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06
November
2025
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A great hiring manager treats every stage of the process like a sales opportunity.
Every interaction with a candidate is a moment to learn, not just what they say but how they show up. How did they prepare? How did they engage with stakeholders? Did they take the time to present their point of view?
The way someone approaches the hiring process often mirrors how they will show up with customers.
“How you do one thing is how you do everything.”
That means the little things matter. Meeting hygiene. How they follow up. Whether they confirm next steps. Whether they proactively clarify who is involved in the decision.
When you are hiring someone with MEDDPICC skills, that lens becomes even more valuable. You are not just testing if they know MEDDPICC, but how they use it.
Do they apply it proactively or only in retrospect?
Do they think of it as a checklist, or is it built into how they think and operate?
You do not need to ask MEDDPICC-specific questions to find out. Just ask them to talk about a deal they are proud of, and see where the conversation goes.
If MEDDPICC is part of their natural workflow, it will show up without them trying. You will hear how they qualified, how they navigated the organization, how they thought about the Champion and the Economic Buyer, how they uncovered metrics, and how those elements tie together.
That conversation tells you much more than whether they can recite the acronym. It shows how they think, how honest they are about what worked and what did not, and how they fit culturally with your team.
Even if someone does not yet know MEDDPICC by name, you can still spot the potential. If they naturally think in a structured, customer-focused way, they will thrive once they are trained.
Ultimately, the hiring process is another opportunity to observe what you care about most:
Are they treating this like a transaction, or like a partnership worth winning?
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