Hiring Guide | AHA! Sales | Consulting & Partnerships

Round 1 - Screening Round - Past Experience | General Sales Acumen

Description of the round

The purpose of this round is to filter candidates applying for the role, should the candidate go to the next round, he/she will need to complete a 2 pager document explaining the benefits and working of a smart home system

What to look out for

Communication Skills - whether the candidate is articulate and the english is on point. Also simplicity quotient in communication (Whether the candidate is using jargaons or explaining it simply)

Body Language & Gestures - use of hands and expression while answering questions

whether approach to problem solving is structured or not ? (hint time taken to think and answer or asking more questions on the problem given instead of diving into answers)

• Passion: Look for enthusiasm about technology and sales.

• Experience: Gauge their prior experience and whether it aligns with the home automation sector.

• Motivation: Look for intrinsic motivation such as building relationships or solving problems, rather than just financial incentives.

Sample questions

1. Tell me about your sales experience, especially in the B2B or technology space.

2. Why are you interested in the home automation industry?

3. What motivates you in a sales role?

4. How do you typically handle rejection or a tough sales cycle?

5. whether their previous role was related to B2B Sales
6. what kind of challenges they faced in their past role and the learnings and knowledge gained out of those ?
7. Cross Question for evaluating depth on what they have worked on, to ensure they really understand what they are saying ?
8. Check if they can clearly articulate, quantify their impact of their work in the past role ?
9. In your last role did you receive any critical feedback, how did you incorporate the feedback ?
10. Who according to you is the decision maker for Home Automation purchases ?

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Nuances

Communication Skills: if the candidate has demonstrated excellent speaking skills?

Architectural Influence: if the candidate understands how architects influence specifications and how home automation can be integrated early into the design process ?

Sales Persistence: Did they demonstrate the understanding that home automation projects often involve long sales cycles, persistence and follow-up are critical for their success ?.

Customisation Skills: did they demonstrate the ability to tailor solutions to individual architects’ or clients’ needs ?

Project Willingness: candidates willingness to create a two pager document ?

Panelists

Hiring Manager

HR Recruiter

Round 2 - Core Sales Experience - Domain Knowledge (Project Review)

Description of the round

This round is to evaluate the project given at the end of Round 1 to create a 2 pager document explaining the benefits and working of a smart home system and evaluate the grasp of the domain knowledge and how they put that to the test.

What to look out for

​• Technical Knowledge: Whether they have taken the time to research and have basic grasp of how home automation systems work (smart lighting, switches, smart curtains etc.) ?

• Simplifying Complex Concepts: If they have the ability to explain technical concepts clearly and simply, especially to non-technical stakeholders like architect and the family ?

• Awareness of Market Trends: Whether they demonstrate knowledge of industry trends, new technologies in Home Automation, and customer expectations ?

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Sample questions

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1. Can you explain how a smart home automation system works ?​

2. How would you explain the benefits of home automation to an architect who is not familiar with Home Automation ?

3. What are some challenges you anticipate when proposing home automation solutions to architects?​

4. How do you plan to stay up-to-date with new technologies in home automation?

5. A customer tells you 'Automation makes you Lazy' how do you respond to that ?
6. What is wired automation and what are the benefits of wired vs wireless ?
7. Where did you go to research and make this document ?

Nuances:

Check the depth of understanding - (ability to articulate benefits is the key & if they mention matter | CSA | Zigbee its a plus plus

Check for simplicity in the communication on technical questions

Check for approach while researching for creating the two pager ?

Panelists

Hiring Manager

Member - Consulting Team

Round 3 - Business Understanding , Problem Solving Evaluation & Culture Fit

Description of the round

The purpose of this round is to assess the candidates business understanding, their approach to problem solving and evaluate if the candidate is culturally fit at AHA!

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What to look out for

​Sales Strategy: Were they clear, strategic thinking in navigating complex, long sales cycles.

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Relationship Building: Did they emphasize on nurturing long-term relationships, especially with architects who may have recurring projects ?

Handling Objections: Did the candidate explain how they overcome objections, such as price concerns or resistance to new technology, through persuasion and product value demonstration ?

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Sample questions

1. Tell us about a complex sale you closed creatively. How did your approach it and what was your different strategy ?
2. How do you plan to build long-term relationships with architects or interior designers?
3. How do you handle a situation where an architect is resistant to adopting AHA! home automation solution and is proposing another vendor who has a time tested product ?
4. Does your personal goals align with AHA!'s long term vision?
5. How do you plan to collaborate between the sales, technical, and marketing teams?
6. What are the top three factors that drive you to perform in a sales role?
7. How do you see yourself growing in this company?
8. What is your personal 5 Year Goal ? What designation - which industry which company ?

Panelists

Hiring Manager

Founder

Feedback + Rating Mechanism

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​Round 1

Deepdive nuance you tested

​Communication Skills: if the candidate has demonstrated excellent speaking skills?

Architectural Influence: if the candidate understands how architects influence specifications and how home automation can be integrated early into the design process ?

Sales Persistence: Did they demonstrate the understanding that home automation projects often involve long sales cycles, persistence and follow-up are critical for their success ?.

Customisation Skills: did they demonstrate the ability to tailor solutions to individual architects’ or clients’ needs ?

Project Willingness: candidates willingness to create a two pager document ?

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Pointers on which feedback is to be given

1. ​Sales Skills: Ability to present, negotiate, and close deals.
2. Communication: Ability to explain complex ideas simply.
3. ​Motivation and Drive: Enthusiasm for the role and hunger for long-term growth potential.

Round 2

Deepdive nuance you tested

Check the depth of understanding - (ability to articulate benefits is the key & if they mention matter | CSA | Zigbee its a plus plus

Check for simplicity in the communication on technical questions

Check for approach while researching for creating the two pager ?

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Pointers on which feedback is to be given

1. Technical Knowlege & Grasp
2. Communication: Ability to explain complex ideas simply.
3. Awareness on the Industry and Competition
4. Objection Handling

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Round 3

Deepdive nuance you tested

Problem Solving approach - whether structured or not ?

Cultural FIt

Pointers on which feedback is to be given

1. Sales Skills: Ability to present, negotiate, and close deals.
2. Technical Knowledge: Understanding of home automation products.
3. Communication: Ability to explain complex ideas simply.
4. Cultural Fit: Alignment with company values and team culture.
5. Relationship Building: Ability to nurture long-term client relationships.
6. Problem-Solving: Handling objections and overcoming challenges in the sales process.
7. Motivation and Drive: Enthusiasm for the role and hunger for long-term growth potential.

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Decision on candidates

Based on the feedback above, specify what would the deciding factor for hiring a candidate

Every Pointer is a Yayy or Nayy

>12 Yayy - Hired

10 - 12 Yayy - Round 4

<10 Yayy - Not Hired

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