You can train skills. You can't train excitement. Most one-on-one interviews with sales candidates focus on can they sell. Fewer founders spend real time on do they actually want what we're building. That's a mistake. A rep can nail every objection-handling question and still be gone in four months if they were never bought into the mission in the first place. The interview isn't just there to confirm capability. It's there to test conviction — does this person get genuinely energized talking about where the company is headed over the next 5-10 years? Do their instincts line up with how your team actually operates, not just what they say when asked "what are your values?" You won't know for certain until you see it play out on the job. But the signs are there in the room, if you're actually listening for them instead of just scoring their pitch. Before your next interview, write down two questions specifically designed to surface whether a candidate is excited about your company's...