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Inside Sales Manager interview questions and answers

Use these sample Inside Sales Manager interview questions to assess candidates during your hiring process. Feel free to modify them to meet your specific job requirements.

Christina Pavlou
Christina Pavlou

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

Inside Sales Manager interview questions

10 good inside sales manager interview questions

  1. How and when would you approach an employee from your team who struggles to meet quotas? What would you tell them?
  2. How would you ensure new team members onboard well?
  3. You want to implement a new tool that’ll help your team organize their work better, but it requires extra hours of training. Would you proceed with implementation?
  4. How would you tell senior managers about a big sales opportunity you lost?
  5. What information would you include in a report to forecast the next quarter’s sales results?
  6. What CRM software have you used?
  7. Are you familiar with our products? Who do you think are our customers?
  8. What’s our competitive advantage? How do you think our salespeople should use it during the sales process?
  9. Describe the phases of the sales process, from initial outreach to closing the deal.
  10. Describe how you motivate disengaged team members.

Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.

1. How and when would you approach an employee from your team who struggles to meet quotas? What would you tell them?

This question evaluates the candidate’s leadership and motivational skills.

Sample answer:

“I’d approach them privately, soon after noticing the trend. I’d ask about any challenges they’re facing and provide guidance. ‘I’ve noticed you’ve been struggling to meet your quotas recently. Let’s discuss how we can support you better.'”

2. How would you ensure new team members onboard well?

This question assesses the candidate’s onboarding strategies.

Sample answer:

“I believe in a structured onboarding process. I’d pair them with a mentor, provide hands-on training, and set clear expectations from day one.”

3. You want to implement a new tool that’ll help your team organize their work better, but it requires extra hours of training. Would you proceed with implementation?

This question gauges the candidate’s decision-making skills.

Sample answer:

“Yes, if the long-term benefits outweigh the short-term challenges. I’d also consider offering the training in stages to minimize disruption.”

4. How would you tell senior managers about a big sales opportunity you lost?

This question tests the candidate’s communication and accountability.

Sample answer:

“I’d be transparent and provide a detailed analysis of what went wrong, lessons learned, and strategies to prevent similar losses in the future.”

5. What information would you include in a report to forecast the next quarter’s sales results?

This question evaluates the candidate’s forecasting skills.

Sample answer:

“I’d include past sales data, current sales pipeline, market trends, and any potential challenges or opportunities we foresee.”

6. What CRM software have you used?

This question assesses the candidate’s technical expertise.

Sample answer:

“I’ve extensively used Salesforce and HubSpot, leveraging their features to track leads, manage customer relationships, and generate reports.”

7. Are you familiar with our products? Who do you think are our customers?

Understanding of the company’s offerings is crucial.

Sample answer:

“Yes, I’ve researched your product line. Your primary customers seem to be mid-sized businesses in the tech sector.”

8. What’s our competitive advantage? How do you think our salespeople should use it during the sales process?

This question gauges the candidate’s market understanding.

Sample answer:

“Your innovative features set you apart. Salespeople should highlight these unique selling points and demonstrate their value to potential clients.”

9. Describe the phases of the sales process, from initial outreach to closing the deal.

This question evaluates the candidate’s sales knowledge.

Sample answer:

“The process starts with lead generation, followed by initial outreach, qualification, presentation, objection handling, negotiation, and finally closing.”

10. Describe how you motivate disengaged team members.

This question assesses leadership and motivational skills.

Sample answer:

“I believe in understanding the root cause of their disengagement. Regular one-on-ones, setting clear goals, and providing constructive feedback can reignite their passion.”

What does a good Inside Sales Manager candidate look like?

A proficient Inside Sales Manager possesses strong leadership skills, technical expertise, and a deep understanding of the sales process. They should be proactive, solution-oriented, and have a knack for motivating their team.

Red flags

Beware of candidates who lack clear communication, avoid accountability, or are resistant to change. An inability to adapt to new technologies or methodologies can also be concerning.



Inside Sales Manager Interview Questions

Inside Sales Managers monitor quotas, suggest ways to increase customer engagement and improve a sales team’s performance. They also ensure that the sales administration process runs efficiently.

This is a senior-level position, so look for candidates with relevant work experience. Behavioral questions will help you understand how candidates approached challenges in the past. Successful Inside Sales Managers are driven by goals but are also proactive. They suggest improvements and features to increase client satisfaction.

This individual usually trains, evaluates and motivates a sales team. Candidates with solid communication skills who are able to set goals and assign tasks will stand out. They should also be comfortable working in team environments and collaborate with various departments (e.g. Marketing and Product Development) to help meet company objectives.

Let’s summarize some of the questions and add a few more divided into specific types.

Operational and Situational questions

  • How and when would you approach an employee from your team who struggles to meet quotas? What would you tell them?
  • How would you ensure new team members onboard well?
  • You want to implement a new tool that’ll help your team organize their work better, but it requires extras hours of training and this means they won’t be able to meet their monthly goals. Would you proceed with implementation?
  • How would you tell senior managers about a big sales opportunity you lost?
  • What information would you include in a report to forecast the next quarter’s sales results?

Role-specific questions

  • What CRM software have you used?
  • Are you familiar with our products? Who do you think are our customers?
  • What’s our competitive advantage? How do you think our salespeople should use it during the sales process?
  • Describe the phases of the sales process, from initial outreach to closing the deal. What factors most influence the customer’s buying decision?
  • Describe the steps you take to set goals for your sales team (e.g. for next month or quarter.)

Behavioral questions

  • Describe how you motivate disengaged team members.
  • What is the most important lesson you’ve learned from your customer service experience so far?
  • How have you improved the sales administration process in your previous positions?
  • What training methods are the most effective for new salespeople?

Frequently asked questions

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