Strategic Account Executive Interview Scorecard
ZYTHR Resources •
September 11, 2025
TL;DR
A focused interview scorecard for hiring Strategic Account Executives that prioritizes strategic selling, revenue delivery, and cross-functional execution. It helps interviewers consistently evaluate candidates on account planning, stakeholder influence, negotiation, and measurable commercial impact.
Who this scorecard is for
Designed for hiring managers, sales leaders, and interview panels evaluating senior enterprise-selling candidates. Useful for recruiters and sales enablement to align interview criteria and compare candidates objectively.
Preview the Scorecard
See what the Strategic 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
Account Strategy & Planning
- 1–2: No clear account plan; reactive activities without defined objectives or milestones.
- 3: Creates basic account plans with target outcomes and key stakeholders identified.
- 4: Develops multi-year account strategies with prioritized opportunities and risk mitigation.
- 5: Leads account transformation plans that align with customer objectives and drive new business models.
Pipeline & Forecast Accuracy
- 1–2: Pipeline is inaccurate or inflated; cannot explain deal stages or timing.
- 3: Maintains pipeline and gives reasonable explanations for forecasts.
- 4: Regularly produces reliable forecasts and updates based on deal evidence.
- 5: Consistently exceeds forecast accuracy through disciplined deal qualification and risk control.
Revenue Generation & Quota Attainment
- 1–2: History of missed targets and inability to close sizable deals.
- 3: Meets quota with steady performance and predictable renewals/expansions.
- 4: Consistently delivers above quota through new logo wins and expansions.
- 5: Drives major revenue growth, opens strategic accounts, and expands enterprise footprints.
Relationship Building & Stakeholder Influence
- 1–2: Struggles to engage senior stakeholders or maintain relationships.
- 3: Builds reliable relationships with primary sponsors and users.
- 4: Influences multiple stakeholders and secures executive buy-in.
- 5: Shapes customer strategy, becomes trusted advisor across executive teams.
Solution & Commercial Acumen
- 1–2: Limited understanding of product value or commercial levers.
- 3: Explains how product solves customer problems and commercial terms.
- 4: Tailors value propositions to customer economics and competitive landscape.
- 5: Crafts creative commercial models that increase deal value and margin.
Negotiation & Contract Management
- 1–2: Poor negotiation outcomes; accepts unfavorable terms or stalls deals.
- 3: Manages standard negotiations and closes contracts with acceptable terms.
- 4: Navigates complex terms, mitigates risk, and shortens close cycles.
- 5: Leads high-stakes negotiations to win strategically important, low-risk contracts.
Cross-functional Collaboration & Execution
- 1–2: Works in isolation; fails to align with CS, Product, or Marketing.
- 3: Collaborates with internal teams to deliver commitments and handoffs.
- 4: Coordinates cross-functional resources to execute strategic account initiatives.
- 5: Mobilizes multiple teams to deliver integrated, high-impact customer outcomes.
Scoring and weighting
Default weights (adjust per role):
| Dimension | Weight |
|---|---|
| Account Strategy & Planning | 18% |
| Pipeline & Forecast Accuracy | 14% |
| Revenue Generation & Quota Attainment | 20% |
| Relationship Building & Stakeholder Influence | 17% |
| Solution & Commercial Acumen | 11% |
| Negotiation & Contract Management | 12% |
| Cross-functional Collaboration & Execution | 8% |
Final score = weighted average across dimensions. Require at least two “4+” signals for Senior+ roles.
Complete Examples
Strategic Account Executive Scorecard — Great Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Account Strategy & Planning | Comprehensive multi-quarter plan tied to measurable customer outcomes. | 5 |
| Pipeline & Forecast Accuracy | Predicts outcomes ahead of time and adjusts pipeline proactively. | 5 |
| Revenue Generation & Quota Attainment | Consistent overachievement and significant strategic account growth. | 5 |
| Relationship Building & Stakeholder Influence | Trusted by C-levels and drives strategic, cross-organization initiatives. | 5 |
| Solution & Commercial Acumen | Designs innovative pricing or packaging to win complex deals. | 5 |
| Negotiation & Contract Management | Secures favorable terms in complex negotiations and accelerates closure. | 5 |
| Cross-functional Collaboration & Execution | Leads cross-functional programs that achieve major customer milestones. | 5 |
Strategic Account Executive Scorecard — Good Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Account Strategy & Planning | Written plan with top opportunities and next steps. | 3 |
| Pipeline & Forecast Accuracy | Forecasts match CRM and recent deal activity. | 3 |
| Revenue Generation & Quota Attainment | Regularly achieves quota and closes expected deals. | 3 |
| Relationship Building & Stakeholder Influence | Engages sponsors and maintains regular executive touchpoints. | 3 |
| Solution & Commercial Acumen | Presents clear solution fit and business case. | 3 |
| Negotiation & Contract Management | Closes deals with standard concessions and reasonable timelines. | 3 |
| Cross-functional Collaboration & Execution | Timely handoffs and joint plans with customer success. | 3 |
Strategic Account Executive Scorecard — No-Fit Candidate
| Dimension | Notes | Score (1–5) |
|---|---|---|
| Account Strategy & Planning | No documented plan or priorities for key accounts. | 1 |
| Pipeline & Forecast Accuracy | Misses forecast frequently and cannot justify status. | 1 |
| Revenue Generation & Quota Attainment | Pattern of repeated quota shortfalls. | 1 |
| Relationship Building & Stakeholder Influence | Limited contact with decision-makers; relationships not sustained. | 1 |
| Solution & Commercial Acumen | Cannot articulate value or ROI for customers. | 1 |
| Negotiation & Contract Management | Frequently concedes key terms that harm margin or scope. | 1 |
| Cross-functional Collaboration & Execution | Missed deliverables due to poor internal coordination. | 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.