Do you consider frequent "job hopping" when evaluating a new sales hire?

Context is key here.

What length of time constitutes job hopping? Was the candidate caught in layoffs? Were they presented with better job opportunities that were obvious advancements for their career? Do they take ownership of the times they were let go for performance?

Or does the candidate play the blame game and complain about every previous employer? Do they have excuses for every situation? 

I look for a strong sense of ownership, humility, and honesty in these hiring scenarios. 

I think it's important to understand the why behind the movement. 

Did the person quit every 9 months to pursue something else? Likely a red flag, especially in sales, as that's not enough time to learn to sell pretty much anything.

Were they faced with a few unfortunate situations because of layoffs and a turbulent market? Especially in the last few years with the downturn and the pandemic? Maybe we cut them some slack

For our team, it takes about 6 months to get to where you can add value and understand all the components.   One or two 2-year stints in a decade, are okay, as there are many issues that can happen on both sides.  But a continual 2-year tracking doesn't make me confident.  I'd like to see some 4-year roles in there, signaling they can around to see something through.