Recruiting: Chief Sales Officer. The art and science of hiring the perfect Sales Manager

Head of Sales (Sales Director) in a SaaS (Software as a Service) world, where technology and business strategies are evolving day by day, his role takes on a new dimension. It is no longer a traditional position focused solely on achieving sales targets. Today's sales chief is a visionary who shapes the future of sales in the organization, innovates and promotes a culture of excellence among his team.

His role is transformational in the sense that he influences not only the sales department, but the entire organization. He works closely with other departments, such as marketing, customer service and the technical department, to ensure consistency in operations and achievement of business goals.

Given my experience as a Head of Sales and Executive Recruiter , this allowed me to understand the importance of finding the right person for the position. Working for many clients, I helped them successfully recruit Sales Directors who not only achieved their sales goals, but on top of that contributed to the overall growth and success of the organization.

In this context, I would like to share my knowledge and experience on what questions are critical during the hiring process for a sales executive. In this guide, I provide not only these critical questions, but also the background and context that will give potential employers a better understanding of what to look for in an ideal candidate.

Recruiting for the position of: Head of Sales is a complex process that requires not only an assessment of the candidate's competence and experience, but also an understanding of the candidate's vision, values and ability to make a difference. I hope this guide will be a valuable resource for anyone looking to hire the best sales chief for their organization.


1. Sales process and strategy

Question: "Describe the sales process you find most effective in the SaaS industry. What are its key steps and how do you adapt it to different customers and market situations?"

Context: The sales process is the core of every sales executive's business. Understanding how a candidate designs, implements and adapts the sales process can provide insight into their strategic and tactical capabilities. Answering this question will help you understand how a candidate approaches the customer lifecycle, from initial contact to closing the deal and follow-up service

2. Estimating the size of the team

Question: "Based on our current trajectory and goals, how big a team do you think we need?"
Context: Beyond the sheer numbers, this question tests the prospective Sales Director's ability to align team size with company goals. It is a reflection of their strategic foresight and ability to balance growth with efficiency.

3. Transaction volume experience

Question: "Please share your experiences with different deal sizes and their implications for salespeople in the sales department?"
Context: Different deal sizes come with unique challenges and opportunities. A candidate's versatility in different deal sizes may indicate their adaptability and ability to adjust sales strategies to different scenarios.


4. Experience in team building

Question: "Please tell us about building sales teams in previous positions."
Context: This question delves into the journey of a leadership candidate. This is an opportunity to understand approaches to talent acquisition, mentoring, team dynamics and conflict resolution.

5. Knowledge of sales tools

Question: "Please discuss the sales tools you advocate and their impact on sales management."
Context : In an era of digital transformation, the use of the right tools can be groundbreaking. This question assesses the candidate's technological sophistication and commitment to continuous improvement.

6. Loyalty test

Question: "Who from your current team would be willing to embark on a new professional journey with you and join our company?"
Context: Loyalty is a two-way street. This question not only assesses a candidate's attractiveness as a leader, but also his or her ability to nurture and retain top salespeople.

7. Sales and customer service cooperation

Question: "How do you envision closing the gap between sales achievement and sustained customer success?"
Context: A forward-thinking sales executive realizes that the sale is only the beginning of the customer journey. Their post-sale engagement strategy can be a testament to their long-term vision.

8 Dealing with competition

Question: "Please tell us about a situation in which a competitor outperformed your company and the lessons you learned from it in your organization."
Context: This question unquestionably tests the candidate's humility, resilience to failure, and focus on learning from their actions. It's not about failure, but about getting back into action quickly.

Recruiting Head of Sales

9. Collaboration with technical and support teams

Question: "How can a smooth collaboration between sales and technical teams be arranged, especially during complex sales cycles?"
Context: In SaaS, the technical aspects of the product are intertwined with sales. A candidate's approach to this collaboration can reveal their holistic view of the sales process.

10. Taking responsibility for revenues

Question: "Given our current metrics and market position, where do you see our revenue going in the next quarter?"
Context: This question is a litmus test of a candidate's analytical skills, market awareness and ambition.

11. Sales and Marketing synergy

Question: "Please describe a successful campaign in which sales and marketing worked together effectively."
Context : This provides insight into the candidate's experience with integrated campaigns and his or her belief in interdepartmental cooperation.


Bonus question: Dealing with SNW (Fear, Uncertainty, Doubt).

Question: "How do you deal with challenges posed by competitors, especially when they resort to spreading fear, uncertainty and doubt (English FUD)?"
Context:: This question delves into a candidate's crisis management skills, ethical stance and strategic prowess.

Deep Dive: Intangibles

While the above questions are key to assessing a candidate's expertise and strategic knowledge, it is equally important to assess intangibles: their passion for the industry, their cultural fit with the company and their vision for the future. These elements, often gleaned from informal conversations and observations, can be the factors that distinguish a good manager from a great one.


In an era where technology has become a driving force, the position of Sales Director in the SaaS industry is becoming increasingly important. Today's digital world, with an emphasis on SaaS in many sectors, requires the right sales leader. It used to be that their main tasks were to achieve sales goals, manage a team and build relationships. Today, they are also visionaries who must look to the future.

In a SaaS environment, it is crucial for the Sales Director to have a thorough knowledge of the technology. He or she must know how the applications, platforms work and be aware of their advantages and disadvantages. In a world that is changing rapidly, flexibility and willingness to learn become key. The hiring process for this position has also changed. Now companies are looking not only for people with sales skills, but also those with vision and adaptability.

In summary, in a world where technology and SaaS are constantly evolving, the role of the Sales Director is evolving. Their position is becoming more complex. To succeed, companies need to select leaders who, in addition to their traditional skills, are ready to lead in an unpredictable future.



Fast Forward Solutions - your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.


About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.