If you’re hiring sales talent in the US right now, or interviewing for a sales position yourself, chances are you’ve seen a familiar trend creeping into the process: 

Mock sales calls. Pitch simulations. “Sell me this pen” moments. It’s giving… Wolf of Wall Street. 

Some leaders swear by them. Others say they’re outdated, performative and nothing like a real sales cycle. 

In our latest debate, Sydney Gagnon (Principal GTM Recruiter, US) argues the case for roleplay. Jason Pho (Director of Technology Recruitment, US) argues against. Here’s where they landed, and what it means for your next sales hire (or interview). 

The case for: roleplays earn their place at the table 

Sydney’s take is simple: if you’re hiring someone to sell, you should see them sell. 

“We test engineers, marketers, tech talent, so why is sales different?”  

Sydney explains why roleplays deserve a seat at the table: 

• You get to see someone in action, not just hear the pitch about them. 

• You see how they handle pressure, objection handling, tone and presence. 

• It separates strong interviewers from strong closers. 

• You also get insight into coachability. 

“The best hiring managers get candidates to roleplay twice, once raw, once after feedback. The improvement tells you everything.” – Sydney 

And in a remote-first world? The bar is even higher. 

“You’re not sitting next to them every day so you want proof they can actually do it.” 

For startups, the stakes are even higher. Lean teams, tight cash flow, and very little room for a mis-hire means it’s crucial for founders to get the right talent through the door. 

The case against: roleplays are unrealistic and high-pressure 

Jason sees the value but argues roleplays are not always realistic and can be a high-pressure environment. 

“It’s artificial pressure. A performance. Not always a real reflection of how someone sells.” – Jason 

Jason’s biggest flags: 

• Great sellers freeze when it feels performative. 

• You risk losing talent who don’t want to ‘perform’ on camera. 

• It can exclude introverts + non-native English speakers, even if they’re top closers. 

• It favours rehearsed performers over relationship builders. 

And when it comes to senior sellers with a proven track record?  

“If someone’s made millions in revenue, you shouldn’t need them to prove it via a fake pitch.” 

He also calls out the friction factor. Each extra step is one more chance for candidates to drop out – especially in a competitive market. 

The middle ground: test reality, not theater 

After 30 minutes of debate, Sydney and Jason found common ground:  

Roleplays have value, when they reflect real selling. Not rigid, not scripted, not one-size-fits-all. The key is keeping them flexible and human – letting candidates pitch a product they already know, having prep time rather than throw a cold script at them, or even submitting a real sales call or demo recording instead of a staged performance. The goal isn’t theater, it’s authenticity. 

“Roleplays work when they cut the fluff and show how someone really sells — not how well they act.” – Sydney 

“Flexibility keeps you from filtering out great talent for the wrong reasons.” – Jason 

The verdict  

So which one wins – to roleplay, or not to roleplay? 

Roleplays can be powerful, if they test reality, not theater. 

Used well, they reveal confidence, clarity, curiosity and coachability. Used poorly, they shrink your talent pool and reward the loudest voice. 

In a US market where sales salaries are rising, competition is intense, and startups can’t afford mis-hires, more hiring managers are choosing to see sellers in action. But only if the process is fair, flexible, and human. 

A final word to candidates: how to ace a roleplay 

If you’re walking into a mock closing call or pitch simulation, Sydney’s advice is clear: 

• Don’t wing it. Do the prep. Use the brief. Anticipate objections. 

• Don’t script every word. Hiring managers don’t want to hear you reading. Let your energy and personality come through. 

• Ask questions. Selling is listening, not monologuing. Clarify the problem before you pitch the solution. 

• Use your recruiter. 

“They know exactly what the hiring manager is looking for and can help you prep and win the roleplay.” – Sydney 

Whether you love them or hate them, roleplays are becoming part of the sales interview toolkit in the US. 

The smart move, for both candidates and hiring managers, isn’t to avoid them. It’s to design (and approach) them in a way that tests real selling, not just a well-rehearsed act.