How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

Title:
Outbound Prospecting and Lead Qualification Assignment
Objective:
Assess the candidate’s ability to research, identify, and qualify potential leads, and draft a compelling outreach email.
Requirements:
- Research a list of 10 companies in a specified industry (e.g., SaaS startups).
- Identify the decision-maker for each company.
- Qualify each lead using criteria such as company size, funding, and product fit.
- Draft a personalized outreach email to one selected lead.
- Submit findings in a spreadsheet and the email in a separate document.
Time Frame:
48 hours

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Questions based on home assignment :

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Duration : 10 minutes/question

How did you identify and qualify the decision-makers at each company?
- Expected Answer: Use of LinkedIn, company websites, and sales tools; clear qualification criteria (role, authority, company fit).
- Sample Answer: “I used LinkedIn Sales Navigator to find Heads of Sales or CEOs at each company, then checked company size and funding on Crunchbase to ensure they matched our target profile.”
What factors did you consider to determine if a company was a good fit for outreach?
- Expected Answer: Company size, industry, recent funding, product alignment, and decision-maker’s role.
- Sample Answer: “I prioritized companies with 50–200 employees, recent Series A or B funding, and a need for sales automation tools.”
Explain your approach to crafting a personalized outreach email.
- Expected Answer: Reference to lead’s business context, pain points, and a clear call to action.
- Sample Answer: “I mentioned the company’s recent funding, highlighted how our solution addresses scaling challenges, and asked for a 15-minute call to discuss further.”

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Behavioral questions

Duration : 10 minutes/question

Describe a challenge you faced during the research phase and how you overcame it.
- Expected Answer: Identification of a specific obstacle, resourcefulness, and problem-solving skills.
- Sample Answer: “Some companies had limited public information, so I cross-referenced multiple sources and reached out to connections for insights.”
How do you handle rejection or non-responsiveness from leads?
- Expected Answer: Persistence, adaptability, and learning from feedback.
- Sample Answer: “I follow up with a value-driven message, adjust my approach based on previous interactions, and see rejection as a chance to refine my outreach.”
Tell us about a time you had to quickly adapt your strategy to meet a deadline.
- Expected Answer: Flexibility, time management, and prioritization.
- Sample Answer: “When I realized my initial list wasn’t yielding qualified leads, I quickly shifted to a new industry segment and completed the task on time.”

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria	Rating (1-5)	Comments
Lead Research Quality
Outreach Email Quality
Communication Skills
Problem-Solving
Time Management
Cultural Fit

What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

How to communicate the decision to candidates

Sample offer letter for {role_name}

Subject: Offer of Employment – Sales Development Representative

Dear [Candidate Name],

We are pleased to offer you the position of Sales Development Representative at [Company Name]. Your skills and experience are an excellent match for our team.

Position: Sales Development Representative Reporting to: [Manager Name] Start Date: [Start Date] Compensation: [Salary Details], plus commission and benefits Working Hours: [Details]

Please find attached the detailed offer letter outlining terms and benefits. Kindly confirm your acceptance by [Date].

We look forward to welcoming you to our team!

Best regards, [Your Name] [Your Title] [Company Name]

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Sample rejection letter for {role_name}

Subject: Application Update – Sales Development Representative

Dear [Candidate Name],

Thank you for your interest in the Sales Development Representative position at [Company Name] and for the time you invested in our hiring process.

After careful consideration, we have decided to move forward with another candidate. We appreciate your effort and encourage you to apply for future opportunities that match your skills.

We wish you all the best in your job search.

Sincerely, [Your Name] [Your Title] [Company Name]