The same questions for every candidate, four criteria, and a five-level assessment instead of a score. It's the basis of hiring that is comparable and defensible.
Role family
Nothing is saved or sent: the grid lives in your browser.
Role · B2B sales
Candidate · ____________
Date · ____ / ____ / ______
Skills
What the person can do, with evidence
Walk me through a complex deal you closed, from first contact to signature. Who was involved on the client side and how did you move each of them forward?
A prospect tells you your offer costs 20% more than a competitor's. How do you handle the rest of the conversation?
How do you prepare a first meeting with an account you don't know yet? Use a recent example.
Listen for · An explicit qualification method, a clear map of decision-makers, and numbers offered without being asked.
Assessment
Very unfavourableVery favourable
Notes
Experience
What they have done in a similar context
In your last role, what was your annual quota, your attainment and your average deal size?
Tell me about a deal you thought you had won and then lost. What happened, and what did you change afterwards?
What kind of sales cycle have you worked most (length, number of stakeholders, deal size), and how does it compare to ours?
Listen for · Verifiable, quantified results, an honest read of past losses and experience close to our sales cycle.
Assessment
Very unfavourableVery favourable
Notes
Motivation
Why this role, why now
What makes you want to sell our offer rather than someone else's?
In your past commission plans, which part motivated you most and which one felt badly designed?
Describe a period when you were well behind target halfway through. How did you keep your pace up?
Listen for · Knowledge of our market, a healthy relationship with variable pay and persistence backed by a method.
Assessment
Very unfavourableVery favourable
Notes
Logistics
Availability, mobility, conditions
The role involves regular client visits. What travel frequency feels sustainable to you over time?
When could you start, given your notice period?
What are your expectations for base salary and variable pay?
Listen for · Clear answers on start date, travel and pay, without probing the private reasons behind a constraint.
Assessment
Very unfavourableVery favourable
Notes
Under article L1221-6 of the French Labour Code, any question put to a candidate may only serve to assess their ability to do the job or their professional skills, and must have a direct and necessary link with the role. Article L1132-1 forbids rejecting a candidate on grounds such as origin, sex, age, family situation, pregnancy, health or disability, political opinions, union activity, religious beliefs, physical appearance, surname or place of residence, so none of these topics should come up in the interview, not even as small talk.
Why structure the interview
Asking every candidate the same questions makes answers comparable, limits bias and lets you explain a decision if a candidate asks.
In Hirify, the interview framework is generated from the job description and shared with the team. After the interview, the candidate profile fills itself in and goes to your ATS after review.
