound like there will be exciting roles and responsibilities you could step into? Or does it seem like your job would remain static? And does that fit with what you’re looking for?
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Vague or non-existent plans. If the interviewer struggles to articulate a clear strategic direction for the future, it could mean that the company is stagnating. How do they expect to move forward with no clear direction? And more importantly, how will they support your career progression without a road map?
🚩Unreasonable expectations. If the company’s plans sound overly ambitious or irrational (think 4X sales or diversifying into an unrelated business within a year), it might reflect poor judgment and planning capabilities. Look for answers where there are realistic, attainable goals and a strategic approach to growth.
What’s the biggest challenge your company is currently facing, and how are you overcoming it?
Why ask this question:
- It’s much more than casual curiosity. It shows you’re ready to dive deep and that you tackle complexities head-on. You want them to see you’re not just a bystander, but willing to be a proactive contributor to the company’s processes and business strategies.
- The answer could be a reality check on what you’re signing up for. Every company faces pain points — competition has a better product, there’s a less-than-ideal product-market fit, budget constraints, internal process inefficiencies. Knowing what the challenges are, and what is being done to address them, will help you get a better idea.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Downplaying concerns. If the interviewer insists there are no challenges, it could mean a lack of transparency.
🚩Absence of a clear plan. If the company doesn’t have a clear strategic plan to address their biggest challenges, this could be a sign of a reactive (rather than proactive) company culture. It implies they might lack effective leadership.
Can you describe your ideal corporate culture?
Why ask this question:
- A cultural fit isn’t about blending in, it’s about feeling “at home.” This question gives you a glimpse into their world while throwing the interviewer a curveball.
- You’ll learn what your prospective employer values — the behaviors and attributes that are rewarded and nurtured in the organization.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Rigid culture. If there’s a strong emphasis on rules and no scope for autonomy, this could mean there’s little room for autonomy and growth.
🚩High-stress environment. Sure, sales is a high-pressure job, but a culture that focuses solely on hustling and grinding can easily lead to burnout.
🚩 Toxic positivity. If they’re weirdly upbeat and can’t stop talking about their friendly, happy work environment, it might indicate a lack of space for addressing real issues.
How do you foster innovation and creativity in the sales department?
Why ask this question:
- This question shows your interest in being part of a team that encourages ideas and creative solutions. Sales is a dynamic field. Innovation is what keeps you ahead of the game.
- You’ll learn if the company supports a culture of experimentation, if there’s a safe space for suggesting new ideas, and if the employees are encouraged to think outside the box.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Cookie-cutter replies. If the response is cliched like, “Oh, we always think outside the box!”, it could signal that the company doesn’t actually have a specific process or initiative in place to cultivate creativity.
🚩Risk aversion. Responses that signal a lack of risk-taking or fear of change could mean that the company is not a big fan of innovation.
Questions About the Sales Role
With these questions, you’ll dive into the heart of your sales interview, and understand the specifics and expectations of this sales role. They’ll help you get a pulse on what your daily routine would look like, the type of clients you’ll deal with, and the targets.
What does a typical day look like in this role?
Why ask this question:
- The response will give you a sense of the pace, workload, customer interactions, and reporting patterns. You’ll also get some hints about the team dynamics and management style.
- In the eyes of the interviewer, you’re showing a genuine interest in understanding what the role entails beyond the job description and also your commitment to meeting these daily expectations.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Endless to-do lists. If the interviewer describes a day filled with tasks, you might be walking into an overworking workplace.
🚩Lack of clarity. If the interviewer can’t describe a typical day or is too vague, it might indicate uncertainty around the role, chaotic workflows, or lack of organizational structure.
What are the skills and experiences you’re looking for in an ideal candidate?
Why ask this question:
- It’s about ensuring your sales toolkit matches the ones the company is looking for.
- This question can open the door to insights well beyond the job description. For example, the interviewer will mention “must-have” skills, “nice-to-have” skills, and any additional abilities that could set you apart from other candidates.
- It also gives you the opportunity to address any areas of concern right away, or perhaps highlight skills or experiences that you didn’t realize would be valuable for this role.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Generic skills. If they only mention generic skills, like “good communication”, and don’t give you specific hard skills or experiences, it might hint at a lack of clarity about the role.
🚩 “No hand holding” disclaimer. If the interviewer emphasizes the ability to “hit the ground running” or “adapt quickly,” it could indicate a high turnover rate or at least limited onboarding options. Do you really want to figure everything out on your own?
How do you measure success for this position?
Why ask this question:
- You want to know about the expectations and performance metrics early. It’s about being on the same page about the goals, targets to hit, and how you’ll be evaluated.
- You’ll learn if their idea of success aligns with yours. Do they focus purely on hitting financial targets, or do they also value building relationships with prospects and customers? Are they all about numbers or do they also factor in teamwork, creativity, and problem-solving?
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Unclear metrics. Serious companies will give you clear metrics (and know them before the interview). Without clear objectives for the role, you could end up confused about performance expectations.
🚩Focus on short-term goals. If they only measure success through short-term goals or weekly targets, they might be neglecting the bigger picture. An overemphasis on immediate results could lead to a high-pressure sales environment, leaving little room for relationship-building or long-term strategic growth.
🚩One-size-fits-all approach. A company that has identical success metrics for everyone irrespective of the role or individual capabilities, very likely lacks personalization and understanding of individual strengths.
Who are the company’s top clients, and how does the company maintain good relations with them?
Why ask this question:
- This is about customer profiling and understanding how the company acquires and retains high-value clients. The way they manage their VIP list speaks volumes about their customer service values, account management strategies, customer success approach, and long-term relationship-building tactics.
- At the same time, this question shows the interviewer you understand that cultivating strong relationships with customers is as important as closing deals.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩High customer turnover. If the big-client churn rate is high, it could signal problems with client satisfaction or retention.
🚩Sales over service. Companies that focus heavily on making sales without any mention of after-sales support, customer service, or CSM typically have a one-dimensional sales approach.
What types of strategies are most effective in achieving sales targets?
Why ask this question:
- With this question, you’re bringing out the big guns and demonstrating you mean business. Are they more outbound or inbound? Do they stick to a traditional sales approach or lean towards newer, innovative sales initiatives?
- With this question, you’ll also get the chance to show your own proficiency with similar strategies. This will give you an extra edge and show you have the acumen to understand, contribute to, and elevate the existing sales playbook.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩The ABC mantra. If the company’s best strategy is relentless cold calling, it could be a sign of an aggressive and outdated sales culture.
🚩Stuck-in-their-ways mentality. If they seem resistant to new methods and technologies, it could mean the company doesn’t encourage experimentation, new technology adoption, or sticks to only those channels and strategies that have worked in the past.
What’s the current retention rate for your sales team?
Why ask this question:
- No reading between the lines. This question is direct and hard-hitting. It gives you a clear sneak peek into the company culture, work environment, management style, and overall engagement of their sales team.
- High retention rates indicate happy employees. Good rates mean that the company values its employees, invests in their growth, and that the sales team feels motivated enough to stick around.
- Low retention rates mean the employees are dissatisfied, and the reasons can be anything from poor management, lack of growth opportunities, or stress.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Playing the NDA card. If the interviewer dodges the answer by saying something like “I’m not at liberty to disclose this information” or is uncomfortable discussing retention rates, they could be hiding a high turnover.
🚩Shifting blame. As a field, sales does naturally have higher turnover rates, but if they blame it squarely on the employees (“not competent enough”, “job hoppers”, “lack commitment”), without mentioning what they do to retain them – a glaring red flag. You can bet the company encourages a culture of non-accountability and downplays their leadership’s responsibility.
Can you tell me more about your ICP?
Why ask this question:
- This question shows you’re not just looking for a job — you’re looking for a role where you can make a difference.
- Asking this will show you appreciate the science and precision behind successful sales strategies. Knowing your ICP means understanding who you’re targeting, what their pain points are, and how your product or service can solve their problems.
- The ICP also gives you more information about the kind of sales tactics you would need to develop. It determines the tone of the conversations, the selling methods, and the types of relationships you’ll need to build with your future clients — all things you should know in advance.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩No clear ICP. When the interviewer can’t clearly define their ICP or resorts to very generic terms, it suggests a lack of strategic thinking or a shoot-in-the-dark sales strategy.
🚩ICP doesn’t match the product or service. A misalignment between the ICP and what the company offers could indicate either a misunderstanding of the market or issues with the product or service.
How many accounts would I be managing?
Why ask this question:
- It will help you zero in on the scope of work you’d be expected to handle. The answer will help you learn about client interaction, the diversity of issues you’d be dealing with, and a hint of the work stress you can anticipate in this new role.
- It also helps you find out if the potential employer is team quality or team quantity. The company could have many small accounts, requiring different handling than a smaller pool of larger, more demanding accounts.
- Once you unearth this info, you can better assess if the workload aligns with your preferences, capacity, and career goals.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩High account load. If the number of accounts you’ll be managing is disturbingly high, it may suggest that the company is understaffed or doesn’t value work-life balance. And if you spread yourself too thin, the likely outcome is stress, lower work quality, and bad customer relationships.
🚩No clear account management strategy. If they allocate accounts randomly and unsystematically, without considering a sales rep’s strengths or balancing between high-value and low-value clients in the process, this could mean the company is poorly managed or that they lack strategic thinking in their sales department.
Who wouldn’t be a good fit for the role?
Why ask this question:
- This question gives a spin to a more traditional “How would you describe an ideal candidate for this role”? It’s good because it can open a dialogue between you and the interviewer and help you learn more about what they value in salespeople. You’ll then be able to cross-reference that with your own processes, sales methods, and goals.
- Sales roles, styles, frameworks, and KPIs can vary depending on the company size and vertical, and knowing their expectations and what they consider misfits will give you more information early to make the right decision for you.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Lack of flexibility. This may mean they’re not open to new strategies, sales tactics, and perspectives.
🚩Negative language. While it may help you to hear some mistakes a previous sales person made, or what wouldn’t work for them, pay attention to how they speak about it.
🚩If what the interviewer says describes you. Maybe they’re only looking for a person who has no problem being available after working hours and at weekends, and this is one of your non-negotiables. Either way, you’ll be glad you asked.
Can you tell me more about the team I’d be working with? (h3)
Why ask this question:
- It shows you’re not focused exclusively on targets and metrics, but also interested in building relationships with other sales people in the team.
- Learning about how the team is structured, what roles are present and which ones are missing can give you an idea about what your tasks, workload, and processes may look like.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Vague answers. If the interviewer is vague or reluctant to provide information about how the team is structured, and what each person’s responsibilities are, this may mean that they’re understaffed, lack processes, or that they’re hiding something.
🚩Team instability. If they mention frequent changes in the team, this could mean that people get easily dissatisfied or that there’s little support or growth available.
Questions About Growth and Personal Development Opportunities
These questions will help you learn about how serious the company is about career development, what (if any) opportunities there are for you to grow over time.
Is there someone in your sales department who developed with the company?
Why ask this question:
- This question will tell you a lot about the company culture of nurturing talent. You’ll have a much clearer idea on what you can expect if you get hired and if the career development plans that the company offers align with your career goals.
- The interviewers will take your interest in professional growth as a sign of seriousness, commitment, and willingness to stay in the company longer.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Lack of information. You’re looking for a success story, and if they can’t come up with examples of salespeople who have advanced or grown within the company, it means the opportunities are rare.
🚩No room for growth. If the sales force has been in the same roles for many years, it could mean few opportunities for career development. If they don’t mention training, professional development budgets, or support for sales staff, then growing internally is not a priority.
What is the typical career trajectory for someone in this role?
Why ask this question:
- To show you want to understand the growth opportunities within the company and that you’re interested in staying and growing there.
- This question shows you’re ambitious and forward-thinking. It might give you insights on how the sales team is organized, what other roles there are, and what it takes to climb up the company ladder.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Lack of specific information. If there’s no mention of milestones needed for the sales people to move up the career ladder, they may be lacking a career development plan or the opportunities to advance may be limited.
🚩Little alignment with what you want. Even if their career development plan is in place, it may not be the direction you want to take long term. If there’s a mismatch with where you want to go professionally, this may mean that the position is not the best fit for you.
How does the company handle negative performance in a sales role?
Why ask this question:
- How they answer this question will give you insight into the company’s supportive measures for underperforming employees.
- Sometimes failing to meet quota and KPIs isn’t your fault. It could be attributed to bad processes, unrealistic expectations, poor onboarding, or suboptimal cooperation between departments. Their answer to this question will reveal if they’re aware of such issues, how they handle them, and what kind of support they can provide to new sales hires.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Focus on punishment. If their answer is all about pay cuts and disciplinary actions, and there’s no mention of coaching and improvement plans, you may be entering a cut-through environment where people are treated as expendables.
🚩No plans for improvement. Ideally, you want to hear about continual feedback, regular check-ins, and performance improvement plans. If you don’t, you could be facing a culture with little transparency, support and constructive approach to performance improvement.
🚩Blame games. If their philosophy centers around “you’re the only one responsible for your performance”, you may want to take a step back. Little awareness of the big picture and the organizational factors that could contribute to low performance may mean they’re not willing to keep the whole department or company accountable for failure.
How frequently do you conduct performance reviews, and how do they impact career advancements?
Why ask this question:
- It’s poor interview etiquette to ask about commissions and compensation in your first interview, but you do want to know if there’s room for internal mobility and promotions.
- Performance appraisal systems are usually tightly-knit to promotions and raises, so it’s good to understand when reviews happen and how they would influence your growth.
- This question also highlights your goal-oriented mindset and interest in advancing within the company.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Performance reviews are rare or irregular. Good companies have regular and structured performance review processes, where good performance is awarded and aligned with promotions. If reviews happen once a year or get skipped because of “other priorities”, it could mean the company isn’t big on compensating or supporting growth.
🚩Performance reviews don’t matter. Maybe the process is there and looks great on paper. But what if your performance metrics are excellent and it still doesn’t mean anything for your salary, benefits, or promotion?
🚩No career advancement strategy. Even if the company is small and there are few chances of you being promoted soon, the interviewer should show openness about how this could work down the line. They should have at least some idea of how the team could expand and what your next role could be.
Strong Closing Questions
Hiring managers for sales roles expect to get questions at the end of the interview, and your closing questions are often the most impactful.
Itai Amoza, one of the hiring managers we interviewed for this guide said: “I’m impressed when I get someone who leads the interview. As a sales person, they shouldn’t let the customer lead the conversation. So I like when they come in and dominate the room, bringing me to the position where I answer.”
Here are some questions you can ask to make a real impact:
What are the next steps in the interview process?
Why ask this question:
- Best salespeople are closers. Itai said he prefers to stay quiet at the end of the interview and let you close him.
- This question shows you’re eager to proceed with the interview process and that you want to know the timeline and what comes next.
- By asking “What do you need now?” or “What happens next?”, you’ll show you’re a closer in character.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Confusion. If the interviewer is caught off guard or finds it strange you’re asking, it could mean they’re inflexible and like to stick to the traditional interview format (and probably everything else).
🚩Unclear next steps. Even worse if they can’t tell you what happens next in the interview process. It could mean they’re not taking the approach to hiring very systematically.
Is there any other information you need to evaluate my fit for this role?
Why ask this question:
- This one indicates that you value open communication and are ready to improve. Maybe they need advanced CRM experience, but you can take a HubSpot certification in the next week to bridge the gap. This shows them you’re willing to put in the extra effort.
- Asking this is also a proactive and strategic move because you want to address any of their doubts as early as possible. The interview isn’t over, and if they have any reservations that could impact their decision, this question can help you clarify them, reiterate your strengths, and show you’re confident and able to handle the job.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Vague, vanilla responses. Things like “We’ll let you know if we need anything else.” This could mean they’re not really invested in evaluating you or may have already made up their mind.
What makes a person successful in this role?
Why ask this question:
- Some qualities of the best salespeople are universal (communication skills, handling rejections, or persistence) but priorities can vary from company to company. This question will help you learn the attributes that are most important.
- Based on what they answer (for example, “deep product knowledge” or “collaboration with marketing”), you can tailor the conversation to your advantage. For instance, you can say how your ability to grasp SaaS products and convey their value to customers has contributed to your previous success.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Unclear answers. If it feels like they can’t really tell, your hunch could be right. If their response is vague, and if they don’t mention specific skills, behaviors, or technical knowledge they believe is crucial, it could mean they don’t know what they’re looking for.
🚩Generic answers. If the only thing they can come up with is “good communication skills”, “hard work”, or “team player”.
🚩Unrealistic expectations. X number of cold calls, plus X number of email touches, plus X demos a week, plus X meetings with Marketing… If it sounds like too much, it probably is.
What are the biggest challenges people in this role face?
Why ask this question:
- Some candidates may avoid this question because they believe it shows a negative attitude. Your main task here is to show a proactive approach and highlight your ability to overcome difficulties.
- At the same time, you’ll learn about the reality of the position. Maybe it’s long sales cycles, prospect lacking budgets, lack of bottom-of-the-funnel materials to share with warm leads. Whatever it is, you need to show empathy and problem-solving mindset when discussing this with the hiring team.
🚩Ignoring challenges. Sales roles are demanding, and dismissing challenges through answers like “We have them, but we strive to overcome them,” don’t provide much value.
What’s your favorite thing about working with this sales team?
Why ask this question:
- To shake things up a bit! This question really gets the hiring team talking and can help end the interview on a more conversational note.
- To check if there are patterns in their answers. It could be the culture, the humor, the general attitude or willingness to experiment. You’ll get a much better idea of what it’s like to be a part of this sales bunch.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Hesitation. If they don’t know what they like about working together, it could mean there are hidden power struggles or that the culture is individualistic or competitive.
🚩The Ninja card. Be wary of the companies where the interviewer refers to the sales team as all “grinders”, “ninjas”, “maestros”, “the untouchables”, “the quota warriors”, “work hard play hard”.
How is your best sales rep different? (h3)
Why ask this question:
- It’s one of the strongest questions because the interviewer will have to pause and think. For a second, the roles will be flipped and they’ll be in the hot seat. This will give you control at the end of the interview and also make sure they remember you.
- Because you want to know what it takes to reach level supreme, and this question shows you’re hungry and motivated to get there.
Red flags to look for in the interviewer’s response 🕵️♂️:
🚩Vague answers. “All our Account Managers are ROI-positive”, “Nothing comes to mind”, “I don’t know”. If nobody stands out enough for the interviewer to know, it may mean that everyone is doing the bare minimum or that the quality of the sales force is average at best.
🚩Hesitation. Ideally, you want to hear about the qualities that set this person apart. Is it their demo-to-closed-won ratio? Are they impressive at demos? Are they the one who saves half-dead deal? It’s bad if the interviewer can give you a name, but can’t support their answer with the reasons why.
Summary of the Main Points
Here’s a TL;DR on why you need to ask questions at the end of your sales interview and how to pick the best ones.
- Use this as an opportunity to show off your questioning skills. In Sales, 50% of your work will be asking questions. The interviewers want a sneak peek of that.
- Always ask questions. 9 out of 10 interviewers will disqualify you on the spot if you have zero questions at the end of the interview. To them, this means you lack motivation and drive and is a good indicator of failure in a sales role.
- Put thought into the questions you ask. Most candidates don’t do this, but just pick two or three random questions to use in every interview. Asking insightful questions will help you get additional information about the role and company.
- Go for 3–5 questions prepared in advance. Ideally, you want a mix of culture, growth, and role-related questions.
- Ask questions related to things you discussed during the interview. If something caught your attention and you want to double-down on it, then make sure to ask about it!
- Save your most engaging, thought-provoking, and exploratory questions for the very end. This will leave a lasting impression on the interviewers.
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FAQ
What if they don’t give me the time to ask questions?
Most interviews allow at least five minutes for questions at the end, and the interviewers will speak about this at the beginning of the interview. You can also try to find out the interview format in advance to know what to expect. If there’s no dedicated time at the end, you can insert your questions naturally throughout the conversation or send a follow-up email where you’ll include a few questions about the role, team, and company culture. If you aren’t allowed to ask questions during the interview, treat it as a red flag and proof that the company is not a good fit for you
What if I don’t have any smart questions to ask?
It’s essential to ask questions to show you’re interested in the position and get more information about the company and the role. If you can’t come up with any questions to ask, there are plenty of online resources (like this Reddit thread) you can check out before the interview that list dozens of smart questions to choose from. You can always ask the interviewer to clarify something you didn’t fully understand, ask about the company’s plans for the future, or ask about how company values manifest in the workplace.
Are there questions I should avoid asking interviewers in a sales interview?
Yes, some questions are off limits, especially if asked in a blatant way. Such questions might reveal your lack of tact, commitment, and patience (all relevant sales skills). Others, like questions about salary and benefits, are simply not meant to be asked in the initial stages of the interview. Save them for the negotiation stage.
Examples of questions to avoid asking in a sales interview include:
- Can I work from home or have a flexible work schedule?
- Do you do drug tests and background checks?
- How much vacation time do you offer?
- What’s the salary and commission structure?
- How quickly can I get promoted?
If I only have time for two questions, which ones should I ask in a sales interview?
If you can ask two questions only, avoid vanilla questions interviewers get all the time (things like “Why is this position open?” or “How would you describe the culture?”). Instead, opt for a thought-provoking question that will get them talking. “How do you like working here?” and “How do you measure success in this role?” are good examples.
What to do to look good in a sales interview?
To have a successful sales interview, you need to be prepared, show you’re a great communicator, and present yourself well. Always research the company and the industry and get information about the sales process in advance (if possible). Customize your “Tell me about yourself” pitch to highlight how your background and accomplishments will benefit the company. Don’t forget to mention your top sales metrics and practice answering behavioral questions and sales scenarios. Show enthusiasm, dress professionally, ask a few questions at the end of the interview, and write a thank-you follow-up email.
