The 5 Interview Angles™ Every SaaS Founder Should Master

Let’s face it: hiring the wrong salesperson can be a costly mistake, especially when you’re scaling a fast-growing company. You’ve probably sat through countless sales interviews, dutifully noting past quotas and impressive-sounding titles. But while those metrics offer a glimpse, they often paint an incomplete picture. Landing a true A+ rep requires digging deeper, moving beyond the surface-level and understanding the very fabric of how they operate, think, and collaborate.

For years, I’ve been refining a framework that helps separate the sales superstars from the rest of the pack. It’s not about ticking boxes on a generic scorecard; it’s about asking the right questions – the ones that peel back the layers and reveal the genuine talent and potential within a candidate.

Here’s how I break down the essential areas you need to explore in your sales interviews:

1. Tactical – How They Do the Job: Uncovering Their Operational Excellence

This is where the rubber meets the road. A salesperson can talk a big game, but their day-to-day execution is what truly drives results. A disorganized rep will inevitably lead to a messy pipeline and missed opportunities.

The Key Question: “Walk me through how you manage your week—from planning to follow-up.”

Why it Matters: For a rep managing a significant number of active leads (think 100+ in many SaaS environments), structure and prioritization are paramount. This question reveals their organizational skills, how they leverage tools (like your CRM), and their approach to consistent follow-up.

Listen For:

• Time Blocking: Do they proactively schedule time for specific activities like prospecting, follow-ups, and administrative tasks?
• CRM Hygiene: How meticulous are they about updating records, logging activities, and ensuring data accuracy?
• Prioritization Strategies: How do they decide which leads to focus on and when? What frameworks do they use (e.g., MEDDIC, BANT)?
• Tool Utilization: Do they simply use the CRM as a database, or do they leverage its features for automation, reminders, and reporting?
• Consistency: Do they describe a repeatable process, or does their week seem ad-hoc?

Weak Answer Example: “Uh, I just kind of keep track of things and follow up when I can.”

Strong Answer Example: “My week starts with reviewing my top priority leads and blocking out specific time slots for follow-up cadences in our CRM. I also dedicate time each day to updating lead statuses and ensuring all interactions are logged. I prioritize based on engagement level and deal stage, using [mention a framework like MEDDIC] to guide my focus.”

Follow-Up Questions: “Can you give me a specific example of how you prioritize your follow-ups when you have competing deadlines?”

2. Reflective – Why They Win: Understanding Their Internal Drivers

Beyond the "how," you need to understand the "why" behind their success. This delves into their mindset, self-awareness, and resilience – qualities that are crucial for navigating the inevitable ups and downs of sales.

The Key Question: “What makes you successful in sales?”

Why it Matters: You’re not looking for generic clichés like "I'm a closer." You want to understand their internal drivers, their understanding of their strengths, and their ability to learn from both wins and losses.

Listen For:

• Mindset: Do they demonstrate a growth mindset? Are they focused on learning and improvement?
• Self-Awareness: Do they understand their strengths and weaknesses? Can they articulate what truly drives their performance?
• Resilience: How do they handle rejection and setbacks? Do they bounce back quickly?
• Ownership: Do they take responsibility for their results, both good and bad?
• Passion (Genuine): Is there an underlying drive and enthusiasm for sales beyond just the paycheck?

Weak Answer Example: “I’m just really good at talking to people and closing deals.”

Strong Answer Example: “I believe my success comes from a combination of actively listening to understand the prospect’s needs and a relentless focus on finding solutions that truly benefit them. I also see every ‘no’ as a learning opportunity to refine my approach.”

Follow-Up Questions: “Can you share a time you faced significant rejection and how you overcame it?”

3. Situational – How They Solve Problems: Assessing Their Adaptability and Critical Thinking

Sales is rarely a straight line. The ability to think on their feet, overcome obstacles, and find creative solutions is a hallmark of top performers.

The Key Question: “A prospect ghosts you after a great demo. What do you do next?”

Why it Matters: This question reveals their problem-solving skills, their persistence, and their strategic thinking beyond the standard sales process.

Listen For:

• Proactiveness: Do they give up easily, or do they have a plan for re-engagement?
• Strategic Thinking: Is their follow-up a generic “checking in,” or is it thoughtful and tailored?
• Resourcefulness: Do they consider different channels or approaches?
• Learning Orientation: Do they reflect on why the prospect might have ghosted?
• Understanding of the Buyer’s Journey: Do they consider the prospect’s perspective and potential roadblocks?

Weak Answer Example: “I’d probably send a follow-up email.”

Strong Answer Example: “First, I’d review my notes from the demo to see if I missed any potential objections or areas of uncertainty. Then, I’d likely try a different communication channel, perhaps a personalized LinkedIn message. My goal would be to re-engage by offering additional value or addressing potential unspoken concerns, rather than just chasing them.”

Follow-Up Questions: “What’s the longest you’ve persisted with a prospect who went silent, and what ultimately led to the outcome?”

4. Comparative – How They’ve Grown: Evaluating Their Trajectory

The best salespeople are constantly evolving and refining their craft. You want to hire someone who is committed to continuous improvement, not someone who is stuck in their old ways.

The Key Question: “How do you sell differently now vs. a year ago?”

Why it Matters: This reveals their capacity for self-assessment, their willingness to learn and adapt, and their commitment to staying ahead in a constantly changing sales landscape.

Listen For:

• Specific Changes: Can they point to concrete changes in their approach, techniques, or tools?
• Learning Sources: What books, podcasts, mentors, or training have influenced their growth?
• Adaptability: How have they adjusted to new market trends or changes in buyer behavior?
• Self-Awareness of Growth Areas: Do they understand their areas for improvement and actively work on them?
• Humility: Are they open to learning and acknowledging that they don’t have all the answers?

Weak Answer Example: “I’m pretty much doing the same things that have always worked for me.”

Strong Answer Example: “Over the past year, I’ve focused on improving my active listening skills based on insights from [mention a resource]. I’ve also incorporated more value-based selling techniques into my demos, shifting away from just feature-focused presentations.”

Follow-Up Questions: “What’s one skill you’re actively working to develop right now and why?”

5. Collaborative – If They Elevate the Team: Assessing Their Contribution to the Bigger Picture

Especially in early-stage companies, you’re building a team, not just hiring individual contributors. A true A+ rep understands the importance of collaboration and contributing to the overall success of the sales organization.

The Key Question: “Give me an example of how you made someone else better.”

Why it Matters: This reveals their teamwork skills, their willingness to mentor or support colleagues, and their understanding of the collective goal. It helps identify potential future leaders.

Listen For:

• Specific Actions: What concrete steps did they take to help someone else?
• Impact on Others: What was the result of their efforts? Did they help a teammate close a deal, improve a skill, or navigate a challenge?
• Empathy and Supportiveness: Do they demonstrate a genuine interest in the success of their colleagues?
• Communication Skills: How clearly and effectively do they describe their collaborative efforts?
• Humility: Do they focus on the other person’s growth rather than their own heroic actions?

Weak Answer Example: “I always share my closing techniques with the team.” (Vague and potentially self-serving).

Strong Answer Example: “When a new junior rep was struggling with objection handling, I took the time to role-play common objections with them and shared specific strategies that have worked for me. They ended up closing their first significant deal the following week.”

Follow-Up Questions: “How do you handle disagreements or different approaches within a sales team?”

Moving Fast and Hiring Right: Your Scaling Imperative

Scaling a SaaS company demands speed, but never at the expense of quality hires. By moving beyond surface-level questions and implementing this 5-part framework, you can gain a much deeper understanding of a candidate’s tactical abilities, internal drivers, problem-solving skills, and growth.

By Travis Janko, CEO of GSD Coach & Recruiting, helping SaaS founders build the top 5% of talent, FAST!