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Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary

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

Work sample test (Home assignment)

Recruitment Bullet

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

  • Title: Pitching a Technical SaaS Product to a Non-Technical Buyer
  • Objective:
  • To assess the candidate’s ability to understand a product’s technical value and communicate it effectively in a sales context.
  • Requirements:
  • Choose one of the following hypothetical products:
    • A CRM software for small businesses
    • An AI-powered analytics dashboard
  • Prepare a short client briefing pack (Google Slides or PDF)
  • Record a 2-minute video pitch explaining the product’s value to a non-technical customer
  • Time Frame:
    • Submit within 72 hours from receiving the brief.

Questions based on home assignment : 

Recruitment Bullet

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

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

Q1: How did you decide what features to highlight in your pitch?

  • Expected Answer: Should reference client pain points, simplicity, and business impact.
  • Sample Answer: “Since the client was a small business owner, I focused on ease of use, integration with existing tools, and time savings rather than technical backend features.”

Q2: What strategy would you use if the client says the product is too expensive?

  • Expected Answer: Demonstrates value-based selling approach.
  • Sample Answer: “I would ask more about their challenges and show how our product saves time or reduces churn, shifting focus from cost to ROI.”

Q3: How do you tailor your pitch for technical vs. non-technical audiences?

  • Expected Answer: Emphasizes adaptation of vocabulary and storytelling.
  • Sample Answer: “For non-tech buyers, I use analogies and emphasize outcomes. For tech-savvy clients, I can go deeper into features and architecture.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

Q1: Tell me about a time you had to sell a product you initially didn’t understand.

  • Expected Answer: Willingness to learn, curiosity, research skills.
  • Sample Answer: “I once sold a cybersecurity solution. I spent a week shadowing the tech team, asked questions, and studied real-world cases until I could explain it confidently to clients.”

Q2: Describe how you handle rejections or difficult prospects.

  • Expected Answer: Emotional maturity, persistence, positive mindset.
  • Sample Answer: “I log objections and ask for feedback. One client who initially declined ended up closing three months later after I shared a relevant case study.”

Q3: Give an example of when you simplified something complex for a client.

  • Expected Answer: Communication and empathy.
  • Sample Answer: “I explained cloud storage to a retail client by comparing it to a digital warehouse accessible from anywhere. That helped them understand and move forward.”

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.

Recruitment Bullet

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

Criteria Rating (1–5) Comments
Technical Understanding 4 Understood core features clearly
Communication Clarity 5 Pitch was smooth and easy to follow
Problem Solving 4 Addressed client objections effectively
Cultural Fit 3 May need more collaborative alignment
Presentation & Confidence 5 Strong delivery, great energy

"Standardize interviews" – Use our customizable scorecard templates

Learn More  ->Get a demo

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.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

Subject: Offer of Employment – Technical Sales Role

Dear [Candidate Name],

We’re excited to offer you the position of Technical Sales Representative at [Company Name]. Your experience in communicating complex technical solutions with clarity and enthusiasm impressed us.

Here are your offer details:

  • Start Date: [DD/MM/YYYY]
  • Compensation: [Salary Details]
  • Location: [Remote / On-site / Hybrid]
  • Manager: [Hiring Manager Name]

Please confirm acceptance by [Date]. Welcome aboard!

Regards,
[Your Name]
[Your Title]
[Company Name]

‍

Sample rejection letter for {role_name}

Subject: Update on Your Application – Technical Sales Role

Dear [Candidate Name],

Thank you for completing the hiring process for the Technical Sales role at [Company Name]. While we were impressed with your background and presentation, we’ve decided to proceed with another candidate whose experience more closely aligns with our current needs.

We encourage you to apply again in the future and wish you the very best in your job search.

Regards,
[Your Name]
[Your Title]
[Company Name]

‍

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary