What Hiring Managers Are Really Looking for in B2B Tech Sales Roles

The perception of B2B tech sales as an “easy job” is one of the biggest misconceptions in today’s job market. With mass layoffs across industries, rising unemployment rates, and thousands of professionals attempting to pivot into tech sales, hiring managers face a flood of applications for each opening. But the reality is clear: sales roles are not easy to land, and they’re certainly not easy to succeed in.

According to LinkedIn’s 2024 Global Talent Trends report, sales roles consistently rank among the top 5 most in-demand jobs worldwide — but also among the hardest to fill. Why? Because hiring managers are tasked with filtering through high application volumes to find not just any candidate, but the right fit with the right mindset and skills.

Let’s break down what hiring managers are prioritizing right now for entry-level sales positions like Sales Development Representatives (SDRs), Business Development Representatives (BDRs), Account Executives (AEs), and Customer Success Managers (CSMs):

1. Coachability and Growth Mindset

Sales is a skill, not just a personality trait. Managers want candidates who are open to feedback, adaptable to shifting targets, and hungry to learn. A candidate who can demonstrate a track record of self-improvement — through certifications, training, or even tangible results — stands out in a saturated market.

2. Business Acumen

Gone are the days when being “good with people” was enough. In B2B tech sales, SDRs and AEs are expected to understand business challenges, industry trends, and ROI. Hiring managers are looking for candidates who can show they understand the customer’s world, not just the product pitch.

3. Communication Skills — Written and Verbal

This goes beyond having a confident voice on calls. With so much sales engagement happening over email, LinkedIn, and video messaging, strong written communication is now a must-have. Hiring managers notice how candidates write their resumes, outreach emails, and even LinkedIn messages.

4. Resilience and Grit

The average SDR faces rejection over 40 times a day, according to The Bridge Group’s 2023 SDR Metrics Report. Hiring managers want candidates who can handle the grind, stay motivated, and bounce back. Those who can demonstrate resilience in past roles (sales or otherwise) earn major points.

5. Proven Commitment to Sales as a Career

With so many applicants “trying sales out,” hiring managers are skeptical of job hoppers. They’re looking for candidates who show a deliberate path into sales — whether that’s through certifications like the Adgility Tech Sales Certification (ATSC), internships, or documented achievements. Standing out requires showing that you’re not just chasing a paycheck — you’re building a career.

6. Customer-Centric Mindset

Especially for CSMs, companies want employees who think beyond quota. How do you deliver long-term value, foster loyalty, and reduce churn? Hiring managers are increasingly screening for empathy, problem-solving, and relationship management skills.

The Bottom Line

Yes, sales jobs are plentiful, but that doesn’t make them easy to get — or easy to keep. Hiring managers are under pressure to identify top talent among thousands of applications.

That means today’s candidates must stand out with relevant skills, proof of commitment, and the ability to articulate value.

For anyone considering B2B tech sales as a career path, the most effective way to differentiate yourself in this competitive climate is through structured training and certification. A program like the Adgility Tech Sales Certification (ATSC) not only validates your skills but also signals to hiring managers that you’re serious, prepared, and job-ready.

Get certified today by clicking here.