Dear SaaStr: I am having my CEO interview an AE (final stage) what are your interviews guidelines? What Are Some Interview Questions a CEO Can Ask an Account Executive?
When a CEO interviews an AE, a big part is about testing for culture fit, drive, and whether they truly understand the value your product delivers.
The CEO in general is not there to grill them on the nitty-gritty of sales tactics—that’s for the VP of Sales or hiring manager.
Instead, generally CEOs can focus on these key areas:
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Do they understand your product and market?
Ask them to pitch your product back to you. Not the features, but the value. Can they articulate why a customer would buy? If they can’t, they haven’t done their homework, and that’s a red flag. You want someone who’s curious and has taken the time to understand your business. Especially in the early days. Note that, sadly, many will fail this test. -
Are they solutions-oriented?
Ask about a time they lost a deal and how they handled it. Did they learn from it? Did they find a way to turn it into a win later? You want someone who can think creatively and push through challenges. -
Do they have the grit to succeed?
Sales is tough. Ask them about a time they faced rejection or failure and how they bounced back. Look for resilience and a positive attitude. If they crumble under pressure, they won’t last . -
Are they aligned with your culture?
This is your chance to assess if they’ll fit into your team. Ask them what kind of sales culture they thrive in. If their answer doesn’t align with what you’re building, it’s better to know now. -
Do they have a plan?
Ask them what they’d do in their first 30 days. A good AE will have a clear plan for ramping up, learning the product, and starting to sell. If they don’t, they’re not prepared. -
Can they handle feedback?
Ask how they’ve handled constructive criticism in the past. Sales is a constant learning process, and you need someone who’s coachable and open to improving. -
Would you buy from them?
This is the gut check. Especially for the first 2-10 sales execs. Do they come across as confident, credible, and likable? That’s a start. But during the founder-led days and also the first hires after your VP of Sales, only hire folks you’d truly buy your product from. If you wouldn’t buy from them, your customers probably won’t either. Later, when your brand is bigger and stronger, you can be somewhat more flexible.
Keep it conversational but focused. You’re not just hiring someone to hit quota—you’re hiring someone to represent your company to customers.
If they don’t impress you in this interview, they won’t impress your prospects either. If you’re on the fence, pass. It’s better to wait for the right hire than to settle. And it’s better to concentrate your leads in those that can really close them. In the early days, even the middle days — leads are still precious.
