Super Salesperson. The Search for a Myth
Super Salesperson. The Search for a Myth
I recently attended a company offsite where the core idea was simple:
“Find the super salesperson — and we’ll dominate the market!”
But maybe the issue isn’t finding the right people,
it’s how we’re hiring them.
The False Promise of “the One”
Vacancies open during the hottest season —
when teams should be selling, not onboarding.
HR can handle the paperwork,
but the real training still falls on sales leadership.
Most companies make the same mistake:
they chase the finished hero,
instead of building a system that creates them.
How to Spot Real Talent
After years of interviews, I’ve found that a few simple questions
reveal everything about a candidate’s mindset and skill level.
1. “Thanks for coming. The floor is yours.”
A test of initiative.
Strong salespeople take control and lead the meeting.
Weak ones wait for prompts.
If you have to drag them through — it’s already a no.
2. “What would your former manager say about you?”
Confident people answer directly.
Defensive ones hide behind:
“Ask them yourself.”
3. “How did you prepare for this meeting?”
If they say “I just sent my CV and came in” —
you don’t need to ask anything else.
Real salespeople prepare —
they research, they read, they know who they’re talking to.
4. “You’re good, but not the best. I’m looking for the best.”
A challenge.
Winners will start selling themselves harder.
Losers will give up.
5. “What do you think of our talk so far? Where are we heading?”
Top salespeople will try to close — even in an interview.
They’ll say something like:
“Let’s discuss my start date.”
The “Sell Me This Pen” Myth
That exercise is worn out.
It doesn’t show skill — it shows clichés.
A better test:
“Sell me on wh