The Sales Interview- Do’s and Don’t

The New Reality: What’s Different in 2025

Virtual is Here to Stay (Mostly)

Remember when we all thought Zoom interviews were temporary? Yeah, about that. Even as some companies return to the office, first-round interviews are staying virtual. I’m seeing 70-80% of initial screenings happen via video, and honestly? It’s not going away.

What this means for you: Your virtual presence matters as much as your in-person presence used to. Maybe more.

AI is in the Room

Here’s something that might surprise you—some companies are now using AI tools to analyze your interview responses, track your word choices, and even assess your facial expressions during video interviews. I’m not saying I love it, but I am saying you need to know it’s happening.

The Timeline Has Compressed

Top candidates are getting multiple offers faster than ever. I’m seeing companies move from first call to offer in 10-14 days when they find someone they want. Maybe that’s just because eSearchPro candidates are THAT good! 😊 The flip side? If you’re in a process that’s dragging on for 6+ weeks, that’s usually not a great sign.

What Hasn’t Changed (And Never Will)

Despite all the new technology and processes, these fundamentals still separate the candidates who get offers from those who don’t:

• Exuding high drive is absolutely critical, particularlu in sales
• Authenticity trumps rehearsed answers
• Asking smart questions > having perfect answers
• Curiosity about the business > reciting your resume – think Discovery call

THE DO’S: How to Position Yourself for Success

DO: Treat the Recruiter and/or HR Representative Like They’re Part of the Hiring Team (Because They Are)

I can’t tell you how many candidates shoot themselves in the foot by treating the recruiter/HR call like a formality. Wrong. They are your advocate—or they could be. Give them the ammunition they need to sell you to the hiring manager.

Be prepared to discuss:

• Your actual quota and attainment numbers (not just “I exceeded quota”) – get specific
• Specific deal sizes and sales cycle lengths
• Why you’re looking (and be honest—we can spot BS from a mile away)
• Your compensation expectations (yes, in the first conversation)

DO: Monetize Your Achievements

“I was a top performer” means nothing.

“I finished at 147% of a $2M quota, which ranked me #3 out of 45 reps, and I did it while reducing my average sales cycle from 6 months to 4.5 months” means everything.

If you’ve contributed to revenue in any way, quantify it. Numbers don’t lie, and hiring managers are obsessed with them.

DO: Research Like Your Career Depends On It (Because It Does)

You should be able to answer these questions before you ever hop on that first call:

• What does this company actually sell?
• Who are their competitors?
• What’s their recent funding situation or quarterly performance?
• Who’s the CEO, and what’s their background?

Here’s a pro tip: Check if the company has any recent press releases, podcast appearances by leadership, or LinkedIn posts from the hiring manager. Reference something specific in your conversation. It shows you’re serious.

DO: Prepare Your Own Elevator Pitch

You will be asked some version of “tell me about yourself” or “walk me through your background.” Have a 60-90 second version ready that hits:

• Where you are now and what you sell
• A highlight or two from your track record (with numbers)
• Why you’re interested in this specific opportunity

Practice it until it sounds natural, not rehearsed.

DO: Ask Questions That Prove You’re Thinking Long-Term

The best candidates I work with ask questions like:

• “What does success look like in the first 90 days?”
• “Can you tell me about the top performer on the team—what makes them so successful here?”
• “What’s the biggest challenge this team is facing right now?”
• “How is the comp plan structured, and what’s realistic to earn in my rookie year? Year two?”

These questions show you’re already thinking about how to win, not just how to get hired.

DO: Follow Up Within 24 Hours

Yes, the thank you note still matters. Email is fine (handwritten is the cherry on top if you can get it to them by the next day at the latest). Make it personal—reference something specific from your conversation. Keep it brief but thoughtful. A little solution sales echo back recap may be appropriate as well.

THE DON’TS: How to Torpedo Your Chances

DON’T: Wing It

I see this more than you’d think. Candidates who show up unprepared because they’re “good at thinking on their feet.” Look, I appreciate confidence, but hiring managers can spot a lack of preparation instantly. And if you won’t prepare for an interview, why would they trust you to prepare for a client meeting?

DON’T: Trash Your Current Company

I don’t care how toxic your current situation is—and trust me, I’ve heard some horror stories—badmouthing your employer makes you look unprofessional. Period.

Instead, frame it positively: “I’m looking for an opportunity where I can…” rather than “My current company is a disaster because…”

DON’T: Be Vague About Why You’re Looking

“I’m ready for a new challenge” is not an answer. Be specific. Better answers:

• “The market we’re selling into is contracting, and I want to be in a growth environment”
• “I’ve hit the ceiling in terms of territory and advancement opportunities”
• “I’m looking for a true enterprise sale, and my current role is more mid-market”

Vague answers make hiring managers nervous. Specific answers build trust.

DON’T: Lie or Exaggerate Your Numbers

Just don’t. We check references. We verify. And if you get caught in a lie, you’re done—not just with this opportunity, but potentially in the entire market. Your reputation is everything in sales.

DON’T: Forget That You’re Being Interviewed From the First Contact

Every interaction counts. The way you respond to scheduling emails, how you show up on time (or don’t), your demeanor with the recruiter—it all matters. I’ve seen candidates lose opportunities because they were rude to an assistant or showed up 10 minutes late to a Zoom call.

DON’T: Accept an Offer Without Understanding the Full Picture

Get clarity on:

• Ramp period and expectations
• Territory assignment (if applicable)
• Quota and how it’s calculated
• Commission structure and payment timing
• What happens if the company misses their number

Ask the hard questions before you sign, not after.

The One Thing That Separates Great Candidates From Good Ones

You know what I’ve noticed after placing hundreds of elite sales professionals?

The best candidates treat the interview like a sales process.

They research their “prospect” (the company). They identify pain points. They position themselves as the solution. They ask for the business. They follow up professionally.

If you can’t sell yourself in an interview, how are you going to sell their product?

The Bottom Line

The software sales interview landscape is evolving, but one thing remains constant: companies want to hire people who will move the needle. They want revenue generators, not resume regurgitators.

Show up prepared. Be authentic. Quantify everything. Ask smart questions. Follow up.

Do those things, and you’ll separate yourself from 90% of the other candidates.

It’s really that simple. And that hard.

Are you currently interviewing or considering a move? Feel free to upload your resume today, and we will be in touch when something that’s a good fit for you comes in!