So, you’ve narrowed your field of candidates and carefully assessed their resumes. They all have the professional background you’re looking for and you think they’ll perform well as your new Sales Enablement Manager. Congratulations, you’re in the home stretch! But there’s still one “x-factor” that will have a significant impact on their success in the role — personality.

Similar to a Sales Operations role, a Sales Enablement Manager’s job is to create better organization and execution across sales. That’s why it’s crucial to not only find the right candidate whose skills and experience touch upon many different areas but someone who has the right temperament too.

Here are some personality traits to look for in interviews, and the questions you should ask to dig deeper.

1. What you’re looking for: Someone who’s highly organized

Let’s be honest — in an interview, everyone claims to be highly organized. It’s simply one of those things you say in an interview, along with being “reliable” and “punctual.” But this is an important characteristic that shouldn’t be overlooked, particularly in Sales Enablement Managers.

2. What you’re looking for: Someone who’s intellectually curious

You not only want a smart candidate, but one that’s also willing (and enthusiastic!) to go the extra mile. This may sound like a no-brainer, but no candidate will know everything and having someone interested in continually expanding their knowledge and skillset is a boon to any company.

3. What you’re looking for: A clear and patient communicator

In addition to a healthy thirst for knowledge, they should also be a good teacher. Since it’s the Sales Enablement Manager’s job to be the ground zero of sales — actually enabling them to be in a better position to sell — it’s important that they’re able to easily communicate to the rest of their team.

Clearly conveying concepts while avoiding being condescending can be challenging. How good are they at explaining topics?

4. What you’re looking for: Good people skills

Ah yes, the one thing every company says they want but most have difficulty actually finding. How do you assess someone’s “people skills”?

Sure, you talked to them in the interview and they seemed nice and gregarious enough, but does that really tell you about how they manage a team and work with others?

What tips do you have for hiring a sales enablement manager? Let us know in the comments!