Question 1

What Markets Do You Target? Will The Sales Assessment Be Given in Different Languages to Candidates?

Accepted Answer

Yes, we target LATAM and US based businesses, candidates applied to your job san take the sales assessment in different languages including Spanish. if your business operates in different language than English, you'll still be able to identify top sales talent in the following roles: sales, sales management, or sales leadership. Results of assessment however in English but we can gather and talk about results with you!

This is for you specifically if your:
• Industry is SaaS/Software, Tech Companies, Manufacturing or service based company.
• LATAM or U.S based companies.
• Company Size of 50–200 employees, whether you’re a Series C scale-up or a bootstrapped. We also accept series a and b.
• Sales Orientation: Companies with dedicated sales teams or a significant focus on sales improvement—especially if you’re seeing turnover rates above 20% or struggling with retention or started to notice red flags either in sales, sales management or sales leadership or simply you want to get top sales people.
•  If you don’t have an internal HR department, or HR not specialized or failed in sales recruiting and not producing quality candidates. Or if you have no HR at all you want to improve results significantly. This is for you.

Question 2

What is Result Closers Experience in The B2B Market? What Statistics Are There?

Accepted Answer

Result closers is a licensed sales professional partner, with track record partnering with Objective Management Group helping B2B clients improve sales hiring (high turnover) or team evaluation via sales assessments. The solution we provide has 30 years of data with over 100,000 salespeople assessed of 2,000 companies.

OMG Statistics:
 • Sellers with high competency scores are 50% more likely to be top performers.
 • Only 27% of salespeople are strong at qualifying prospects — one of the biggest reasons for missed revenue.
 • Strength in just a few of the 21 core sales competencies often predicts quota-crushing performance.
 • 56% of sales people are in the wrong role.
 • 64% of sales teams significantly misaligned.
 • Only 16% of sellers are considered top sellers
 • Top performers are 4x more likely to exceed the win rate than the rest. Top performers being 33% while the rest is only 9%. That’s % of salespeople exceeding expected win rate.

Question 3

What Makes Result Closers Different from Other Firms?

Accepted Answer

At Result Closers, we have a structured, data-driven approach to help you identify a sales talent. We use a layered, performance-based assessment that help you identify top sales talent.

Most traditional recruiters and internal HR teams rely on methods that look professional but fail predictively:
❌ Behavioral interviews and resumes not sales competencies measured on a 100% scale.
❌ No assessment of core sales competencies that drive quota performance.
❌ High risk of placing strong personalities into the wrong sales roles.
❌ Extremely time-consuming screening and interview cycles.
❌ “Hope-for-success” hiring — no predictive proof.
❌ Long and expensive ramp-up periods.
❌ No data-backed proof of hunting, qualifying, closing, or value selling ability.
❌ No visibility into coachability or future performance.
❌ High turnover, repeated mis-hires, and pipeline disruption.
❌ Expensive recruiter fees — with no real accountability.
This is why most companies keep hiring… but never truly fix their sales performance.
A sales assessment replaces assumptions with measurable evidence. At Result Closers, we evaluate sales talent using role-specific, data-backed assessments scored on a 100% scale, so you know exactly who can sell — and who cannot. You'll be able to do:

✅ Role-specific sales competency assessment backed by real performance data.
✅ Right people placed into the right sales roles.
✅ Faster screening and dramatically fewer interviews.
✅ Shorter ramp-up time and earlier productivity.
✅ Clear identification of strong hunters, qualifiers, closers, managers, and leaders.
✅ Immediate clarity: Recommended / Worthy of Consideration / Not Recommended.
✅ Actionable coaching insights for strong candidates.
✅ Lower turnover and reduced mis-hire risk.
✅ Significantly more affordable than traditional recruiters — with far less risk.

Instead of guessing who might succeed…You know who will succeed.

Question 4

Do You Bring Candidates or This is Internal Solution? How Do you Deliver Assessment Results of Each Candidate Applied to My Job?

Accepted Answer

No, at Result Closers, we specialize exclusively in role-specific sales evaluation to improve your hiring process internally without relying on 3rd party recruiters or HR department. After we come to an agreement, get info of the role(s), and candidates started  applying to your job, assessed, then will deliver results of each candidate instantly, bi weekly, or weekly depending on your preference and urgency.

Question 5

Do You Have a Trial Sales Assessment? How Can I Assess The Candidates in My Job Post? How to Get Started?

Accepted Answer

Yes we do have a trial but for one candidate only but not a whole sales role (not all candidates). This trial gives you idea of the quality of data we present, trust, and how useful it is if you decide to assess all remaining candidates on that role and other roles in future. To get started, book a call, let us know how many roles you'll be hiring next 6-12 months, you can always add roles later on. Once we come to an agreement, we want you to fill the role specification questionnaire to really under stand the sales roles and assess the candidates that really matches the role, your company and product. Remember role alignment is to be measured along wit the sales competencies.

Question 6

How Does Sales Assessment Help With Time?

Accepted Answer

The standard old process takes 3 months or more from intake to final offer. However, with Result Closers, this solution helps you make the process faster (ex. 2-8 weeks) depending on the role you're looking to fill,  sales, sales management, or sales leadership. It may take more or less depends on number of qualified candidates applied to your job, and other factors such as location and timing
1. Once a strong candidate applied to you, and you found out he's top sales candidate with high score, then you'll move them directly into your interview stage which significantly reduce the time. 
2. Other benefit is that you'll ignore low quality candidates (95% of candidates)

Question 7

How does sales assessment help with costs? Why Is Evaluating Current Sales Members or Teams Important?

Accepted Answer

Because the cost of turnover, low retention, and underperformance in sales is enormous. Without understanding the real capabilities of your current salespeople, managers, and leaders, you risk misaligned expectations, poor coaching, and missed revenue targets.
Evaluating your current team helps you identify top performers, uncover skill gaps, and address root-cause issues before they lead to costly churn. It also improves retention by aligning coaching and development to what actually drives success in your sales environment.
Ultimately, a structured evaluation process increases ROI by making sure your existing team isn't just busy, but truly effective, engaged, and delivering consistent revenue growth.

Question 8

How Do You Evaluate Sales Talent or Sales Team?

Accepted Answer

For hiring, every candidate goes through a multi-layered vetting process designed specifically for sales roles. We start with fit-based assessments measuring experience, role alignment, compensation expectations, availability, and customer fit. Then we move into sales-specific competency evaluations covering Sales DNA, Will to Sell, and tactical selling skills. Only after passing these data-driven steps do the top 5% reach the interview stage—ensuring you meet candidates with proven sales, sales management, or leadership ability who deeply align with your company, culture, and customer journey.

For your existing team, we offer individual evaluations for current sales employees, including sales, sales management, and sales leadership to identify strengths, gaps, and coaching opportunities. We also provide Sales Effectiveness & Improvement Analysis (SEIA) for your entire sales team, uncovering root-cause issues in leadership effectiveness, strategic alignment, coaching, pipeline management, and sales process adherence to drive real, lasting improvement.

Question 9

Do You Offer a Guarantee?

Accepted Answer

While it’s rare, we recognize that unexpected changes can happen a candidate may choose to pursue another opportunity for reasons beyond anyone’s control. All recommended for interview candidates  come with a a future assessment guarantee. That’s why we’ve built our process around long-term fit: our assessments specifically measure factors tied to longevity and role alignment, motivation, and culture fit, aiming to ensure each hire has a strong likelihood to stay and succeed. A candidates who passes this, demonstrate strong long-term retention indicator and employee happiness. We offer a replacement role assessment at no additional cost.

Question 10

Do You Give Sales Assessments to A Current Sales Team?

Accepted Answer

For current sales team struggling, yes, we use the SEIA, which is is Sales Effectiveness & Improvement Analysis (SEIA), it provides a comprehensive evaluation of a sales team. So yes we do assess current teams to find gaps. We often find that issues with sales results are rooted in ineffective leadership, strategy misalignment, underinvestment in coaching, or lack of sales process enforcement.  The SEIA uncovers root cause issues for a sales team by analyzing leadership effectiveness, strategic alignment, coaching effectiveness, pipeline management, and sales process adherence. It is the MRI you need to diagnose the issues needed to address to grow. Talk to us if you have issues you want to identify with the current teams.

Question 11

How Much Does it Cost to Do Assessment on One or More Roles? and How Does It Work? Do You Have A Discount?

Accepted Answer

- We partner for at least one year of engagement and help you assess all roles you'll hire for. Pricing depends on the number of roles you'll hire for the year. If you have no clue of future plans but only one or two roles for now then that's fine. 
- The pricing ranges start at $4000 for the assessment access license for the year. Then it will depend on number of roles you'll hire for. Talk to us to inquire and see if there is a fit.
- Yes we do have current incentive-based discounted offer for 2026, specially early clients.

Question 12

What is The Real Cost of a Sales Mis-hire?

Accepted Answer

Studies show a mis-hire can cost 3 to 4 times the employee’s salary when you factor in training, lost productivity, and the impact on morale. Different sources will provide different numbers, most sources say the cost of a sales mis-hiring average of $60K and can go as high as 300k. This includes hiring, onboaring, training, ramping up, and opportunity costs with other important costs. The real cost of consistently mis-hiring in sales is a failed company!

Frequently Asked Questions

Our most frequently asked questions from employers looking to hire sales roles