Sales hiring assessment
Hire on evidence, not instinct.
A structured assessment that scores your candidate across five sales competencies, then tells you exactly what to verify before you make the offer.
Your first candidate is free. No credit card.
The seat
An empty seat is expensive. The wrong person in it costs more.
A sales seat sitting open costs you pipeline every month it stays open. Filling it with the wrong person costs you the ramp, the lost deals, and the six months before anyone admits it is not working.
Sales Seat Coach exists so that call gets made on evidence instead of a good interview day.
What it measures
Five competencies that decide whether someone carries a number.
Every one is scored from the candidate’s own answers, and weighted by how much it matters in a sales seat. Not a personality type. Not a label.
Rigor
Hard on purpose.
A test they can game tells you nothing.
A candidate who has sat a few of these can usually spot the option the test is fishing for and hand it straight back. That is the flaw this one was built to close. Every question is written so the stronger answer is not the obvious one, which makes it genuinely hard to sit and far harder to fake.
That is deliberate, and it is why results run lower than a 0 to 100 scale leads you to expect. Read a score against the range below, not against a school report card.
Reading a score
One scale. Three bands.
Significant gaps against what a quota carrying seat demands. High risk without a plan around them.
Where most candidates land. Real strengths next to real gaps, and fit depends on the role and the support around it.
Uncommon. Consistent strength across the competencies that carry a number. Verify, then move.
The deliverable
You get a decision, and the questions to test it.
Ask this in the interview
“Walk me through a deal where you misread what the customer actually needed. What did you miss, and when did you catch it?”
How it works
Three steps. Fifteen minutes of their time.
Send the invite
Enter your candidate’s name and email. They get a secure link straight away.
They answer 28 questions
About fifteen minutes, on any device. Progress saves if they step away.
The report lands in your inbox
Scored, written, and emailed to you within minutes of them finishing.
Pricing
Your first candidate is free.
- One complete candidate report
- Full scoring and written analysis
- Interview questions included
- No credit card
- Unlimited candidates and reports
- Everything in the free assessment
- Cancel any time
- 14 day money back guarantee
Common questions
Before you send one.
How long does the assessment take?
Twenty eight questions, about fifteen minutes. Candidates can take it on any device, and progress saves automatically if they need to step away and come back.
Can a candidate figure out the "right" answers?
That is what the assessment is built to prevent. Most tests telegraph the option they want, and a candidate who has sat a few can spot it and hand it straight back. Every question here is written so the stronger answer is not the obvious one, which makes it genuinely hard to fake.
What counts as a good score?
Lower than a school report card would suggest, because the assessment is deliberately difficult. Most candidates land between 60 and 79. Eighty is the strong hire threshold, and the highest score recorded so far is 88. Read a 70 as a solid result rather than a mediocre one.
Is the first assessment really free?
Yes. Your first candidate report is complete and free, with no credit card required. After that, unlimited assessments and reports are $299.99 per month, and you can cancel any time.
When do I get the results?
Within minutes of the candidate finishing. The report is emailed to you with competency scores, the risks worth probing, and interview questions written for that specific candidate.
What if a candidate cannot use the online assessment?
The assessment works with a keyboard and with screen readers. If a candidate needs an accommodation in order to complete it, contact us and we will arrange an alternative so nobody is excluded from consideration.
Get started
Run one candidate through it.
Send the assessment. The report comes back to you by email. Fifteen minutes of their time, and you will know what to ask in the interview.