How I Stand Out in Sales Interviews (Every Time)
Hundreds (maybe thousands) of applicants are fighting for the same roles right now. And the days of showing up with a smile, a little charisma, a pulse and expecting an offer?
Well those days are gone... At least for now.
Interviewing in tech sales right now is a complete knock-down, drag out street fight.
You'll have to get pretty scrappy to win.
And today’s rev leaders don’t just want your stories. They want receipts. They want to see your process. Your thinking. Your resourcefulness. They want proof that hiring you won't cost them their job.
So here’s how I coach candidates (and what I do myself) to actually stand out in an interview cycle and get the offer letter:
1. Build a “Highlight Reel” that proves you’ve done the job Not just bullet points on your resume. Create a running doc, slide deck, or folder (I use a private G Drive) that includes:
✔ Screenshots of wins (Slack deal announcements, dashboards, awards)
✔ Deal summaries
✔ Revenue closed, attainment achieved
✔ Creative assets you built or collaborated on
Bonus if you’ve got visuals. A picture of your “Rep of the Quarter” trophy hits different than just saying you won it.
*Be careful not to share confidential info, but do capture real examples. Something you can actually show in an interview or drop in a follow-up note.
2. Draft a 90-Day Plan I know some folks are against this, but I’m a big believer. As long as you don’t do too much for free. High-level stuff only. Use it to demonstrate how you:
✔ Ramp into a new territory
✔ Prioritize accounts
✔ Plan outreach
✔ Manage a deal cycle
✔ Align with cross-functional teams
A simple 7-10 slide deck will do. I’ve helped tons of reps build this and it changes the entire dynamic. Suddenly, the interview becomes a working session, not an interrogation.
3. Ask better questions than everyone else. This one’s big. Here are a few of my go-to’s:
👉 “Looking back one year from now, how will I know I’ve been successful in this role, beyond just hitting quota?”
👉 “Who is the top performer and what makes them successful?”
👉 “In my first week, who outside of the sales org should I connect with?”
These questions show you’re thinking long-term, strategically, and cross-functionally. They scream executive presence, even if you’re interviewing for an AE or SDR role.
4. Add value between interview rounds Treat the process like an enterprise deal cycle. In between rounds, send helpful, relevant content to the hiring manager:
✔ Industry insights
✔ Competitor updates
✔ Potential target account news
This keeps you top of mind and shows you’re already thinking like a top performer on the team.
5. Consider offering a customer reference This one’s rare, but SUPER effective. Most people offer former managers as a reference. That’s fine too. But if you’ve got a customer who can speak about their experience working with you, it's gold. Let the hiring manager hear directly from someone you’ve sold to. It's tough to reject a candidate that has proof that they can build a long-term relationship with customers.
6. Improve your executive presence Yes, we’re remote now. No, that doesn’t mean you get to show up looking like you just rolled out of bed. Fix your lighting, get a decent camera, invest in a microphone and wear a collared shirt and suit coat. Look like you’re ready to meet with a CFO at any moment.
7. Always, always send the follow-up Anyone saying “thank you notes are outdated” has never landed a top selling role. If you can swing a handwritten one, even better. (Yes, I’ve done this. Yes, it works, but I admit it's much harder to do in 2025 with so many folks being remote)
Final Thoughts:
If you’re prepping for interviews right now, I get it, it’s a total grind.
But doing the extra 10%, the stuff most people won’t bother with, is what consistently gets offers.
I did a whole podcast episode on this topic, which you can listen to here.
If you want help pulling together your highlight reel, 90-day plan, or full prep package, be sure to look into my 1:1 coaching (see August promo offer above).
Good luck out there. And remember: aim to be the candidate they can’t afford not to hire.
-Jesse