4 validated competencies for the Account Manager (B2B) role
Selected from a library of 106 validated competencies — chosen because they predict commercial success, not because they sound good on a job description.
01
Building Relationships Across Levels
Hard to develop · Drives sustainable account growth
02
Listening
Developable · Without this, relevant signals are missed
03
Identifying Business Opportunities
Developable · Prevents the role becoming reactive
04
Act with Conviction
Developable · Without this, conversations stay pleasant but inconclusive
How to use this report
A 7-step structured interview process — ready to use today
1
Go through all competencies one by one — one question each, follow-up only when needed
2
Ask the same questions for every candidate — consistent wording removes personal bias
3
Score on STARR behavior — Situation, Task, Action, Result, Reflection. Missing element = max score 3
4
Assign scores immediately — never adjust after the interview
5
Use indicators as a checklist — not as a discussion
6
Probe only where needed — targeted, not everywhere
7
Compare and decide objectively — scores overrule impressions
Sample: Competency 1 of 4
Building Relationships Across Levels
During the interview, you assess whether the candidate demonstrably:
Identifies and clearly names multiple stakeholders with different interests
Switches between operational, tactical, and strategic levels
Invests in relationships without immediate commercial gain
Can tolerate tension or saying “no” without damaging the relationship
Is proactively approached by customers — pull instead of push
6
per competency
STARR questions + follow-up probes
Exact wording included — ready to ask in your next interview. All 4 competencies in the full PDF.
Sample: Red flags
Know exactly when to score lower — before gut feeling takes over
Each competency includes a red flag list. Two or more red flags = maximum score of 3, regardless of how well the rest of the interview went.
We had three candidates in one day and normally that ends in a lengthy debate. This time we had a decision within ten minutes. The scores said everything.
TK
Titia K.
HR Business Partner, Professional services
Verified
I use it for every account manager we hire. The red flags are the most valuable part. I recognised exactly why a previous hire didn't work out.
Pien P.
Senior Lead, NGO
Verified
When we recruit senior commercial roles for our portfolio companies, gut feeling is not good enough. This report forces the conversation to stay evidence-based. Exactly what you need at board level.
Arnoud K.
Board Member, Biotech investment
Use it for every future interview for that role
When you purchase a Competency Selection Report for a specific role, you can use it for all future interviews for that role.
✓No limits on the number of interviews
✓No expiration
✓No per-candidate fees
✓Permanent interview framework for that role
Buy it once, use it every time you hire for that role.
Need deeper validation? Extend your selection
The Competency Selection Report focuses on observable interview behaviour for the 4 most critical competencies.
For roles where higher predictive certainty is required, extend your selection with a Selection Assessment.
Measures 20+ competencies for the exact same role
Adds objective, standardised data to the interview outcome
Reduces reliance on self-reported behaviour and interview performance
HRorganizer methodology Built on professional selection practice.
Selection-ready output Designed for real interview decisions.
Final note
This product does not replace judgment, it disciplines it. By giving hiring managers a clear structure, better questions, and shared criteria,
the Competency Selection Report helps organisations hire with more confidence and less risk.
