a. Filter to find Top Sales Candidates:

 

1a. Role Discovery & Specification

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We engage and understand your company’s current goals and challenges, and we assume you have candidates already applying to your job post, we begin by gathering the critical details of your sales role, responsibilities, performance expectations, deal structure, and ideal experience so we can assess candidates against a clear role specification.

We don’t send random resumes. The candidates you’ll receive later are top-tier when it comes to alignment with your specific sales role and motion.

 

1b. Sales Activation Blueprint (For new companies or need)

 

New companies only often need this stage to ramp hires fast or If you’ve had sales issues or lack structured onboarding, this blueprint becomes a performance accelerator. We map your offer, positioning, KPIs, pricing, and sales motion into a role-specific “fit profile” that connects your product to the person who can sell it.

 

We translate your role into a clear “fit profile,” mapping your offer, client pain points, features, pricing, outcomes, and case studies. Think of it as a bridge between your product and the person who can sell it. The result? Candidates are onboarded faster, aligned earlier, and ready for the role without wasting time. This document is key for all of your future hires with us.

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2. Screening & Alignment

 

After you source your candidates, we conduct a thorough review and screening of resumes in our network to ensure alignment with your role requirements and to prioritize candidates for evaluation. This critical step includes:

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• Resume screening: We evaluate candidates’ sales experience, industry background, relevant skills, and qualifications to confirm they meet your basic criteria. We look for those:

a. Job fit/Role fit (Aligned responsibilities, compensation expectations, and performance history).

b. Experience fit (Relevant industries, buyers, company size, deal size, and sales cycle).

• Keyword and criteria matching: Using proprietary tools and expert review, we match resumes against the job description, company culture, and sales model to filter out obvious mismatches early.

• Candidate prioritization: Resumes that align closely with the role’s core requirements and demonstrate potential for success move forward to the next phase behavioral and sales assessments.

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3. Role-specific Sales Competency Assessment — Vetting

 

Built specifically for sales (not adapted from generic personality tests), this competencies assessment has a 95% predictive accuracy, and assess candidates on 21 Sales-specific competencies, organized into Will to Sell, Sales DNA, and Tactical Selling.

 

It gives measurements and insights, and better understanding of candidates sales skill and self preparation, identifying the right buyers using right targeting methods. Connecting to the buyer and assessing buyer and situation, and collaborating the buyer or educating the buyer. It also includes objections, negotiations, and confirming the purchase.

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For sales reps/closers, sales management, and sales leadership. Configuring assessment for inside roles, territory and vertical-based sales, account management, channel sales, national accounts, major accounts, hunting roles, farming roles and telesales:

 

a. Sales DNA and Role Fit → Do they have the internal belief system to handle objections, pressure, and closing?

 

b. Will to Sell → Validates if they committed, competitive, and driven?

 

c. Skill Mapping → Validates how strong are they in targeting, discovery, qualifying, closing, etc.?

 

d. Red Flags → Excuse-making, rejection sensitivity, need for approval from your client when closing, etc.

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It also helps e. Measures the behaviors, beliefs, and skills that actually drive performance and predict success. Including, the likelihood of a new employee staying in a role long enough for the company to achieve an acceptable return on their investment. 

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f. It includes the will to sell and hunting. As well as building trust, and measuring sympathy with customer objections.

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g. Shows how strong of a fit the individual is for the unique circumstances of your organization.

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Expected sales candidate results in 100% scale:

Recommended, not recommended, or not suitable sales candidate. Number of candidates in this case is reduced from 50 to 1-5 candidates that will meet you. 

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How do we find the top 5% of sales candidates?
 

Role-Based Competency Evaluation: Each candidate is assessed against the competencies specific to your role specification according to the role you're hiring for:

 

a. Sales (ex. SDRs, BDRs, AEs)

Candidates are evaluated across three core competency groups:

• Will to Sell – Desire, commitment, motivation, responsibility, and motivation, and outlook.

• Sales DNA – Handling rejection, comfort discussing money, belief systems, buy cycle behavior, supportive beliefs, stays in the moment, need for approval.

• Tactical Selling Skills – Hunting, reaching decision makers, relationship building, consultative selling, selling value, qualifying, presentation approach, closing, using sales process, and sales technology.

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b. Sales Managers (ex. VPs)
Candidates assessed across:

• Will to Manage – Desire, commitment, outlook, responsibility, and motivation.

• Sales DNA – Need for approval, stays in the moment, supportive belief, buy cycle behavior, supportive buy cycle, comfortable discussing money.

• Tactical Management Competencies – Coaching, motivation, accountability, recruiting, pipeline management, team focus.

 

c. Sales Leaders / Directors
Candidates assessed across:

• Will to Lead – Desire, commitment, outlook, and responsibility.

• Sales DNA (Leadership) – Need for approval, stays in the moment, supportive beliefs, buy cycle behavior.

• Tactical Leadership Competencies – Sales leadership, strategic thinking, develops strong relationship, coaching, motivating, recruiting, and accountability.

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4. Interview, Selection & Negotiation

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By this stage, we’ve narrowed the field to the top 1–5% of A-player candidates. Those who are recommended for interview and worth considering. From there, client will conduct interviews aligning expectations until selection.

 

5. You Onboard & We prepare a 12-Month Evaluation Plan

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a. Startups asks for personalized Sales Activation Blueprint, built from the first stage, so they hit the ground running with clarity on how to succeed in your sales environment and their role. And also CRM and advanced sales guidance. So your team member is briefed, aligned, and ready to produce. Whether full-time, contract, or commission-based  they’re equipped to start closing or managing sales with confidence. If you're established you'll continue onboarding your new sales member. 

If you're established or startup, each candidate receives a 12-month performance tracking so they will be assessed in future — so you're never guessing if your hire is delivering.

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At Result Closers, we believe companies don’t fail to grow because they lack a great product, a defined market, or solid pricing — they fail because they hire the wrong salespeople too early, without a structured hiring framework, burning cash before revenue catches up. We solve this by helping you hire role-specific sales talent who can sell what you actually offer — with a process that aligns salespeople to your offer, your market, and your customer’s buying journey.

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b. Sales Effectivness & Improvement Analysis (Evaluations):

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1. Team & Role Context Intake:

We begin by gathering a complete picture of your current sales organization. This includes the names and selling or non-selling roles of each team member, their responsibilities, who they report to, and how performance is currently managed and what strategies management uses and from who. We also capture relevant financial context, such as annual revenue, actual quotas, and historical performance, to ensure we’re evaluating each person compatibility. This step ensures every insight we provide is grounded in your actual structure, not generic sales assumptions.

 

2. Sales Members Checkpoint Evaluation:

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Role-Based Competency Evaluation: each team member is assessed against the competencies specific to their role, using world-class sales diagnostics and benchmarking based on your companies data.

 

a. Salespeople (ex. SDRs, BDRs, AEs)

Evaluated across three core competency groups:

• Will to Sell – Desire, commitment, motivation, responsibility, and motivation, and outlook.

• Sales DNA – Handling rejection, comfort discussing money, belief systems, buy cycle behavior, supportive beliefs, stays in the moment, need for approval.

• Tactical Selling Skills – Hunting, reaching decision makers, relationship building, consultative selling, selling value, qualifying, presentation approach, closing, using sales process, and sales technology.

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b. Sales Managers (ex. VPs)
Assessed across:

• Will to Manage – Desire, commitment, outlook, responsibility, and motivation.

• Sales DNA – Need for approval, stays in the moment, supportive belief, buy cycle behavior, supportive buy cycle, comfortable discussing money.

• Tactical Management Competencies – Coaching, motivation, accountability, recruiting, pipeline management, team focus.

 

c. Sales Leaders / Directors
Benchmarked on:

• Will to Lead – Desire, commitment, outlook, and responsibility.

• Sales DNA (Leadership) – Need for approval, stays in the moment, supportive beliefs, buy cycle behavior.

• Tactical Leadership Competencies – Sales leadership, strategic thinking, develops strong relationship, coaching, motivating, recruiting, and accountability.

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3. Sales Effectiveness & Improvement Analysis (Checkpoint SEIA):
 

Checkpoint SEIA is a powerful diagnostic built to assess your entire sales organization, across people, leadership, systems, and strategy, so you can understand exactly what's working, what isn't, and how to fix it. Ideal for:

• Sales teams falling short of quota.

• Founders or leaders unsure where the breakdown is.

• Companies preparing to scale or restructure.

• New sales leadership looking for clarity on their team.

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This analysis goes far beyond surface-level performance metrics. It gives you data-backed answers to the real questions that drive revenue growth, including:
 

People & Skills

• How Does Sales Leadership Impact Our Sales Force?

• Do We Coach Our Salespeople?

• Do We Motivate Our Salespeople?

• Do We Recruit Effectively?

• Do We Hold Our Salespeople Accountable?

• Do We Have the Right People in the Right Roles?

• What Are Our Current Sales Capabilities?

• How Motivated Are Our Salespeople and How Are They Motivated?

• Why Aren't We Generating More New Business?

• Are We Reaching the Actual Decision Makers?

• Why Isn't Our Sales Cycle Shorter?

• Are We Selling Consultatively?

• Are We Selling on Price and Who Can Become a Value Seller?

• Is Our Value Proposition Consistent?

• Can We Close More Sales?

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Infrastructure

• Do Our Systems and Processes Support a High Performance Sales Organization?

• Are We Being Consistent with Our Sales Process?

• Are We Effectively Leveraging Sales Technology?

• How Well Are Our Sales Leadership Strategies Aligned?

• Do We Need to Change Our Selection Criteria?

• Can We Improve Our Pipeline and Forecasting Accuracy?

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Development and Training

• Is Our Ramp-Up of New Salespeople Fast Enough?

• How Much More Effective Can Our People Be?

• What Are the Short-term Priorities for Accelerated Growth?

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