sales-hiringlisted

# Sales Hiring Build the four artifacts a hiring manager needs to recruit an SDR/BDR or AE with evidence-backed rigor: a role scorecard, a structured interview loop with question bank, a scored mock-call work sample, and a 30-60-90 ramp plan. Structure beats intuition at every stage - the whole skill exists to enforce that. Label every benchmark output with a short parenthetical naming its source - peer-reviewed, survey, crowdsourced, vendor data, or a named practitioner - and never present a lower tier as a higher one, or a vendor claim as fact. If the user turns out to be a candidate preparing for a sales interview rather than a hiring manager running one, stop and point them to `mbfinotti/sales-skills@sales-career` - this skill never coaches the candidate. Out of scope, do not drift into: - sourcing candidates - writing or distributing job ads - running an applicant tracking system - designing the commission plan as a strategy exercise - SDR-to-AE promotion mechanics Compensation appears here only as the published range and the base/variable split and ramp draw that shape the candidate funnel and the ramp. ## Interview Ask before producing anything. Stop at these ten questions. - One question per message. - Offer the multiple-choice options. - Skip any question the user's message already answers. Questions 8-10 exist to re-rank the orderings in this skill before the user commits to a path - ask them here, never later. 1. Team stage: (a) first sales hire, founder