Preguntas de entrevista de Vice president of sales
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Preguntas de entrevista para Vice President Of Sales compartidas por los candidatosPrincipales preguntas de entrevista
Do I have children. I didn't think it made any sense, but then found out that the company is planning on rolling out a new benefit package for employees children about healthcare.
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2 kids
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the reason the company asked about how many children is because they believe in taking care of their employees and pay those with more children more monies and are also more understanding when those employees have to take off early from work to take kids to school and things like that Menos
Many questions were asked about my leadership style
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What kind of work environment I was looking for.
2 respuestasWhat would I do if I did not have to work.
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Lay on the beach all day long
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I wouldn't lay on the beach - because I really like the job that I had
Tell me who you know.....tell me their titles, tell me what there phone numbers are
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I told them to hire me first!
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Joke of an individual, as soon as you speak to him you will understand.....
Why are you in sales?
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Because I love the hunt and I love the rewards, and I love serving my customers.
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Because I love to provide affordable solutions to individuals and companies that need my products and services. Menos
Was I willing to travel
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Yes, I was willing to.
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So you have worked there for two years and interviewed with Matt Reese? You are an idiot like the rest of the RJO idiots since his last name is Rees. Tell Corky to take a drug test Menos
How would you reorganize and restructure an organization that the company wanted to take in a completely new direction?
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Basically stated I would need a complete review of the organization structure, P&L, financials, the board's goals and timeline, interviews with key players and key customers. Would take the first 90 days for discovery and implementation planning, goal setting, hiring lieutenants, and would then take the next 6 months in implementation, with bi-monthly updates for the CEO and Board, as necessary. Menos
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I would gain a clear understanding of the corporate goals. Understand the team members and each of their strengths. Create an initial 90 day retention plan and determine if any of the exiting team have a place within that plan based on their skills - not their current role. Be honest, direct and specific in delivering all messaging to the team and to the board. Set clear expectations for each team member and each superior as to expectations and deliverables. Ensure a proper timeline aligns with the goals. EXECUTE! Menos
What keeps you up at night?
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My children, their hopes, their dreams, and getting this position and working hard and being compensated for that hard work. Menos
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Was this for a specific territory or an office job?