Hiring Managers help! · Evolve Your Success

Hiring Managers help!

Hi everyone,

I recently interviewed for a Territory Manager role with a larger company, and I walked away with more questions than answers. Some of the questions caught me off guard, and I’d really appreciate advice on how to better prepare and respond next time.

Addressing Reservations: The hiring manager expressed hesitation due to my lack of experience in a quota-bearing role. How should I reframe my value in this situation—and more importantly, how do I close effectively after addressing the concern?
Tracking Metrics in 1099 Work:They asked if I tracked metrics in my private practice (1099 work), whether I had a self-imposed quota, how I measured it, and what growth I projected and how I determined that. I’ve never been in a traditional sales role with formal quotas—my income was my metric. While I do use spreadsheets and a CRM to track business, I wasn’t sure how to speak to forecasting or defining growth goals from a financial perspective. Can anyone shed light on how to approach this without guessing?
Situational Question – Double-Booked Accounts:They asked: You’re double-booked. One case is with a long-term account providing over 50% of your business. The other is a new account you’ve been working on for a while and finally got a shot. No one else can cover either. What do you do? I’d love to hear how others would handle this and articulate their thought process.
Breaking into a New Account with No Contacts:Another question: You’re assigned a new account with zero existing contacts, and no one on the team has access either. What’s your plan to get in the door? I’d love to hear step-by-step strategies or examples others have used.
Level of Mentorship Expected in New Roles:Lastly, I left the interview feeling like the hiring manager wanted someone fully plug-and-play, with zero need for guidance. She said my clinical background "didn’t really matter" because she could teach that part easily. It seemed like niche-specific experience outweighed everything else. My question is: Is this expectation typical? I believe even experienced reps need some level of mentorship when entering a new company. How do you reframe the value of clinical and transferable experience in a way that doesn’t come across as needing "hand-holding"?

Thank you in advance—this was a humbling experience, and I really want to grow from it.

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