Sometimes it's hard to figure out if a sales candidate is actually qualified and not just skilled at interviewing. Here are questions and tactics you can use to discover if the candidate actually has what it takes to excel in sales.

You finally found the perfect candidate (or so it seemed). They flew through the interview process, had perfect answers for every question, and charmed their way into the sales position at your business.

A high performing sales team is invaluable to a growing startup. Winning the most promising candidates is a cutthroat battle.

Every hiring begins with a killer job description. Think about it: Before you can interview someone, you need to lure them in with a thoughtful and engaging job description, one that sparks their interest and earns you a second glance. But here’s the thing about job descriptions:

Startup recruiting is hard. The challenge is twofold: finding incredible talent and then making them want to join your team.

So you’re looking to build out your inside sales team and you’ve lined up a full day of interviews with potential new hires.

How do you find a great sales leader? In most organizations, it goes something like this: A rep hustles, grinds, and outperforms. Leadership takes notice, and thinks, “how can we spread their magic to the rest of the team?” So they make them a sales manager.

I often talk about sales hiring with B2B startup founders who are beginning to see success. They've developed their product to a point where the few customers they have keep using it regularly. Their retention rates are okay and they have early signs of revenue growth.