In a complex field like ad tech, curiosity is as critical as experience. Interviewers should assess this by seeing if candidates drive the conversation with insightful questions. A lack of curiosity is a major red flag, suggesting they won't thrive in a dynamic environment.
The next major shift in ad tech is performance-based CTV. This merges the attention of linear TV with the accountability of digital media, allowing advertisers to tie ad spend directly to outcomes like sales—a revolutionary change from traditional television's limitations.
In a collaborative sales environment, a candidate's ability to be a good teammate is more valuable than their contact list. A difficult personality with a great rolodex can harm team productivity, whereas a collaborative person can be supported in building their own network.
To empower teams to act without perfect data, leaders must cultivate psychological safety. This means explicitly framing well-intentioned mistakes as acceptable risks. It encourages reps to trust their instincts and take necessary steps forward in gray areas.
To sustain sales team hunger, leaders should prioritize small, daily recognitions over waiting for major milestones. A quick Slack message acknowledging good work reinforces positive behavior and connects daily effort to the bigger picture, making people feel their work is appreciated.
The availability of real-time data in ad tech allows for a "daily rigor" management style. Instead of long feedback loops, leaders can steer the business daily in "war room" meetings, tracking deals and numbers to maintain intensity and react quickly to performance.
When a company has strong inbound interest, the sales playbook shifts from aggressive outreach to rigorous partner qualification. The team acts more like a DSP's supply side, carefully selecting who to work with to ensure quality and strategic fit, rather than working with everyone.