Subscribe to our newsletter & get weekly stories like these delivered straight to your inbox.
Introduction
Deciding to interview with a company can feel like a big gamble. Youâre putting your time, energy, and reputation on the line. So, how do you know which companies are worth your time and effort?
While I believe that salespeople should always be open to interviewingâeven if youâre not looking to switchâkeeping your skills sharp, growing your network, and adding data points for when you find that A+ company is invaluable. However, there are definitely companies that arenât worth your time, and that's where a quick sniff test can save you a lot of frustration.
I recently spoke with a salesperson who wanted my take on a company that had approached them directly. Hereâs the 4-step process I used to evaluate the opportunity in less than 10 minutes. Hopefully, this helps you avoid making an unforced career error!
My four step process w/ examples
Step 1: Check Their Longevity and Momentum
The first thing to assess is how long the company has been in business and what their growth trajectory looks like. Are they scaling steadily, or are they struggling to gain traction?
- Example: This particular company has been around for almost a decade but is only hitting ~$5 million in annual recurring revenue (ARR). If they were bootstrapped, this might be understandable, but theyâre VC-backed! Whatâs more, my tiny recruiting startup has more LinkedIn followers than they do. This lack of momentum and presence doesnât bode well.
- Verdict: Strike 1
Step 2: Assess the Leadership Teamâs Talent
A company's leadership can make or break a company. Look at the backgrounds of the CEO & C-suite and deep dive on whoâs leading the sales team. No matter how good you areâŚyou cannot win if your leadership team doesnât have the right experience and vision to navigate challenges and support you & the sales org effectively.
- Example: This company is led by a second-time CEO who has never scaled a business beyond 40 employees. The Head of Customer Success has no prior relevant experience, and the SDR Leader, with < 200 LinkedIn connections, has zero background in sales development. Worst of all, they havenât had a true sales leader for years, and this position reports directly to the CEOâa clear sign of disarray.
- Verdict: Strike 2
Step 3: Consider the Product and Market
Is the product exciting, and is the industry booming? Most importantly, will a future employer look at your experience and say, âI need you on my team because you worked thereâ?
- Example: This companyâs product isnât in a hot industry, doesnât seem to be a âmust-have,â and targets a persona that probably isnât eager to change their workflows or adopt new technology. Itâs not the kind of experience that will likely stand out on your rĂŠsumĂŠ in a positive way.
- Verdict: Strike 3
Step 4: Evaluate the Tenure and Talent of Past Salespeople
This might be the most telling sign of all. Check the track record of their sales team. How long have they stayed, and where have they gone?
- Example: The company currently has only one salesperson, an SDR, and only one person has lasted longer than a year in any sales roleâand just barely. For a company this old, this turnover rate is a glaring red flag that should make anyone think twice.
- Verdict: Knockout punch!
Final Thoughts
Thereâs nothing worse than joining a company you instantly regret. Take your time to evaluate opportunities upfront, especially when a company reaches out to you first. It could save you from a lot of pain, wasted time, and unnecessary stress.
Remember, thereâs no way to get every career decision right, and sometimes you have to take a calculated risk. But if youâre going to place a bet on your career, make sure itâs on a company that has more than just a good pitch. Do your homework and place your bets wisely.
Thanks for reading, and I hope this helps you make smarter career moves!