The DRIVEN^™ framework

Determination is the internal motivation that pushes a salesperson to achieve goals and surpass targets. It's a critical trait as it ensures persistence and resilience in the face of challenges. To assess determination, look for evidence of goal-setting and achievement in their past roles.

Having relevant experience means the candidate has a background in similar industries or roles, which can lead to a shorter learning curve and quicker contributions to your team. Assess this by reviewing their resume and asking about specific industry knowledge and previous responsibilities.

Intelligence refers to the candidate's ability to understand complex concepts, analyze data, and make informed decisions. It's crucial for adapting to market changes, developing business acumen and gaining trust. Evaluate this through problem-solving questions and discussions about past strategic decisions and expertise.

The ability to connect well with a CFO or a skeptical end-user requires high EQ, the ability to read the room, adapt in real time, and build trust at every level of an organization. It's one of the strongest predictors of long-term sales success.

A strong sales hire has numbers, not narratives. Ask for specific quota attainment, deal sizes, and leaderboard rankings, then verify them with a reference who can speak to performance. If a candidate can't produce either, they may not be the right fit.

A well-managed career with few gaps or frequent job changes suggests stability and commitment. This can be assessed by reviewing their career timeline and discussing reasons for any transitions.