20 Sales Manager Interview Questions with Sample Answers [2024]

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One of the main problems with sales manager interview questions is that they are often too general and don’t target the specifics of the role. As a candidate sitting in the hot seat, it’s essential to make sure you articulate your skills and experience in a way that conveys your knowledge.

20 Sales Manager Interview Questions with Sample Answers [2023]

This article has compiled a list of questions you should expect to hear during a sales manager interview. These will help you not only to showcase your experience but also to understand the role and organization better.

Let’s get right into it.

What Are Employers And Hiring Managers Looking For When Interviewing People For A Sales Manager Position?

Knowing which skills and traits employers look for when interviewing sales managers is critical to success. Here are the most common competencies employers look for.

Sales Skills

Sales managers must understand sales processes, customer service, and handling objections. 

They should also demonstrate their ability to build customer relationships and close deals. 

Being a successful sales manager means having a larger-than-life personality and enthusiasm for selling.

Communication Skills

Sales Managers need to be able to communicate with customers, colleagues, and senior management. 

They should have excellent verbal and written communication skills to articulate their ideas effectively.

Problem-Solving Skills

Sales Managers must be able to identify problems quickly and develop solutions that are both profitable and practical. 

They also need an understanding of the customer’s needs to come up with the correct answer.

Organization Skills

For Sales Managers, organization skills are vital. They must be able to organize their work and that of others to reach goals on time and within budget. 

They must also think strategically and plan to anticipate potential issues.

Computer Skills

Sales Managers must be proficient in using computers, including word processing, spreadsheets, and databases. 

These skills are necessary for researching sales prospects, tracking customer interactions, and preparing reports.

Analytical Skills

Sales Managers need an analytical mind to assess data and understand trends. 

They should be able to analyze market information, develop strategies based on that analysis, and create plans for achieving objectives.


Selling is a competitive field, and Sales Managers must be determined to stay focused even when facing obstacles or rejection from customers. 

Strong perseverance will help them stay motivated and ensure they don’t give up too easily.

What Are Employers And Hiring Managers Looking For When Interviewing People For A Sales Manager Position

Personal Interview Questions For Sales Managers

Let’s now go over the specific questions hiring managers and employers may ask during an interview for a Sales Manager position. 

For each question, we’ll list why this is an important question during the assessment process and how to answer it best using a model answer you can adjust to fit your context.

1. Would You Mind Sharing Some Information About Yourself?

Why this is important: This question allows the interviewer to understand better who you are and what motivates you.

Model answer: Absolutely. I’m a sales professional with more than ten years of experience in the customer service industry. I’m passionate about selling, customer service, and team building, so I decided to pursue a career in sales management. I’m highly organized and self-motivated, and I have an eye for detail, allowing me to manage teams successfully and achieve desired results. I’m excited by the prospect of being part of a team that is as passionate about sales as I am.

2. What Motivated You To Pursue A Career In Sales Management?

Why this is important: This question helps employers understand your motivation for becoming a Sales Manager and whether it matches their values or vision for the role.

Model answer: Through my experience in customer service, I developed a strong understanding of how people think and what motivates them to make buying decisions. From there, I decided to pursue a career in sales management because I wanted to take my skills to the next level. I’m passionate about helping teams succeed, and as a Sales Manager, I can bring my experience and skills to an organization and help it reach its goals.

3. How Has An Incentive In The Past Inspired You To Action?

Why this is important: This question helps employers understand how well you respond to incentives and if you can use them effectively when managing teams.

Model answer: Incentives have always been an excellent motivator for me, professionally and personally. When I was responsible for sales teams, I created incentives such as team bonuses or rewards for reaching specific targets. This helped foster a sense of ownership among the team members and fostered stronger collaboration. It also motivated individuals to go the extra mile to reach those goals.

4. Where Do You Envision Yourself To Be In Five Years? What Goals Have You Set For Yourself And How Will You Achieve Them?

Why this is important: This question gives employers an idea of your long-term career plans and what commitment level they can expect from you.

Model answer: In five years, I envision myself in a leadership role within an organization that values excellence and customer service. I have set personal goals such as obtaining my MBA, increasing my knowledge of sales management strategies, and continuing to refine my ability to lead teams confidently. To achieve these goals, I am committed to learning as much as possible from the resources available and honing my natural leadership skills through practice.

5. What Are The Strengths And Weaknesses That You Feel Most Define Your Character?

Why this is important: This question helps employers understand what qualities you bring to the table, both positive and negative.

Model answer: My biggest strength is my ability to think strategically and make decisions quickly to solve complex problems. My weaknesses include managing multiple tasks simultaneously and speaking up when needed in larger group settings. To address these, I am actively working on time management skills and building my confidence to speak up more often in groups. Overall, I have the necessary abilities to be an effective leader in the sales management field.

6. What Would You Say Has Been Your Proudest Accomplishment?

Why this is important: This question helps employers understand the type of person you are, the challenges you have faced and overcome, and what successes you have achieved.

Model answer: My proudest accomplishment has been leading a sales team in a highly competitive market. During this time, I developed creative strategies that increased our success rate and enabled us to exceed our sales goals every quarter. It was a difficult challenge, but I felt accomplished when we reached our targets consistently.

7. What Aspects Of This Company Have Piqued Your Interest?

Why this is important: This question allows employers to understand why you think the role is proper for you.

Model answer: What interests me about this company is the opportunity to work with experienced professionals in the sales management industry and learn from them. I am also drawn to the innovative approach this company takes when creating strategies for success and its commitment to customer satisfaction.

8. What Was The Most Difficult Challenge You Encountered When It Came To Sales, And How Did You Manage To Surpass It?

Why this is important: This question helps employers understand your problem-solving skills and ability to think creatively under pressure.

Model answer: One of the most difficult challenges I faced in sales was finding new ways to reach potential customers. To overcome this, I developed an integrated marketing plan that included online advertising, email campaigns, special promotions, and other tactics. This strategy enabled us to reach a wider audience and generate more sales. I was proud of myself for coming up with the plan and successfully executing it.

Behavioral Interview Questions For Sales Managers 

9. When Your Team Fell Short Of Their Sales Targets, How Did You Ensure They Would Achieve The Next Ones?

Why this is important: This question helps employers understand how you motivate and lead your team and how you problem-solve to achieve success.

Model answer: When my team fell short of their sales targets, I first focused on understanding why they didn’t meet them. I then worked with each individual on their areas of weakness and created a plan outlining specific steps to improve their performance. Additionally, we discussed the importance of motivation, brainstormed fresh ideas for potential sales opportunities, and set clear goals for everyone to follow. With this approach, we steadily increased our overall sales figures until we exceeded our next target.

10. Can You Recall A Moment When You Were Forced To Terminate An Employee Who Worked As A Salesperson?

Why this is important: This question helps employers understand how you handle difficult situations with staff.

Model answer: Yes, I recall an incident where I had to terminate an employee who worked as a salesperson. This individual needed to meet their goals and had consistently demonstrated a lack of commitment and motivation. After numerous attempts to help them improve their performance, it became clear that they would not be successful in the role. So, I decided to let them go and replace them with someone more motivated and dedicated to achieving success. Although this was a challenging situation, it was the right thing to do for both parties involved.

11. What Criteria Do You Use When Making Decisions?

Why this is important: This question helps employers understand how you approach problem-solving and making decisions.

Model answer: I rely heavily on data and analytics when making decisions. I like to look at the facts and numbers before making conclusions. I also consider the opinions of my team members and other stakeholders, as their perspectives can often provide valuable insight that I may have yet to consider. Finally, I always consider all the potential outcomes before deciding on a course of action. By taking these steps, I’m confident that my decisions are well-informed and will have the best possible effect.

12. Are You Confident In Your Ability To Deliver An Impactful Presentation?

Why this is important: This question helps employers understand how well you can communicate with customers and potential partners.

Model answer: Absolutely – I’m highly confident presenting effectively online and in person. I always strive to be engaging, informative, and persuasive when delivering presentations. I ensure that the content is tailored toward my audience so they can easily follow along and gain valuable insights from my words. Moreover, I also use visuals whenever appropriate, as these can help emphasize key points and keep everyone’s attention throughout the presentation. Combined with all of these elements, I can deliver an impactful presentation every time.

13. In What Situations Have You Leveraged Your Analytical Skills To Find A Resolution?

Why this is important: This question helps employers understand how you approach problem-solving and use data to make decisions.

Model answer: I have leveraged my analytical skills to resolve several situations. For example, when our team was tasked with increasing sales for a particular product line, I took the initiative to analyze the customer data we had collected. After analyzing the trends and patterns from this data, I identified key insights that helped us make informed decisions on how best to approach each potential customer segment. As a result, we successfully increased our sales performance by over 20%. This demonstrated my solid analytical capabilities and ability to identify practical solutions when facing challenges.

Operational Interview Questions For Sales Managers

14. When It Comes To New Sales Representative Hires, What Qualities Do You Value The Most?

Why this is important: This question helps employers understand the qualities you consider essential when selecting new sales representatives.

Model answer: When selecting new sales representatives, I value strong communication skills, a positive attitude, persistence, and an eagerness to learn. It’s also vital that they build relationships with customers and understand their needs to provide effective solutions. I also look for analytical and data-driven candidates who can use facts and figures to make informed decisions that will benefit the team and our customers. Finally, they must have drive and ambition – someone who takes the initiative and isn’t afraid of taking risks. With all these qualities combined, new sales representatives can immediately impact our team.

15. How Do You Plan To Train A New Sales Representative On Your Team?

Why this is important: This question helps employers understand your strategy for training new sales representatives and onboarding them into your team.

Model answer: When I train new sales representatives, I focus on providing them with all the necessary knowledge they need to hit the ground running. I ensure they are familiar with our products and services, our customers, and their needs. Additionally, I provide in-depth training on our processes and procedures so that they can execute tasks efficiently. Furthermore, it’s also essential to give them an understanding of our team culture by introducing them to other members of the team. With all these elements in place, new sales reps can become productive group members.

16. What Approach Is The Most Successful In Educating New Sales Representatives?

Why this is important: This question helps employers understand how you educate new sales representatives to help them succeed.

Model answer: In my experience, hands-on education has been the most effective way of training new sales reps. Allowing them to practice and apply what they have learned in a real-world environment will help them better understand their role and provide invaluable feedback that can be used to refine their skills further. Regular constructive feedback throughout the training process is essential as it encourages learning and ensures that mistakes are corrected before they become bad habits. Finally, emphasizing the importance of collaboration – internally and externally – is key in ensuring that new sales reps have all the support they need to succeed. 

17. Have You Considered Your Strategy For Setting Goals? How Do You Go About Planning And Strategizing To Reach Them?

Why this is important: This question helps employers understand your approach to goal setting, planning, and strategizing.

Model answer: When setting goals for my sales representatives, I always start with the big picture. I strive to develop achievable yet ambitious targets that challenge my team to grow while being realistic about what can be accomplished within a certain timeframe. From there, I break down the larger objective into smaller milestones so that progress can be tracked and we can adjust our strategy if necessary. Additionally, it’s essential to provide support and resources so that reps have the tools they need to achieve their goals. Finally, regular performance reviews are crucial to ensure that everyone on the team is on track and meeting deadlines.

18. What Steps Have You Taken To Address A Sales Rep Who Is Consistently Not Achieving Their Quota, And How Did You Resolve The Issue?

Why this is important: This question helps employers understand how you handle underperforming sales reps to ensure that team goals are met.

Model answer: When I encounter an underperforming sales rep, my first step is always to identify the root cause of their issues. That can include a lack of motivation, inadequate training, difficulty understanding customer needs, or ineffective communication techniques. After assessing the situation, I take actionable steps to help them improve, such as providing additional resources, setting achievable yet challenging goals, and offering one-on-one coaching sessions. It’s also essential to provide ongoing feedback and support to ensure that the rep is on track and progressing toward their goals. Finally, I always look for opportunities to recognize successes to keep motivation levels high, no matter how small.

19. What Do You Believe Would Make An Impactful Rep Coaching Session?

Why this is important: This question helps employers understand your strategies for developing successful sales reps.

Model answer: Effective reps coaching sessions should be tailored to the individual needs of each team member. During these sessions, it’s important to identify strengths and weaknesses to provide constructive feedback and help them develop new skills. Additionally, real-world examples of how others achieved success can help reps understand how to apply what they have learned. Listening and learning from each agent is also crucial, as understanding their perspectives can help create a more open and collaborative environment. Finally, it’s essential to provide clear goals and objectives that can be tracked and monitored to ensure progress.

20. Describe A Moment When You Failed To Achieve Your Sales Objectives And How You Dealt With It

Why this is important: This question helps employers understand how you cope with difficult situations or failures and the steps you take for self-improvement.

Model answer: One time, I failed to meet my sales targets by an unexpected margin due to some unforeseeable circumstances. At first, I felt disheartened and frustrated, but then I decided to take a step back and objectively analyze the situation to identify any areas that needed improvement. After assessing the data, I noticed some inefficiencies in my sales strategy and processes needed to help me meet my goals. From there, I made necessary adjustments and implemented new tactics, such as providing more resources for reps, revamping our training program, and implementing better tracking mechanisms. Ultimately, these changes helped us reach our targets and exceed expectations. This experience taught me the importance of adjusting plans when unexpected challenges arise.

Questions for You to Ask in a Sales Manager Job Interview

Consider another critical moment in a sales manager job interview: the question and answer. 

As a candidate, you must show that you’re engaged, curious, and interested in learning more about your potential employer. 

Here are some questions you can ask during a sales manager job interview:

How Soon Do You Plan To Bring On A New Hire?

This shows that you are interested in the hiring process’s timeline and when you might be expected to begin working. It also demonstrates that you are eager and excited about joining the team. 

The employer will be encouraged by your enthusiasm for the position and may even be more likely to hire you! Additionally, this question allows them to talk about their hiring process and what they look for in candidates. 

This can help you learn more about the job while helping the employer better understand your qualifications.  

Finally, it will show that you are proactive and willing to take the initiative. 

All these qualities can make you stand out as an ideal candidate for the role!

To Whom Will I Be Accountable?

This question is important because it gives you an understanding of how the team is structured and who will be responsible for your performance. 

Knowing to whom you are accountable can help you understand the expectations of this position and how you can reach those standards.

Asking this question also shows that you are interested in learning more about the organization and your role within it. 

Furthermore, it tells employers that you take the responsibility seriously and are willing to be held accountable for your actions. 

All these qualities make for a great candidate!

How Do You Ensure Your New Hires Are Adequately Trained?

This is an important question as it shows that you want to know how the organization ensures its new hires receive thorough training. 

This helps employers understand your commitment to their processes and procedures and your willingness to learn and grow. 

It also demonstrates that you care about professional development and are interested in success in the role. 

Finally, this question allows employers to talk more about their training methods, which can help give you a better idea of what to expect from the job. 

All these qualities make for an ideal candidate!

How Often Do You Conduct Performance Assessments?

Asking this question shows that you are interested in understanding the evaluation process and how your performance is being monitored. This allows employers to discuss their expectations and how they measure success and reward employees for their achievements. 

It also demonstrates that you take feedback seriously and are interested in having open conversations about your strengths and weaknesses. 

Furthermore, it gives employers insight into how you view yourself as a professional, which can help them decide if you are the right fit for the role.

How Is This Unit’s Management Style Characterized?

This question allows the employer to describe what kind of environment they provide for their team members. This helps demonstrate that you understand different management styles and want to ensure this team will be a good fit for you. 

Furthermore, it shows that you are willing to learn and understand a team’s dynamics to succeed. 

Finally, this question gives employers insight into how you would interact with them daily should they hire you, which can help them decide.

What Characteristics And Qualifications Make The Perfect Fit For This Position?

Asking this question allows the employer to discuss the qualifications they are looking for and what personal qualities will make someone successful in the role. 

This shows that you understand apprenticeships and internships may not always provide enough experience but that certain traits such as ambition and dedication can go a long way towards success. 

Additionally, this demonstrates your ability to think critically about what makes a successful candidate, which can make you stand out to employers. 

Finally, it shows your commitment to finding the right job and helps employers understand why they should hire you.  

All these qualities can demonstrate that you are the ideal candidate!

How To Prepare For A Sales Manager Job Interview

Here are some tips to help you prepare for your next sales manager job interview:

1. Research the company and position: Knowing more about the company and role will help you stand out from other applicants. Learn more about their mission, values, and goals so that you can frame your answers in a way that is tailored to their organization. Understanding the scope of the job will also help you create specific questions related to your responsibilities and how you can be successful in this role.

2. Practice interviewing: One of the best ways to prepare for an interview is by practicing with peers or mentors who have already interviewed successfully in similar roles. They can give feedback on your performance and suggest areas of improvement. Additionally, they may provide insight into what kinds of questions employers ask during a sales management interview, which can give you an edge over other candidates.

3. Be prepared with examples: When asked behavioral or situational questions, it is helpful to provide examples from past experiences where applicable. Consider stories that show off problem-solving skills or displays of initiative and leadership – crucial qualities in a sales manager role. These anecdotes should be concise but memorable enough that they illustrate how you handle specific scenarios without going into too much detail.

4. Dress professionally: As with any job interview, dressing well is paramount when meeting potential employers face-to-face or via video conferencing software like Zoom or Google Meetings. This includes grooming oneself accordingly (no facial hair if possible) and wearing clothes appropriate for the business industry – a well-fitted suit if possible! Moreover, ensure all accessories are kept simple yet stylish – no loud colors or patterns! This small effort shows employers that you understand professional etiquette at work and respect towards authority figures within an organization. 

STAR Method

The STAR method is used to structure answers during interviews and is especially useful when responding to behavioral or situational questions. 

The acronym STAR stands for Situation, Task, Action, and Result. This method allows applicants to provide specific examples of how they have handled past challenges in the workplace. 

Such evidence can help employers better understand how a candidate would handle similar situations as a sales manager.

When using the STAR method, it’s essential to provide detailed yet straightforward information about the situation. 

This means providing more than just an overview of the task but going into further detail about what was at stake and any context relevant to the example.  

Additionally, it helps to provide specific details about the task, such as deadlines or objectives you were given and any challenges you faced while completing it.

When discussing the action taken by yourself or your team, give more than just a simple overview of what was done; try to expand on why certain decisions were made and how different courses of action were weighed before settling on a solution. 

Detail any research or resources used to reach a successful outcome – this will show employers that you can analyze different options before making decisions.

Finally, include a clear result from your efforts that demonstrate success or tangible progress toward an overall goal. 

Quantifiable results are ideal if possible (for example, increase in revenue/decrease in customer complaints); however, qualitative outcomes such as improved morale amongst staff can also be discussed if necessary. 

This step gives employers insight into how successful you were in supporting organizational goals within past roles, which can help them determine whether you will be able to do the same in their own company should they decide to hire you for the position.

Sales Manager Interview Questions FAQs

What Is A Sales Manager’s Most Important Skill?

A sales manager’s most important skill is their ability to motivate and lead a team of salespeople. They must have the necessary communication, interpersonal, and management abilities to guide their team in achieving desired outcomes. 

Additionally, they should be able to analyze data and understand customer needs while staying up-to-date with industry trends.

What Is The Best Quality Of A Sales Manager?

The best quality of a sales manager is their ability to effectively manage the individual performance of each sales team member and the group’s overall performance. 

They need to know how to give clear direction, provide meaningful feedback, encourage collaboration among team members, set goals and objectives that are realistic yet challenging, and ensure that everyone is held accountable. 

Additionally, they should build positive customer relationships and help the team reach its goals while staying within budget. 

A good sales manager will continually strive to find new ways to improve their team’s performance. 


In conclusion, a successful sales manager needs to possess a wide range of skills and qualities. 

They must have the necessary interpersonal, communication, and management skills to lead their team toward desired outcomes effectively.

Additionally, they should be able to stay up-to-date with industry trends and analyze customer needs to increase sales performance.

Knowing how to answer any questions asked during the interview makes you more confident in your abilities. It helps you demonstrate to the employer that you have the desired skills and qualities necessary for the role.

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