Define the commercial role
before starting the search.

Specify the freight modes, customer segments and geographical focus relevant to the role. Explain whether the priority is new business, account development, trade-lane growth or a combination.

These distinctions change the experience you need to assess. A broad sales title alone does not establish how a candidate has built relationships or handled the commercial responsibilities of a freight service.

Clarify who owns pricing, solution design, customer implementation and ongoing service issues. Describe the support available from operations, procurement and customer service.

A candidate should understand the decisions they can make and the responsibilities they share. This also helps the employer compare experience fairly during interviews.

Explore how the person identified opportunities, worked with operational teams and handled difficult customer situations. Ask about their contribution without requesting confidential customer lists or previous employers’ sensitive information.

Use the same core criteria across candidates. Separate essential experience from preferences that could unnecessarily narrow the search.

Confirm compensation parameters, working arrangements, interview stages and the people responsible for decisions. Set realistic communication expectations around the search.

A precise brief will not guarantee an appointment, but it gives everyone a clearer basis for evaluating suitability.