We've interviewed thousands of candidates from South Africa, Pakistan, Portugal, the Philippines, and everywhere in between. The ones who make it into our top 2% share something in common, and it has less to do with where they went to school than you might think.
Communication That Connects
When you're working remotely for companies in the US, Europe, or Australia, your ability to communicate clearly matters more than almost anything else.
Can you explain a complex idea simply? Do you listen before you respond? When something goes wrong on a call, do you freeze up or do you handle it with composure?
Our AI interview process picks up on these signals. We're listening for candidates who can hold a conversation naturally, who ask thoughtful questions, and who can adapt their communication style to different situations. The candidates who try to sound impressive usually don't make it as far as the ones who just try to be clear.
Actual Experience With the Tools
We ask about tools like HubSpot, Salesforce, Apollo, LinkedIn Sales Navigator, and Outreach for a reason. Companies hiring through Huzzle need people who can hit the ground running. They don't have six weeks to train you on basic CRM navigation.
But here's the thing: we're not looking for expertise in every platform. We want to see that you've genuinely used at least a few of these tools in real work situations. That you understand the logic behind a multichannel sequence. That you know what it feels like to book a meeting from a cold email that actually worked.
If you've spent time running outbound campaigns, managing a pipeline, or coordinating between sales and marketing teams, that experience shows. It's hard to fake.
Ownership Over Excuses
One pattern we see consistently in top performers: they take responsibility for outcomes. When a campaign underperformed, they don't blame the lead list. They talk about what they tried, what they learned, and what they'd do differently.
This mindset shows up in small ways during interviews. The candidates who make it into the top 2% tend to speak in specifics rather than generalities. They can tell you exactly how many meetings they booked last quarter, what their conversion rates looked like, and what strategies moved the needle. They've done the work of understanding their own performance.
Resilience Without the Drama
Remote sales roles come with rejection. A lot of it. Prospects ghost you. Deals fall through at the last minute. Some days, nothing seems to work.
The candidates we look for don't pretend this doesn't bother them. But they also don't let it derail them. They've developed ways to stay consistent even when the results aren't showing up yet. They understand that prospecting is a numbers game, and they've built the habits to keep showing up.
When we ask about challenges in past roles, we're listening for how you processed difficulty. Did you spiral, or did you problem-solve? Did you wait for someone to fix things, or did you figure out a way forward?
"Huzzle deserves the hype. Huzzle has helped a great deal in my job search and has matched me with a company I absolutely love working for. Would I recommend Huzzle? One hundred percent, YES!"
— Jemma, Sales Development Representative at Sentrama
Genuine Curiosity About the Work
The best SDRs and BDRs we place aren't just good at following scripts. They're curious about the companies they're selling for, the problems those companies solve, and the people they're reaching out to. They do research before calls. They notice things about prospects that others miss.
This curiosity is hard to train. You either care about understanding the context behind your outreach, or you don't. The candidates who care tend to ramp faster and perform better long-term.
A Note on the Interview Process
Our interview is designed to be fair. It's AI-powered, which means your background, your appearance, and your name don't factor into the initial evaluation. What matters is how you perform in the moment.
Twenty minutes. That's all it takes to be considered for hundreds of roles with companies across the US, Europe, and Australia. No endless application forms. No waiting weeks for a recruiter to get back to you.
If you make it through, you'll be matched with opportunities that fit your experience and goals. If you don't make it this time, you'll know quickly and can focus your energy elsewhere. Either way, the process respects your time.
What the Top 2% Looks Like in Practice
Here's the reality: the candidates who land in our top tier don't have one magic quality. They're a combination of things. Strong communication. Relevant experience. A track record they can speak to with confidence. The ability to stay grounded under pressure. And genuine interest in doing the work well.
None of these qualities require a specific degree or background. They require intention and effort. The candidates who develop these skills, wherever they happen to be in the world, are the ones companies want to hire.
That's what we're looking for. And if that sounds like you, we'd like to meet you.
