Enterprise Account Executive Interview Scorecard
ZYTHR Resources •
September 11, 2025
TL;DR
This scorecard evaluates Enterprise Account Executives on skills that drive large, complex deals and long-term account growth. It prioritizes strategic selling, deal execution, stakeholder influence, and reliable forecasting to predict performance and hire for impact.
Who this scorecard is for
For hiring managers, sales leaders, and recruiters assessing senior quota-carrying AEs in complex, multi-stakeholder enterprise environments. Use during hiring debriefs and to align interviewers on observable behaviors that predict sustained revenue performance.
Preview the Scorecard
See what the Enterprise Account Executive Interview Scorecard looks like before you download it.
How to use and calibrate
- Pick the level (Junior, Mid, Senior, or Staff) and adjust anchor examples accordingly.
- Use the quick checklist during the call; fill the rubric within 30 minutes after.
- Or use ZYTHR to transcribe the interview and automatically fill in the scorecard live.
- Run monthly calibration with sample candidate answers to align expectations.
- Average across interviewers; avoid single-signal decisions.
Detailed rubric with anchor behaviors
Enterprise Sales Strategy
- 1–2: Cannot articulate an account strategy or relies on ad-hoc outreach without prioritization.
- 3: Creates clear account plans with target use cases and next steps for key accounts.
- 4: Designs multi-quarter strategies that map product value to buyer initiatives and ROI.
- 5: Defines account expansion motion, influences company strategy, and mentors others on strategic plays.
Deal Execution & Closing
- 1–2: Fails to drive deals to close; stalls at pricing or commercial terms without alternatives.
- 3: Manages deal process end-to-end and closes predictable transactions using standard tactics.
- 4: Anticipates barriers, creates alternative deal structures, and accelerates decision cycles.
- 5: Closes large, complex deals repeatedly, creates precedent-setting structures, and shortens sales cycle consistently.
Account Development & Prospecting
- 1–2: Relies solely on inbound leads or existing opportunities and rarely generates new pipeline.
- 3: Builds pipeline through targeted outreach and leverages referral paths.
- 4: Creates repeatable sourcing motions and opens new senior-level relationships proactively.
- 5: Originates large, strategic opportunities and builds long-term sourcing playbooks copied by peers.
Stakeholder Management & Executive Communication
- 1–2: Cannot identify or engage key stakeholders; communication is unclear or misaligned.
- 3: Engages appropriate stakeholders and communicates value clearly to mid-level buyers.
- 4: Builds trust with executives, tailors messaging to business outcomes, and secures executive sponsorship.
- 5: Shapes executive agendas, influences procurement and legal outcomes, and becomes a trusted advisor at C-level.
Opportunity Qualification & Pipeline Management
- 1–2: Cannot qualify opportunities; pipeline inflated with low-quality deals and poor next steps.
- 3: Uses qualification frameworks, updates CRM regularly, and prioritizes deals by likelihood.
- 4: Consistently advances qualified opportunities and eliminates low-probability deals early.
- 5: Predicts deal outcomes accurately, mentors team on qualification, and optimizes pipeline health metrics.
Product & Industry Expertise
- 1–2: Shows weak product knowledge and cannot relate product to customer problems.
- 3: Explains product capabilities and maps features to common customer pain points.
- 4: Links product value to customer ROI and differentiates versus competitors effectively.
- 5: Anticipates market shifts, advises product roadmap needs, and uses industry insights to open opportunities.
Forecasting & Cross-functional Collaboration
- 1–2: Misses forecast targets and struggles to coordinate with CS, legal, or product teams.
- 3: Provides reliable forecasts and collaborates with internal teams to close deals.
- 4: Proactively aligns cross-functional resources to remove blockers and improves forecast accuracy.
- 5: Drives cross-team initiatives that improve company-wide forecasting and deal velocity.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Enterprise Sales Strategy | 20% |
| Deal Execution & Closing | 18% |
| Account Development & Prospecting | 15% |
| Stakeholder Management & Executive Communication | 15% |
| Opportunity Qualification & Pipeline Management | 12% |
| Product & Industry Expertise | 10% |
| Forecasting & Cross-functional Collaboration | 10% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Enterprise Account Executive Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Enterprise Sales Strategy | Scalable account motion plus market-level playbook | 5 |
| Deal Execution & Closing | Regularly closes complex multi-stakeholder, multi-million deals | 5 |
| Account Development & Prospecting | Sources strategic accounts and triggers enterprise initiatives | 5 |
| Stakeholder Management & Executive Communication | Earns C-suite sponsorship and influences RFP outcomes | 5 |
| Opportunity Qualification & Pipeline Management | Highly accurate close predictions and tight pipeline hygiene | 5 |
| Product & Industry Expertise | Uses industry trends to create new sales angles and influence roadmap | 5 |
| Forecasting & Cross-functional Collaboration | Improves forecast accuracy and orchestrates cross-functional win plays | 5 |
Enterprise Account Executive Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Enterprise Sales Strategy | Clear plan for top accounts with prioritized plays | 3 |
| Deal Execution & Closing | Consistent quota attainment with standard closes | 3 |
| Account Development & Prospecting | Regularly generates net-new opportunities | 3 |
| Stakeholder Management & Executive Communication | Secures mid-level champions and executive meetings | 3 |
| Opportunity Qualification & Pipeline Management | Maintains clean pipeline with clear next actions | 3 |
| Product & Industry Expertise | Clear product-to-problem mapping and competitor awareness | 3 |
| Forecasting & Cross-functional Collaboration | Accurate forecast entries and timely cross-team coordination | 3 |
Enterprise Account Executive Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Enterprise Sales Strategy | No account plan, reactive outreach only | 1 |
| Deal Execution & Closing | Deals frequently slip or lose on commercial terms | 1 |
| Account Development & Prospecting | No proactive pipeline creation | 1 |
| Stakeholder Management & Executive Communication | Fails to engage decision-makers | 1 |
| Opportunity Qualification & Pipeline Management | Dirty CRM and many stalled, unqualified opportunities | 1 |
| Product & Industry Expertise | Cannot explain product fit for customer use cases | 1 |
| Forecasting & Cross-functional Collaboration | Repeatedly misses forecast and causes handoff delays | 1 |
Recruiter FAQs about this scorecard
Q: Do scorecards actually reduce bias?
A: Yes—when you use the same questions, anchored rubrics, and require evidence-based notes.
Q: How many dimensions should we score?
A: Stick to 6–8 core dimensions. More than 10 dilutes signal.
Q: How do we calibrate interviewers?
A: Run monthly sessions with sample candidate answers and compare scores.
Q: How do we handle candidates who spike in one area but are weak elsewhere?
A: Use weighted average but define non-negotiables.
Q: How should we adapt this for Junior vs. Senior roles?
A: Keep dimensions the same but raise expectations for Senior+.
Q: Does this work for take-home or live coding?
A: Yes. Apply the same dimensions, but adjust scoring criteria for context.
Q: Where should results live?
A: Store structured scores and notes in your ATS or ZYTHR.
Q: What if interviewers disagree widely?
A: Require written evidence, reconcile in debrief, or add a follow-up interview.
Q: Can this template be reused for other roles?
A: Yes. Swap technical dimensions for role-specific ones, keep collaboration and communication.
Q: Can ZYTHR auto-populate the scorecard?
A: Yes. ZYTHR can transcribe interviews, tag signals, and live-populate the scorecard.
See Live Scorecards in Action
ZYTHR is not only a resume-screening took, it also automatically transcribes interviews and live-populates scorecards, giving your team a consistent view of every candidate in real time.