End-to-End Sales Hiring Process Checklist

Use this as a running document per requisition. Most bad sales hires trace back to a skipped step in Phase 1 or Phase 4 — check every box before moving on.

Phase 1 — Requisition & Planning (Target: 1–3 days)

• Role scorecard written and approved (use the Sales Candidate Scorecard Calculator — competencies, weights, and must-haves defined BEFORE sourcing starts)
• Comp band approved and confirmed against current OTE structure (base/variable split, quota, accelerators)
• Ramp/quota-relief period defined and documented so it can be stated to candidates honestly
• Ideal-candidate profile written: relevant experience, comparable deal size/cycle, quota-carrying history
• Hiring manager and at least one panel interviewer confirmed with calendars blocked for the full loop
• Job posting written in plain terms — OTE range, quota, and team structure stated, no vague "rockstar/hunter" language

Phase 2 — Sourcing (Target: ongoing, reviewed weekly)

• Primary sourcing channels selected (referrals, outbound/Sales Navigator, recruiter/agency, job boards)
• Employee referral bonus communicated to the current team — referred sales hires consistently ramp faster and stay longer
• Weekly pipeline review scheduled (# sourced, # screened, # in loop, # offered) so a stalled req is caught early
• Passive-candidate outreach template ready, personalized to actual quota/company rather than generic

Phase 3 — Screening (Target: within 3 days of application)

• Recruiter/hiring-manager phone screen scheduled (20–30 min)
• Screen covers current comp/OTE, quota attainment for the last 2 periods with numbers, reason for leaving, and non-negotiables
• Coachability Self-Assessment sent to candidate immediately after a passed screen, before the loop starts
• Screen notes logged in ATS with a clear advance/reject recommendation

Phase 4 — Interview Loop (Target: 1–2 weeks, 3–4 stages max)

• Loop stages defined and held consistent across every candidate for this req
• Stage 1 — Discovery/qualification role-play or case study
• Stage 2 — Deal walkthrough: candidate presents their best and worst deal in detail
• Stage 3 — Objection-handling / mock negotiation live exercise
• Stage 4 (senior roles) — Values/culture conversation with a cross-functional partner
• Every interviewer scores independently on the shared scorecard BEFORE the debrief conversation
• Debrief scheduled within 24 hours of the final interview
• Debrief order set: most junior interviewer shares first, most senior last

Phase 5 — Reference & Background (Target: 2–4 days)

• Minimum 3 references requested: former manager + peer + cross-functional partner
• Reference Check Script for Sales Hires used verbatim on every call
• Quota attainment and ranking numbers from references cross-checked against what candidate reported in the screen
• Background/employment verification completed per company policy
• Any reference hesitation or red flag documented and discussed before the offer is drafted

Phase 6 — Offer & Negotiation (Target: 1–3 days to draft, 3–5 days for candidate decision)

• Comp plan finalized using the Sales Compensation Plan & OTE Split Calculator (base, variable, quota, accelerators, ramp draw all specified in writing)
• Verbal offer extended by hiring manager before written offer goes out
• Written offer includes base, OTE, quota, ramp/draw terms, start date, and reporting manager
• Decision deadline set and communicated (typically 3–5 business days)
• Counter-offer response plan agreed internally before it's needed

Phase 7 — Pre-boarding Handoff (Target: complete before day 1)

• Signed offer triggers automatic handoff to onboarding/ramp owner
• New Hire Sales Ramp Plan Template populated with role-specific milestones before the start date
• Manager blocks calendar for structured 1:1s across the first 90 days
• Tooling/access (CRM, dialer, email) provisioned before day 1

Time-to-fill benchmarks