"Walk me through your best cold call. What made it work?"
Scoring Rubric
1
No real example, vague answer
2
Basic story, unclear what they did
3
Solid story with a clear structure
4
Specific hook, objection, booked outcome
5
Teaches you something, unprompted self-analysis
✅ Green FlagsMentions a specific personalized opener; explains WHY they adapted mid-call; references the outcome (meeting booked); shows self-awareness about what made it work.
🚩 Red FlagsCan't recall a specific call; says "I just followed the script"; focuses on luck rather than skill; no outcome mentioned.
"Pitch me your last product as if I'm a cold prospect. I'll give you 60 seconds starting now."
Scoring Rubric
1
Reads features, monotone, no hook
2
Basic value prop, no personalization
3
Clear opener, benefit-focused, asks for time
4
Strong hook, handles interruption, direct ask
5
Compelling, confident, natural, closes for meeting
✅ Green FlagsLeads with a pain/outcome (not product features); confident and conversational tone; handles your "I'm busy" objection; asks for a specific next step.
🚩 Red FlagsStarts with "Hi my name is… our company does…"; reads robotically; can't handle one objection; ends with "does that make sense?" rather than booking.
"Tell me about a time you had to adapt your communication style mid-conversation. What triggered the change and what did you do?"
Scoring Rubric
1
No example or one-word answer
2
Vague story, unclear change made
3
Clear story with an identifiable pivot
4
Reads cues quickly, explains both styles
5
Pattern-matches, proactive, reflects on result
✅ Green FlagsIdentifies specific verbal/tone cues that triggered the change; describes WHY they switched; shows empathy; mentions the outcome.
🚩 Red FlagsSays "I always adapt" without an example; confuses mirroring with agreeing; can only describe one communication mode.
"A VP replies to your email with 'Not interested.' How do you respond?"
Scoring Rubric
1
Gives up immediately, no response
2
Sends another pitch email
3
Polite reply, asks for reason
4
Quick value re-framing + specific ask
5
Empathetic, curious, uncovers a use case, re-books
✅ Green FlagsDoesn't re-pitch; instead asks a diagnostic question ("Is it timing, or is [problem] not a priority right now?"); offers an easy next step; keeps door open.
🚩 Red FlagsSends the same pitch again; immediately moves on; uses passive-aggressive language; says "no worries" and closes the thread.
"Write a cold outreach email to a VP of Sales at a 50-person SaaS company. You have 5 minutes."
Scoring Rubric
1
Wall of text, no personalization
2
Short but generic, weak CTA
3
Clear, concise, relevant CTA
4
Personalized opener, pain-led, single CTA
5
Hyper-specific, provocative first line, effortless reply CTA
✅ Green FlagsSubject line under 8 words; first line mentions something specific about the prospect; body under 75 words; CTA is a yes/no question or calendar link.
🚩 Red Flags"I hope this email finds you well"; lists 4+ features; ends with "Would you be available for a 30-minute call sometime next week to learn more?"
"Walk me through your daily outbound process — dials, emails, LinkedIn touches — with specific numbers."
Scoring Rubric
1
No numbers, vague description
2
Some numbers, inconsistent routine
3
Clear process, reasonable volume
4
High volume, multi-channel, time-blocked
5
Precise, optimized, owns their own data
✅ Green Flags50–80+ dials/day; 30–50 personalized emails; multi-channel cadence (call + email + LinkedIn); has a time-blocked schedule they designed themselves.
🚩 Red FlagsCan't give numbers; volume under 20 dials/day; "it depends on the day"; no structure to their day; relies entirely on automated sequences.
"What was your meeting-booked rate on cold calls in your last role? What did you do to improve it?"
Scoring Rubric
1
Doesn't know their conversion rate
2
Knows rate, no improvement effort
3
Knows rate, describes 1 improvement
4
Rate ≥5%, describes iteration cycle
5
Data-driven, A/B tested, rate ≥8%, shows growth
✅ Green FlagsKnows their numbers cold; can explain what changed (opener, time of day, target persona); meeting rate improved over time (even if starting low).
🚩 Red Flags"I don't know my exact rate"; blames low rate on the product or territory; no evidence of iterating; treats metrics as manager's job.
"What outbound sales tools have you used day-to-day? Walk me through your full tech stack."
Scoring Rubric
1
Only knows 1 tool, surface-level
2
2–3 tools, basic usage only
3
Full stack, explains each tool's role
4
Power user of 2+ tools, knows limits
5
Built sequences/templates, trained others, has opinions
✅ Green FlagsNames CRM (Salesforce, HubSpot), sequencer (Outreach, Salesloft, Apollo), dialer (Orum, Aircall), enrichment (ZoomInfo, Clay). Explains HOW they use each, not just that they've "used" it.
🚩 Red FlagsOnly mentions email; can't explain CRM usage; says "we had a tool but I mostly just used the list"; doesn't know what a sequencer is.
"Tell me about a quarter where you missed quota. What happened and what did you change?"
Scoring Rubric
1
Claims they never missed
2
Admits miss, blames externally
3
Honest about miss, some reflection
4
Clear root cause, specific actions taken
5
Owned it fully, bounced back with evidence
✅ Green FlagsOwns the miss without excuses; identifies a specific cause (activity drop, wrong ICP, bad messaging); describes what changed; shows performance improvement next quarter.
🚩 Red Flags"I've always hit quota"; blames territory, product, or manager entirely; can't articulate any learning; or dismisses the question.
"You've called a prospect 6 times with no answer. Your sequence ends tomorrow. What do you do?"
Scoring Rubric
2
Sends one more email, then gives up
3
Multi-channel breakup, re-adds later
4
Creative channel switch + snooze cycle
5
Tries an alternative route (referral, different contact), then recycles
✅ Green FlagsDoesn't give up after 6 touches — changes channel (LinkedIn DM, direct mail, mutual connection); sends a personalized "break-up" email; adds to a 90-day snooze cycle.
🚩 Red Flags"I'd mark it closed-lost" after 6 attempts; has no recycling system; says "if they wanted to talk to me they'd have responded."
"Tell me about a time your manager gave you feedback you disagreed with. How did you handle it?"
Scoring Rubric
1
Dismisses, argues, or gets defensive
2
Accepted it, didn't apply it
3
Heard it, tried it, formed a view
4
Applied it, tested it, had a considered response
5
Embraced it, it changed behavior, offers context
✅ Green FlagsActually tried the feedback before judging it; can describe a specific behavior change; didn't push back in the moment; maintained the relationship.
🚩 Red Flags"I pushed back because they were wrong"; "I just did what I was told" (suggests passive compliance, not active learning); can't name a specific example.
"It's your second week. Your manager listens to a call and says your opener is too long. You think it's working. What do you do?"
Scoring Rubric
1
Defends their opener, ignores feedback
2
Changes it without thinking, no curiosity
3
Tries the new approach for a week
4
Tests both, tracks results, brings data back
5
A/B tests, shares findings with manager, iterates together
✅ Green FlagsTries the shorter opener without debate; tracks results over a meaningful sample; comes back with data rather than opinion; frames it as a collaboration.
🚩 Red Flags"I'd tell them why my way is better"; "I'd just do what they said" without any curiosity about why; refuses to test without data.
"What's the most significant improvement you've made to your process in the last 6 months? What triggered it?"
Scoring Rubric
1
Can't name an improvement
2
Minor tweak, unclear trigger
3
Clear change, tied to feedback or data
4
Substantial change, measurable impact
5
Systematic change with before/after metrics
✅ Green FlagsPoints to a specific change (not vague "got better"); describes the trigger (data, feedback, call review, peer observation); mentions measured impact.
🚩 Red FlagsSays "I've always been consistent"; can't tie any change to a specific trigger; only mentions style preferences, not performance-oriented changes.
"Describe the most useful piece of sales training or resource you've consumed in the last year."
Scoring Rubric
2
Names something, no impact described
3
Names it and one thing they applied
4
Specific concept → specific behavior change
5
Teaches you something, self-directed learner
✅ Green FlagsMentions books, podcasts, courses, or coaches by name; can explain the core concept; links it to a specific behavior change in their outreach or conversations.
🚩 Red Flags"I don't really read sales books"; names a resource but can't explain one thing they took from it; relies entirely on employer-provided training.
"A top-performing peer handles objections differently from you — and they're getting better results. What do you do?"
Scoring Rubric
1
Defends their approach, dismisses
2
Watches without changing
3
Asks to shadow, considers adopting
4
Actively learns it, tests it
5
Studies it, adapts it to their style, shares back
✅ Green FlagsProactively asks to shadow or co-listen; curious about the WHY behind their peer's approach; willing to change their own style if data supports it.
🚩 Red Flags"Everyone has their own style"; dismisses better results as luck; says "I'll stick with what works for me" even without evidence it's better.
"What were your quota attainment numbers by quarter in your last role? Walk me through each one."
Scoring Rubric
2
Vague ("usually hit it")
3
Gives numbers, flat trajectory
4
Clear numbers with upward trend
5
Precise data, explains each trend, proud of growth story
✅ Green FlagsKnows exact numbers (e.g., "Q1: 72%, Q2: 89%, Q3: 104%, Q4: 118%"); explains dips without excuses; trajectory is clearly upward; treats quota as a meaningful target.
🚩 Red Flags"I hit it most of the time"; doesn't know percentages; attainment is flat or declining; blames every miss on external factors.
"Where do you want to be in 2 years? Why sales development first?"
Scoring Rubric
1
No real answer or "I don't know"
2
Generic ("I want to be in sales")
3
AE goal, basic reasoning
4
Specific goal, why SDR builds foundation
5
Articulate path, SDR as a deliberate skill-build
✅ Green FlagsTreats the SDR role as a deliberate foundation (learning ICP, pipeline mechanics, objection handling); has a specific next role in mind; ties ambition to company growth opportunity.
🚩 Red Flags"I just want to earn good money"; "I want to be out of SDR as fast as possible"; no connection between this role and a bigger goal.
"Tell me about a time you set a personal performance goal and the actions you took to hit it."
Scoring Rubric
1
Can't name a self-directed goal
2
Goal set, few or no actions
3
Goal + specific actions taken
4
Goal + system + measurable result
5
High-agency: built the system, tracked it, hit it, iterated
✅ Green FlagsSelf-initiated goal (not manager-assigned); built a tracking system; changed their approach based on results; outcome was measurable.
🚩 Red FlagsOnly cites manager-assigned goals; can't describe a personal initiative; no tracking system; outcome was vague or unmeasured.
"What's something you worked hard to get good at outside of your job? How did you approach it?"
Scoring Rubric
2
Names something, no process described
3
Clear example with deliberate practice
4
High effort, structured approach, evidence of mastery
5
Teaches you something about their learning style
✅ Green FlagsShows a pattern of deliberate practice outside work (music, athletics, language, a craft); describes a structured approach; reached a level of tangible competence.
🚩 Red FlagsCan't name anything; describes something passive ("I watch a lot of YouTube"); no evidence of structured improvement.
"You've been in the SDR role for 9 months. You're hitting quota but not crushing it. What do you do to break through?"
Scoring Rubric
1
No answer or waits for manager
2
Works harder, no specificity
3
Diagnoses a specific bottleneck
4
Diagnoses + targets the weakest lever
5
Systems thinker — breaks down the full funnel, finds the constraint, A/B tests a fix
✅ Green FlagsDiagnoses which part of the funnel is underperforming (connect rate? show rate? ICP targeting?); targets one variable at a time; seeks coaching on specific weaknesses.
🚩 Red Flags"I'd just make more calls"; has no diagnostic process; waits for manager to identify the issue; treats improvement as effort, not optimization.
"What do you know about our industry and the problems our buyers typically face?"
Scoring Rubric
2
Surface-level (visited homepage)
3
Knows the industry, names real pain points
4
Buyer-centric, specific to your ICP
5
Deep insight — names trends, challenges, competitive context
✅ Green FlagsResearched your customers (not just your company); names specific pain points your buyers face; shows curiosity about the space; references industry news or trends.
🚩 Red Flags"I looked at your website" and nothing more; describes your company's features rather than buyer problems; has no opinion about the space.
"Tell me about a time you had to get up to speed quickly on a new industry, product, or buyer. How did you do it?"
Scoring Rubric
2
Read some materials, vague
3
Structured approach, specific actions
4
Fast ramp, applied learning quickly
5
Built their own system (customer interviews, shadowing, resources) — had impact in weeks
✅ Green FlagsDescribes a structured learning plan (call recordings, customer interviews, product deep-dives); shows initiative beyond assigned onboarding; measurable ramp improvement.
🚩 Red FlagsRelied entirely on formal onboarding; no self-directed learning; took 3+ months to feel confident; can't describe any specific actions they took.
"One of your prospects says 'We just signed a 2-year contract with [competitor].' What do you say?"
Scoring Rubric
2
Awkward response, drops the thread
3
Graceful, plants a seed for renewal
4
Curious, digs in, offers value anyway
5
Congratulates them, uncovers contract details, sets a 18-month follow-up trigger
✅ Green FlagsDoesn't panic; acknowledges the situation; asks about renewal timeline or satisfaction with current solution; offers to be a resource at renewal; adds them to a long-cycle nurture.
🚩 Red Flags"Okay, I'll take you off my list"; immediately bashes the competitor; has no long-play strategy; treats a locked prospect as a dead lead.
"Who are our main competitors? How would you position us against them in a cold call?"
Scoring Rubric
1
Doesn't know any competitors
2
Names 1–2, can't position
3
Names 2–3, basic differentiation
4
Knows the landscape, nuanced positioning
5
Articulate, buyer-centric, explains win/loss patterns
✅ Green FlagsDid real competitive research (G2, Capterra, LinkedIn); frames differentiation around buyer outcomes, not features; knows when NOT to bring up competitors on cold calls.
🚩 Red Flags"I haven't had a chance to research that yet"; bashes competitors immediately; can't frame a differentiated value prop; confuses features with positioning.
"It's your third day on the job. How do you spend your first week to ramp as fast as possible?"
Scoring Rubric
1
Wait to be assigned tasks
3
Clear 30-day plan, multiple inputs
4
Customer interviews, call analysis, first outreach attempt by day 5
5
Systematic ramp: customer calls, win/loss review, ICP doc, mock outreach before day 7
✅ Green FlagsPrioritizes talking to customers first (not just product training); reviews recorded calls and win/loss data; builds a personal ICP cheat sheet; starts practice outreach by end of week 1.
🚩 Red FlagsPassive ramp mindset; waits for manager to assign tasks; doesn't mention talking to customers; focuses only on product knowledge without prospect-facing context.