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Here’s How You Can Improve Your Sales Turnover With A Turn-Key Performance-Based Sales Assessment…WITHOUT Wasting Time & Money on Resumes, Guesswork, or Traditional Recruiters!
Typical recruiter Vs Performance-based sales partner:
Typical recruiter (standard HR):
❌ Personality interviews and resumes — not sales competencies measured on a 100% scale
❌ Selecting the wrong people to the wrong roles. No role-specific evaluation
❌ Extremely time-consuming screening and interview cycles
❌ Hope for success sales candidates.
❌ 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.
Performance-based sales partner (sales assessment way):
✅ Role-specific sales competency assessment backed by real performance data.
✅ Right people placed into the right sales roles evaluation.
✅ Faster screening and dramatically fewer interviews.
✅ Shorter ramp-up time and earlier productivity.
✅ Clear identification of strong hunters, qualifiers, closers, managers, and leaders.
✅ Knowing exactly who's recommended, worthy of consideration, or not recommended sales candidate.
✅ Actionable clear coaching insights for the strong sales candidates.
✅ Lower turnover and significantly reduced mis-hire risk.
✅ Significantly more affordable than traditional recruiters with far less risk.
What Is a Sales Assessment and Why It Matters?
Most companies believe they are “evaluating sales talent.”
In reality, they are filtering resumes, personalities, and interview performance not sales capability.
A sales assessment is a predictice role-specific, performance-based evaluation that measures whether a candidate or existing team member can actually succeed in your sales environment before you invest months of time, salary, and pipeline into them.
Sales is the most expensive function to get wrong. One bad hire doesn’t just cost salary, it costs:
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Pipeline momentum
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Missed revenue
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Lost months of ramp
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Team weakness
A sales assessment allows you to predict success even before the interview, protect your revenue, and build a sales team that performs, scales, and stays and tailored to your role.
What results can you expect from the assessment of the candidates of your job post?
Each candidates applied to your job will be given a sales assessment in which you'll directly see those who stand out (the top 5%) then you can interview each and select which you'll be hiring. The best part here is that you'll avoid those low performers who have weak sales competencies (we call them not recommended candidates). Also you'll have the opportunity to meet those who are in between. Goal is selecting to hire the sales candidates who have high scores. This reduces the time to screen, interview, and identify which has the match to your role based on their compency scores.
How can this be integrated to your process?
Whether you have an HR team or a vice president of sales who take care of hiring. Integrating this step is easy after we come to an agreement of the number of people you'll hire for the year. You'll be able to assess all candidates of each role you'll hire for. We need a little bit of info of the role specification you'll hire for, then produce a sales candidate assessment link tailored to that role so that each candidate applied to your job will complete the assessment. Then we'll provide you the results and scores of each candidate assessed. You can view sample results of 3 sales candidates below.
Special 2026 Deal
Book your meeting today to see if there is a fit and secure a special Incentive Pricing for 2026
How HubSpot Built an Outbound Sales Org With Predictive Hiring?
Problem As HubSpot scaled, they needed to build a reliable outbound sales engine. But traditional hiring methods risked attracting reps who thrived only with marketing leads, not true hunters.
Solution HubSpot implemented a role-specific sales competency assessment to evaluate hunting ability, consultative selling skills, and coachability, long before interviews. The data helped match candidates to the demands of their outbound model.
Results:
● Built a top-performing outbound sales team.
● Used scores to match reps to roles based on competencies.
● Reduced ramp failure and improved close rates.
● Sales managers had more confidence and clarity during onboarding.
Who This is For?
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.
• 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.