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Picking the right sales manager is like finding the perfect coach—they’re the ones who rally the team, bring out everyone’s strengths, and keep things moving in the right direction. Sales managers do a lot more than set targets. They lead, motivate, and create a team culture where people feel excited to do their best work. And it pays off: Gallup found that a good sales manager can boost team engagement by up to 20%, which drives productivity and performance.
A great sales manager isn’t just about chasing numbers. They’re the person who sets the tone, builds trust, and keeps the team fired up. LinkedIn research shows that 76% of employees say strong leadership makes a huge difference in how happy they are at work—which means that getting the right manager on board is key to keeping morale high and talent sticking around.
In this article, we’re diving into interview questions that help you get to know a candidate’s leadership style and impact on a team. Whether you’re looking for a manager who can hit the ground running or build a lasting team culture, these questions will guide you in finding a sales manager who’s ready to take your team to new heights.
Aim: Gauge the candidate’s experience level and ability to articulate accomplishments.
Key skills assessed: Leadership, communication, and problem-solving.
What to look for: Look for practical examples where they implemented successful sales strategies, led the team to achievements, or handled challenging situations.
Example Answer: “In my last role, I managed a team of 15 sales reps, and we managed to grow sales by 25% in under a year. I introduced a new pipeline system that helped us focus on high-potential leads, and I ran monthly skill workshops to boost everyone’s confidence in customer handling. I believe when you empower your team, they perform at their best—and it showed in our results.”
Aim: Understand how the candidate keeps their team engaged and driven to achieve sales goals.
Key skills assessed: Leadership, motivational skills, and team-building.
What to look for: Listen for specific motivational strategies, like setting clear goals, using incentives, celebrating wins, or creating a supportive team environment.
Example Answer: “I like to keep motivation high by setting clear, realistic goals and aligning them with team rewards. We celebrate even the small wins to keep morale up and hold weekly catch-ups where everyone can share ideas and wins. I also involve the team in setting our targets so they feel more invested in reaching them together.”
Aim: See how the candidate approaches performance issues and provides feedback to help team members improve.
Key skills assessed: Coaching and mentoring, conflict resolution, and performance management.
What to look for: Look for a structured approach, including identifying areas for improvement, offering targeted coaching, and setting clear expectations.
Example Answer: “If a team member is struggling, I like to start with a one-on-one chat to understand what’s going on. Sometimes it’s skill-related; sometimes it’s personal. I then work with them on an improvement plan, with clear milestones and regular check-ins. I’ve found that a mix of support and accountability usually gets them back on track, and HR is always on board to guide us as needed.”
Aim: Understand the candidate’s approach to setting goals, analyzing the market, and creating effective strategies.
Key skills assessed: Strategic thinking, market analysis, and goal-setting.
What to look for: A structured approach that includes market research, competitor analysis, clear goals, and alignment with business objectives.
Example Answer: “I start with a deep dive into market trends to identify opportunities and challenges. For example, in a previous role, I noticed a rising interest in eco-friendly products, so we adjusted our strategy to highlight our sustainable options. I also believe in setting clear goals that everyone understands and reviewing them frequently to stay on track.”
Aim: Assess the candidate’s ability to handle objections smoothly, negotiate effectively, and close deals.
Key skills assessed: Persuasion, negotiation, and objection handling.
What to look for: Look for skills in communication, empathy, and a win-win mindset that prioritizes customer satisfaction.
Example Answer: “When objections come up, I see it as a chance to understand the customer’s needs more deeply. I listen, address their concerns directly, and highlight the unique benefits of our product. During negotiations, I aim for win-win outcomes that satisfy both sides. This approach has helped me close deals and build lasting customer relationships.”
Aim: Evaluate how the candidate builds and maintains positive customer relationships.
Key skills assessed: Relationship building, customer service, and communication.
What to look for: Strategies for nurturing relationships, like regular communication, proactive service, and responsiveness to feedback.
Example Answer: “I believe in staying connected with customers even when there’s no immediate need. I make it a point to check in, ask about their needs, and offer value wherever possible. In my last role, I created a quarterly check-in for key clients, where we shared product updates relevant to their goals. It’s the little things like this that build trust and loyalty.”
Aim: See if the candidate is committed to continuous learning and staying informed on industry changes.
Key skills assessed: Industry knowledge, adaptability, and continuous learning.
What to look for: Examples of how they keep up with trends, like attending events, joining networks, and reading relevant publications.
Example Answer: “I’m proactive about staying in the loop. I attend key industry events, participate in webinars, and subscribe to trade publications. I also follow leaders in the field on LinkedIn to get quick updates on trends. Keeping up with what’s new helps me keep our team’s strategies fresh and responsive to market changes.”
Aim: Assess the candidate’s ability to work under pressure and prioritize effectively.
Key skills assessed: Time management, prioritization, and stress management.
What to look for: Examples of time management techniques, delegation, and staying calm under pressure.
Example Answer: “When deadlines are tight, I prioritize tasks based on impact and urgency. I use tools like task lists to stay organized and break projects into manageable parts. I also delegate where it makes sense, which frees me up to focus on the critical pieces. Staying calm and keeping communication open with my team ensures we meet deadlines without feeling overwhelmed.”
Aim: Evaluate the candidate’s ability to resolve conflicts and promote a positive team dynamic.
Key skills assessed: Conflict resolution, emotional intelligence, and communication.
What to look for: Look for examples where the candidate resolved conflicts within the team, using active listening, empathy, and open communication.
Example Answer: “When conflicts come up in the team, I take time to listen to each side individually first. This helps me understand the situation without anyone feeling judged. Then, I bring the team members together and create a space for open, respectful conversation, encouraging each person to share their thoughts. By finding common ground and promoting empathy, we’ve been able to clear misunderstandings and get back to working as a team.”
Aim: Assess the candidate’s ability to track and measure sales team performance.
Key skills assessed: Performance management, data analysis, and goal tracking.
What to look for: Examples of setting clear targets, tracking progress, and providing actionable feedback based on data.
Example Answer: “I believe in setting clear, measurable targets from the start. I use tools like dashboards and reports to track our progress weekly. By regularly reviewing performance data, I can pinpoint areas where the team might need extra support or training. I also make it a point to provide constructive feedback, helping each team member grow while staying aligned with our overall sales goals.”
Aim: Assess the candidate’s resilience and ability to learn from setbacks.
Key skills assessed: Resilience, learning mindset, and emotional intelligence.
What to look for: Look for examples of how the candidate has handled rejection, their ability to learn from mistakes, and how they maintain a positive attitude.
Example Answer: “In sales, rejection is part of the journey. I see every ‘no’ as a chance to learn. If a deal falls through, I reflect on what happened, noting any areas where I could improve. I focus on what I can control, stay positive, and use setbacks as fuel to keep pushing forward. This approach has helped me grow stronger and develop a mindset focused on continuous improvement.”
Aim: Evaluate the candidate’s ability to leverage technology to optimize sales processes.
Key skills assessed: Technological aptitude, adaptability, and process optimization.
What to look for: Examples of using technology to improve sales performance, such as CRM systems, automation tools, or analytics.
Example Answer: “I see technology as a powerful tool for optimizing sales processes. I rely on CRM systems to keep track of leads and manage follow-ups more effectively. I also use automation tools to handle repetitive tasks, freeing up more time for meaningful client interactions. Analytics play a huge role too—I track customer behaviors and preferences to tailor our sales approach. Social media platforms have also been great for expanding our reach and connecting with potential customers.”
Aim: Gauge the candidate’s understanding of sales policies and their approach to maintaining compliance.
Key skills assessed: Knowledge of sales policies and regulations, attention to detail, and risk management.
What to look for: Examples of enforcing compliance through training, regular audits, and proactive risk management.
Example Answer: “Staying compliant with sales policies and regulations is non-negotiable for me. In my last role, I set up regular training sessions to ensure the team understood both legal and ethical standards. We also conducted quarterly audits to catch any potential issues early. Additionally, I established a few risk management protocols, like checklists and approval workflows, to keep things in line. This way, compliance was baked into our day-to-day operations, not just something we looked at once in a while.”
Aim: Assess the candidate’s ability to handle pressure and achieve ambitious sales goals.
Key skills assessed: Goal orientation, problem-solving, and perseverance.
What to look for: Examples of breaking down targets, developing strategies, and staying persistent in tough situations.
Example Answer: “When I’m up against a tough sales target, I like to break it down into smaller goals and identify the quickest wins. I also analyze market trends and competition to spot any new opportunities. If needed, I adjust our strategy or find creative ways to engage prospects. Staying adaptable and positive helps me tackle obstacles head-on, and I motivate my team to keep pushing forward until we reach our target.”
Aim: Understand the candidate’s commitment to continuous learning and professional development.
Key skills assessed: Continuous learning, adaptability, and sales expertise.
What to look for: Examples of attending workshops, engaging with industry experts, and applying new techniques in their work.
Example Answer: “I’m proactive about staying on top of the latest sales trends. I attend industry events, take part in workshops, and follow leaders in the field on LinkedIn. I also make it a point to experiment with new techniques that could benefit my team, like testing new CRM features or digital sales strategies. Keeping up with the latest trends not only helps me grow but also gives our team an edge in a competitive market.”
Glints TalentHub is our complete talent solution that covers all aspects of talent acquisition, management, and development. Our team can help you access the extensive talent pool across Southeast Asia and build great teams quickly and affordably. Simply schedule a call with us and our dedicated experts will be thrilled to guide you in your journey towards building a borderless team.
This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.
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