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Ask for evidence, score it the same way every time, and decide as a panel.
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Sales interview scorecard template.
A structured plan, sample questions, a shared rating rubric and a scorecard for sales interviews. Give us an email and the scorecard arrives as a PDF.
- Interview template
- 6 competencies
- Scorecard PDF by email
In this template
- Role-specific competencies
- Sample questions
- A shared rating rubric
- A five-step interview plan
- Debrief guidance
Overview
This template helps you run the same interview for every sales candidate. It sets out a suggested interview plan, sample questions, a rating rubric and a scorecard you can adapt to your team.
A structured sales interview helps you identify people who can create opportunities, build relationships and drive revenue, not just sell in an interview.
Role summary
Salespeople open new conversations, understand what the customer actually needs, and carry a deal through to a decision.
Drive new
businessBuild
relationshipsSolve customer
needsDeliver
results
Key competencies
These are the six areas to evaluate for most sales roles. They are the same six the scorecard below scores.
- Communication
- Discovery
- Objection handling
- Commercial judgment
- Influence
- Closing ability
Interview plan
A typical sales interview process runs three to five interviews, depending on the level.
Introduction
and background
30 min
Sales scenarios
and role play
45 min
Customer thinking
and judgment
45 min
Culture fit
and collaboration
30 min
Final debrief
and decision
30 min
Sample questions
Use these as a starting point, and ask every candidate for the same role the same set.
Communication
- How do you explain a complex solution simply?
- Give an example of influencing a stakeholder.
- How do you tailor your message for different audiences?
Discovery
- How do you uncover a customer's real needs?
- What questions do you ask in early conversations?
- Give an example of a need you uncovered that changed the deal.
Objection handling
- Tell me about a time you faced strong objections.
- How do you handle "it is too expensive"?
- Give an example of turning a no into a yes.
Closing ability
- How do you know when a deal is ready to close?
- Tell me about a deal you closed that you are proud of.
- What do you do when a deal stalls?
Rating rubric
Give every rating the same definition so two interviewers mean the same thing by a 4.
This table scrolls sideways on small screens. The first column stays in view.
| Rating | Definition | What it looks like |
|---|---|---|
| 5 | Exceptional | Consistently exceeds expectations. Outstanding sales skills with clear outcomes. |
| 4 | Strong | Above expectations. Strong skills with minor gaps. |
| 3 | Meets | Meets expectations. Solid examples with some depth. |
| 2 | Below | Below expectations. Limited examples or inconsistent performance. |
| 1 | Does not meet | Does not meet expectations. Little to no relevant evidence. |
Scorecard template
One row per competency, a rating and the evidence behind it. The example below shows a completed card.
This table scrolls sideways on small screens. The first column stays in view.
| Competency | Rating (1 to 5) | Evidence (notes) |
|---|---|---|
| Communication | 4 | Clear and concise explanation of solution value. |
| Discovery | 4 | Asked relevant questions, uncovered key needs. |
| Objection handling | 3 | Handled the price objection reasonably well. |
| Commercial judgment | 4 | Strong understanding of customer value. |
| Influence | 3 | Good stakeholder management examples. |
| Closing ability | 4 | Clear process and a strong close example. |
| Overall recommendation | Strong yes | |
Debrief guidance
Compare independent scorecards, talk about the evidence, and decide on the whole picture.
Review scorecards
independently
Discuss key
strengths and concerns
Look for consistent
evidence
Compare against
role requirements
Agree on a
recommendation
Customization tips
- Adjust the questions for the segment you sell into.
- Swap the role play for a discovery call on your own product.
- Include the competencies your team already uses.
- Tailor the rubric wording to your team's standards.
Common mistakes
- Scoring charisma instead of evidence
- Skipping discovery in the role play
- Running each interview to a different rubric
- Letting one strong answer outweigh everything
- Deciding before the debrief
Key takeaways
- Use a structured interview plan
- Evaluate against clear rubrics
- Compare scorecards in a debrief
- Capture evidence, not opinions
Get the template
Give us a work email and the scorecard arrives as a one-page PDF. We email the template and nothing else.
Go to the formFAQs
How many interviews should we run?
Three to five. A background conversation, a scenario or role play and a judgment interview cover the six competencies; more than five tends to repeat what you already know.
Can we use this template for different sales roles?
Yes. The six competencies hold for SDR, account executive and account management roles. What moves is the bar: an SDR is scored on discovery and resilience, an AE on commercial judgment and closing.
Should we include a role play?
Yes, and give every candidate the same brief. A role play only produces comparable evidence if the scenario, the time and the rubric are identical.
How does Panelynx help with sales hiring?
Panelynx runs this template as software: one scorecard per interview, each panelist scores and locks before they see anyone else's, then the panel compares the evidence side by side and records the decision.
Get the sales template
A PDF you can print or fill in on screen. We email it and nothing else.
- 6 role competencies to score
- The 1 to 5 rating scale, with its anchors
- Space to write the evidence you saw
- Debrief steps for the panel
Run this template as software
Plan the interviews, lock each scorecard before the panel compares, and record the decision. All in one place.
Explore PanelynxReady to put this template
to work?
- 60-day founder-led pilot
- No credit card required
- One open role to start