If you’ve ever asked that question when hiring for your Online Sales role, you’re not alone. Many builders wonder, “Do I need a tech-savvy person? Someone with real estate experience? A salesperson with grit and charisma?”
Here’s the truth: You need a unicorn — the right kind of performer. The Online Sales role is a unique blend of communication, organization, and digital savvy — and is the love child between marketing and sales. The best hire isn’t always the most experienced person. It’s the one who brings energy, follow-through, and a process-driven mindset that converts more prospects into appointments. It’s also someone who is coachable and has a drive to learn and grow.
At Do You Convert, we’ve helped builders across the country hire and train hundreds of top-performing Online Sales Specialists. The secret? A proven 10-step process that attracts talent, filters out the wrong fits, and reveals true potential from the start.
But before we dive in, let’s set the stage. It’s not just an interview; it’s an audition.
This isn’t your typical hiring process. It’s an audition. Every email, call, and interaction gives you a real-time preview of how this person will treat your customers. You’ll see their communication skills, response times, professionalism, and personality in action — not just on paper. Watch closely. You’re not just asking questions; you’re experiencing how they’ll represent your brand and treat your customers.
It’s virtual, until it's not. Keep the entire process virtual until the very end. Why? Because that’s exactly how your prospects interact with your Online Sales Specialist, via phone, text, email, and video email. Resist the temptation to jump straight into in-person meetings. The final stage is the time to meet face-to-face and confirm what you’ve already seen through their virtual performance.
1. Post Online
Start with major job boards like Indeed.com, but don’t rely on them alone. Encourage word-of-mouth referrals and internal recommendations. Still, every candidate (yes, even those who may be an internal employee changing positions), should go through the same process.
2. Email Only
Request resumes by email only. No calls at this stage. Their written communication is your first insight into professionalism and tone.
3. Send a Questionnaire
When you receive a promising resume, send an email questionnaire. About half of the candidates won’t complete it — and that’s good. It filters out those without a natural follow-up drive.
4. Request a Phone Interview
If the questionnaire impresses you (watch those writing skills!), invite them to schedule a phone interview, but make them take the initiative. Ask them to confirm the time by both email and text.
5. Compare Responses
During the phone interview, use similar questions from the questionnaire. You’ll gauge consistency and get a sense of their verbal confidence and clarity.
6. Evaluate Follow-Up
After the call, wait a day. Do they send a thank-you or follow-up message? If they don’t follow up with you, they won’t follow up with prospects either.
7. Request a DISC Profile
Ask your finalists to complete a DISC personality profile (a free version works fine). The results reveal their communication style, work habits, and natural tendencies, providing valuable insights for coaching and assessing team fit.
8. Final Phone Interview
Now it’s time for upper management to join in. Role-play a scenario: pretend they’re on a call with a prospect and need to set an appointment and overcome an objection. Then coach them. You’re not looking for perfection; you’re testing how coachable they are.
9. Request a Video Email
Ask each candidate to visit bombbomb.com, create an account, and send you a 1-minute video explaining why they’re the best fit. Don’t give instructions beyond that. You’ll quickly see who’s resourceful and tech-savvy.
10. Conduct the In-Person Interview
Once you have one or two top contenders, bring them in. Introduce them to the team, visit communities, and watch how they interact in person. You’ll spot authenticity, confidence, and team chemistry right away.
Yes, it’s a lot of steps. But each one is designed to reveal the candidate’s true potential. By the end, you’ll know whether they:
We lovingly call this “the gauntlet” because it’s meant to be challenging. That’s how you find your top performer.
This process helps you identify candidates who are:
In short, you find people who make you excited to work with them. This hiring process is designed to reveal the truly committed ones.
This isn’t about luck; it’s about process. Follow the steps, stay consistent, and you’ll uncover the kind of Online Sales talent that transforms your customer experience and drives healthy conversions in your organization.
Commit to the process. Your next Online Sales Superstar is out there, and the right person is worth every step.
