What GTM Hiring Managers Look For (Beyond Your CV)

We've interviewed dozens of hiring managers at Berlin and Munich startups. Their priorities rarely show up on your CV.

How Your CV Gets Read

Most hiring managers spend 6 seconds on your CV, scanning for red flags (gaps, job-hopping, inconsistencies) and green lights (relevant keywords, progression, achievements).

The CV gets you the interview. These five things get you the job.

The 5 Things That Matter

1. Coachability (Most Important)

What it means: Can you take feedback, apply it immediately, and improve?

How they test it: During role-plays, they'll give you feedback mid-exercise and watch if you adjust. In interviews, they'll challenge your answers and see how you respond.

How to show it:

• Ask "What could I have done better?" after any exercise
• When given feedback, say "That's a great point, let me try that"
• Share examples of times you changed your approach based on feedback

Red flag: Getting defensive, dismissive, or not incorporating feedback.

2. Curiosity & Research

What it means: Did you do your homework? Do you ask thoughtful questions?

How they test it: "What do you know about us?" and "What questions do you have?"

How to show it:

• Reference specific things about the company (recent funding, product launch, blog post)
• Ask questions that show you've thought about the role
• Show interest in the product and market

Red flag: Generic questions like "What does your company do?"

3. Communication Skills

What it means: Can you explain ideas clearly and briefly?

How they test it: Everything from your first email to how you structure interview answers.

How to show it:

• Use the STAR method for behavioral questions
• Be concise: say more with fewer words
• Listen actively and reference what the interviewer said

Red flag: Rambling, interrupting, or using buzzwords without substance.

4. Grit & Resilience

What it means: Have you overcome real challenges? Can you handle the tough parts of sales?

How they test it: "Tell me about a time you failed" or "How do you handle rejection?"

How to show it:

• Share real stories of overcoming adversity (doesn't have to be professional)
• Show that you've chosen hard things before: sports, side projects, working while studying
• Demonstrate self-awareness about your weaknesses

Red flag: No examples of challenges, or blaming others for failures.

5. Energy & Drive

What it means: Are you someone the team wants to work with? Do you bring positive energy?

How they test it: Your energy across the whole process, from application to final round.

How to show it:

• Show you want this job, and mean it
• Follow up promptly after every interaction
• Show hunger for the role without being desperate

Red flag: Low energy, passive answers, or seeming uninterested.

What Hiring Managers DON'T Care About

• Your GPA: Nobody asks
• Your university name: Startup founders often didn't finish college themselves
• Years of experience: For entry-level roles, 0-1 years is expected
• Perfect German: Most Berlin startups operate in English
• A "normal" career path: Bartenders, athletes, and musicians make great SDRs

The Hidden Evaluation

Hiring managers start judging you at the first email:

• Email response time: How quickly do you reply?
• Email quality: Is it well-written and professional?
• LinkedIn profile: Does it show initiative and professionalism?
• Scheduling: Are you flexible and organized?
• Follow-ups: Do you send a thank-you note after the interview?

Insider Tips From Real Hiring Managers

"I hired someone who had zero sales experience because they sent me a cold email that was better than what my current SDRs were sending." - Head of Sales, Series B SaaS

"Coachability is non-negotiable. I'd rather hire someone raw who listens than an experienced rep who thinks they know everything." - VP Revenue, Berlin Fintech

"The candidates who stand out always ask me about my career path. It shows curiosity and relationship-building skills." - Sales Manager, Munich Scale-up

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