Vetting Process

Stage 1: Prospecting

• If I have not handpicked this rep to recruit for a specific opening now or in the future, they are expected to pursue me (you'll get a log of all of their outbound to warrant a call with me)

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• It is my expectation all represented candidates contact me multiple times a day, using their plays (call, text, vm, email, dm) to vet if they can pick up the phone & manage up

Stage 2: Personality & Call Etiquette

IDR Interview

1. Did they accept the calendar invite? Send a confirmation?

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1. Energy, enthusiasm, cadence, vibe, attitude, accountability, grit

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1. How they open a call, types of questions they ask, how they help run the flow of the conversation

Stage 3: Call Prep & Positioning

IDR Interview

1. What did they do to prepare for the call with me? what types of research?

1. How do they learn? What was the last thing they learned?

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1. Where are they interviewing? What buyers, stages of orgs, where are they in the process?

1. Can they provide their numbers and sales process examples?

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1. Can they give examples of deals they won, lost & lessons?

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1. When asked an open-ended question: How do they answer, what types of examples do they give? Do they have proof to back up their claims?

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1. Can they clearly and intentional describe their sales process, where they are interviewing (if at all) why they are interviewing there and what their strategy for their career is going forward? Set goals and boundaries with a clear WHY

Stage 4: Delivery and communication

IDR Interview

Stage 5: Risk assessment

IDR Interview

1. Are they prepared and willing/excited to be in a startup?

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1. Why now vs later in their search? Why are they considering roles now? What have they learned from their current/previous positions?

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1. Red flags? Attitude, ego, interviewing for other gigs not in alignment (title, size)

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1. Goals going forward? Roadblocks for getting there? What type of accountability or lessons have come out of their experiences?

Stage 5: Risk assessment

IDR Interview - Continued

1. Do they have any factors that would prevent them from not completing the interview process or not having a successful onboarding?

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1. What is their support system like outside of work? What lived in experiences do they have that have shaped who they have and how they will perform?

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1. Do they ask for next steps? Ask questions about what is expected and how to approach? Timeline?

1. Do they know how to use a computer? AKA format/relook at their resume, LinkedIn & other resource guides

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1. Activity, metrics & conversions? Do they know their numbers & conversions? Do they have a difficult time building this out? (right format, clear answers, not using obvious AI)

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1. Turn around time/sense of urgency - how soon did they get it back? Ask for 48 hours & to be annoying with questions, thoughts, opinions, things they are learning - want to think the way they do

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1. Did they manage up or just leave areas blank?

Stage 6: Candidate Homework

Assigned homework after IDR interview

1. Do they understand that buyer, industry, problems you solve? Are they willing to do anything to get ahead (write copy, build a buyer matrix?)

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1. What types of research did they do? Putting in the work to get ready for the interview? Give them prep info ahead of time and see who starts looking ahead

Stage 7 - Buyer, Industry & Product Knowledge

Assigned homework after IDR interview

1. Do they contact me with questions?

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1. What do they do when they don’t get a response? (wait, offer more value, ask)

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1. Do they manage up and call me? Per our req? (follow instructions like ask me ?, send dog pics, double call me)

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1. Do they provide the updates I ask from them? (New interviews, moving into new stage, call me with questions, thoughts, reiterate excitement, where does this job land on their priorities list? Any updates in life that would prevent them from winning?

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1. Do they ask what else they can do to get ahead/position themselves better/ other feedback I received from other candidates?

Stage 8 - Vetting their follow up, questions

& how they get insights

1. How are they preparing?
2. What are they going to do to get ahead and prove skills?
3. What questions do they have? Why those questions and why to those personas? What is the goal of the call?
4. Have they accepted invites, confirmed they have all the details (zoom meeting ID for example)
5. What are the goals of their call? What data points and stories are they trying to uncover?
6. How are they planning on qualifying deals?
7. How are they planning on keeping the convo going & giving value?

Step 9 – Final Prep IDR Interview

Review homework before they meet you

1. Are they more excited, less excited, about the same?
2. What questions were tough?
3. How are they feeling? Anything make them nervous?
4. How would this compare to other orgs?
5. What is new or the same with their pipeline? Expecting offers? How does this compare?
6. If extended an offer today, would they accept? At what rate? What contract details? Why would they accept? Why would they walk away?
7. Are they really dedicated to being in a startup? Or do they have worries/ other deals at orgs that aren’t in alignment with this?

Debrief

30 min after every interview with you

1. We meet with reps weekly

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1. Check in with them almost daily

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1. Expect to know their kpis, questions, keep them accountable

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1. Provide any insights to you

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1. Make sure they are committed, not interviewing elsewhere

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1. Find out more about how they are learning, make intros and provide templates/content to bridge gaps

Ramp accountability

Every week for 60-90++ days on the job