Sales vs Product roles: personality differences in data

Understanding the personality traits that contribute to success in different roles is of value for both companies and job seekers. This blog post jumps into the personality differences between Sales and Product Development roles, based on data from Gyfted. By examining these distinctions, we can gain valuable insights into what makes professionals thrive in each of these fields.

The data presented is based on a study conducted by Gyfted.me, involving 1,202 applicants across Sales & Account Executive roles and Product Development & UX roles. The study measured five key personality traits: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism – based on the OCEAN / Five Factor model.

Product Management vs Sales personality

Key Findings

1. Openness: both Sales and Product Development professionals show high levels of openness, with a slightly higher average for Product Development. This suggests that both roles require individuals who are receptive to new ideas and experiences, with Product Development potentially placing a greater emphasis on innovation and creativity.
2. Conscientiousness: Product Development and UX roles display a marginally higher level of conscientiousness compared to Sales roles. This could reflect the need for attention to detail and systematic approach often required in product development processes.
3. Extraversion: Sales professionals exhibit notably higher levels of extraversion compared to their Product Development counterparts. This aligns with the outgoing nature often associated with sales roles, where interpersonal interactions are frequent and crucial.
4. Agreeableness: both roles show similar levels of agreeableness, with a slightly higher average for Product Development. This suggests that while both roles benefit from cooperative and empathetic individuals, Product Development may require more consensus-building and teamwork.
5. Neuroticism: Sales professionals demonstrate lower levels of neuroticism compared to Product Development & UX. This could indicate that sales roles may benefit from individuals who are more emotionally stable and resilient in the face of rejection and high-pressure situations.

Sales and Product make Start-ups and Silicon Valley thrive

Why does this comparison, in particular, matter so much for tech companies and startups? Because both Sales and Product play critical roles in the success of start-ups and the broader Silicon Valley ecosystem. These are the two most important functions. The blend of personalities from both fields contributes to work culture. Very often sales-dominant cultures are found in enterprise software companies. Whereas product-led (and engineering-led) cultures are most often found in very ‘techy’ companies, B2C, marketplaces.

Implications for Hiring and Career Development

Sales drives revenue, essential for start-up survival and scaling. In essence, sales ‘keeps the lights on’. Depending on the model sales could, however, be marketing (in D2C/B2C models).

Software Engineering creates the innovative products that define tech companies. It is the “core” of tech in essence: a great product is a sine qua non factor to huge success, but not enough without sales, because products don’t sell themselves.

The synergy between these two functions allows for rapid product development, feedback loops and market penetration.

For Employers

• when hiring for Sales roles, prioritize candidates with high extraversion and low neuroticism.
• for Product Development positions, look for individuals with high openness and conscientiousness.
• consider using personality assessments as part of the hiring process to better match candidates to roles.

For Job Seekers

• if you’re highly extraverted and emotionally stable, you may find Sales roles particularly rewarding.
• those with a strong inclination towards openness and conscientiousness (eg. planning at work) might excel in Product Development roles.

While personality traits are just one factor in determining job fit and success, understanding these differences can provide valuable guidance for both employers and job seekers. By aligning individual strengths with role requirements, organizations can build more effective teams, and professionals can find positions where they’re more likely to thrive.

Know that these findings represent general data, and individual experiences vary GREATLY. The most successful teams often benefit from a diverse range of personalities and strengths.