Sales Interview Scorecard Template: Hire Confidently in Oxford and Across the UK in 2026

Why a scorecard? It reduces bias, speeds decisions, and improves quality of hire—vital in Oxford’s competitive market.

Competencies & weightings (1–5 scale)

• Prospecting & pipeline (20%) – Methods, volume, channel skills.
• Discovery & qualification (20%) – Question depth, frameworks (BANT/MEDDICC).
• Value communication (15%) – Tailors message to sector (SaaS, biotech, professional services).
• Objection handling (15%) – Structure, recovery, examples.
• Closing & next steps (10%) – Clarity, trial closes.
• Coachability (10%) – Response to live feedback.
• Culture & mission alignment (10%) – Pace, collaboration, hybrid norms.

How to run the interview

1. Intro (3 min): Agenda, time checks.
2. Experience deep‑dive (10 min): Evidence‑based questions.
3. Role‑play (10 min): Selling into an Oxford Science Park prospect.
4. Q&A (5 min).
5. Wrap‑up (2 min): Next steps within 24 hours.

Decision framework

Two interviewers score independently; average totals; hire thresholds: SDR ≥ 3.2, AE ≥ 3.4, AM ≥ 3.6. Capture verbatim evidence for audit trail.

Downloadable

Ask us for a printable PDF/Google Sheet version with auto‑totals and guidance.

FAQ

How do we adapt for senior roles? Add strategy & leadership (10%) and reduce prospecting weight.
Can we assess technical products? Add a short demo explanation scored for clarity.

TY Recruitment trains hiring teams to interview consistently and confidently.