Want the Job? Know Your Metrics

A Comprehensive Guide For GTM Candidates

Let’s set the scene.

You’re sitting in an interview, feeling confident. The interviewer leans in and asks, “Tell me about your performance in your previous role.” You start to talk about how great your team was, how much effort you put in, and the projects you worked on. But suddenly, the interviewer interrupts:

“Great, but can you tell me specifically—what was your quota attainment last year? How many MQLs did you generate? What was your customer retention rate?”

You pause. You hesitate. You fumble.

If this sounds familiar, you’re not alone—but you’re also in trouble. Here’s why:

Numbers Speak Louder Than Words

As recruiters, we’ve seen it time and time again. Candidates who know their performance metrics stand head and shoulders above those who don’t. It doesn’t matter if you’re in sales, marketing, or customer success—the language of business is numbers.

Here’s the harsh truth: Most candidates don’t know their own performance metrics. In fact, industry experts report that an overwhelming majority of job seekers cannot accurately articulate their past achievements. Misty Jurney, an experienced recruiter, noted plainly: “Most candidates don’t know their numbers.”

And it matters—a lot.

Why Numbers Matter in GTM Roles

In Sales, quota attainment is everything. Yet, a shocking fact remains: less than half (46.7%) of sales professionals globally achieve quota. If you’re interviewing for a sales position and can’t provide clear, specific data around your revenue, pipeline growth, or conversion rates, it raises massive red flags. Hiring managers aren’t just looking for charm and charisma—they need to know you can close deals and drive revenue.

In Marketing, it’s about measurable impact. Good marketing candidates don’t just say, “I ran successful campaigns.” They quantify their success: “I grew web traffic by 35%,” or “My email campaign achieved a 5% conversion rate.” If you can’t speak to these metrics, you’re signaling a lack of accountability or effectiveness.

In Customer Success, retention and customer satisfaction are your lifeblood. Successful CS candidates share metrics like retention rate improvements, churn reduction, upsell percentages, and Net Promoter Scores. Without these specifics, your claims of maintaining “great relationships” sound hollow and unconvincing.

What Recruiters Actually Think

Here’s some insider truth: when recruiters at O&J speak to candidates, they’re not just looking for likable people—they’re looking for proven achievers. Adam Bell emphasised:

“Candidates who genuinely hit their numbers always remember them. If they don’t, they either didn’t perform or didn’t care enough. Both scenarios worry us.”

Your inability to provide clear metrics signals either poor performance or poor awareness—and both can be fatal in an interview process.

How to Nail Your Numbers in an Interview

Knowing your numbers isn't just a nice-to-have—it's your competitive advantage. Here's exactly how you can master this: