Sales candidates are trained communicators. They can build rapport fast, tell a great story, and look confident in an interview. So how do you tell the difference between real capability and interview polish?

In Episode 4 of The Talent Lab, Brad McMillan and Marina Hart (RPM ReSearch) sit down with Aaron Schieving, a commercial leader with 20+ years building teams across biotech and life sciences. Aaron explains why commercial hiring is high-stakes in life sciences: sales cycles can run 6–9 months, and a mis-hire can delay revenue and force you to restart onboarding and training all over again.

Aaron walks through a structured hiring process built to reduce gut-feel decisions, including his “ticket” (a clear definition of the ideal hire), a 30-minute conversation before any formal interview, and a sales assessment built around five common weaknesses that can limit performance: need for approval, emotional involvement, money weakness, self-limiting beliefs, and buy cycle.

He also shares why he gives candidates their results—whether he hires them or not—and how transparency can strengthen your employer brand over time.

Link to Aaron Schieving book:

https://www.amazon.com/Infinite-Positivity-practical-business-customers/dp/B0DGF83ZPM