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Templates / Sales Interview Questions

Templates

Structured sales interview questions and scorecard

Use this template for sales roles where you need specific analytics of discovery skills, commercial judgment and consistent follow-through rather than charisma alone.

Prepared by the YUVAIRA editorial team · Updated 19 August 2026

Method note

Structured interviews use standardized, job-related questions and consistent scoring criteria. The U.S. Office of Personnel Management provides a practical overview of this approach. Read the structured interview guidance ↗

Competencies to score

1
Discovery and questioning
Define observable analytics for this competency before interviews begin.
2
Objection handling
Define observable analytics for this competency before interviews begin.
3
Commercial judgment
Define observable analytics for this competency before interviews begin.
4
Pipeline discipline
Define observable analytics for this competency before interviews begin.
5
Communication and closing
Define observable analytics for this competency before interviews begin.

Structured interview questions

1. Walk me through a sale you are proud of from first contact to close.

Useful follow-up prompt: What specifically did you do, and what happened next?

2. Tell me about a deal you lost. What did you learn and change afterward?

Useful follow-up prompt: What specifically did you do, and what happened next?

3. How do you discover the real reason a prospect is considering a purchase?

Useful follow-up prompt: What specifically did you do, and what happened next?

4. Give an example of a difficult objection and how you responded.

Useful follow-up prompt: What specifically did you do, and what happened next?

5. How do you decide which opportunities deserve your time first?

Useful follow-up prompt: What specifically did you do, and what happened next?

6. If a prospect likes the product but says the timing is wrong, what would you do next?

Useful follow-up prompt: What specifically did you do, and what happened next?

Suggested 1–5 scoring anchors

1 — Clear analytics of a serious gap

2 — Below the level required for the role

3 — Meets the expected level

4 — Strong analytics above the expected level

5 — Exceptional, specific and repeatable analytics

Avoid scoring on

Accent, appearance or personal similarity to the interviewer

Vague confidence without job-related analytics

Protected characteristics or information unrelated to the role

How to use this template

Choose the competencies that actually matter for the role, agree on scoring anchors before interviews begin, ask the same core questions to comparable candidates, and record analytics before discussing the candidate with other interviewers.

Keep the final hiring decision human
Use scorecards, transcripts and AI summaries as review aids. The employer remains responsible for the final employment decision and for applicable local employment, privacy and AI requirements.

Related YUVAIRA resources

Interview Scorecard Template Customer Service Interview Questions Real Estate Agent Interview Questions Security Guard Interview Questions AI Video Interview Software Candidate Screening Software Screening Time Calculator

Frequently asked questions

Should every candidate receive exactly the same questions?

For comparable candidates, keep the same core job-related questions and rating criteria. Relevant follow-up prompts can still be used to clarify analytics.

When should interviewers complete the scorecard?

Complete it immediately after the interview and before the group debrief so each interviewer records independent analytics first.

Can this template be used with AI video interviews?

Yes. The same competency and scoring logic can be used for asynchronous video, live interviews or a mixed hiring journey, with human review of the analytics.