A second opinion on every sales hire.
The questionnaire, the interview guide, the comparison and the documentation, set up in twenty minutes. No HR department needed.
Three steps
- 1
Profile
Tell us about your company and the role. We read what you give us, show the sentence behind every suggestion, and you approve it. - 2
Questionnaire
You and each candidate answer the same kind of questionnaire, in about twenty minutes. There are no wrong answers and no scores shown to candidates. - 3
Decision
You get an interview guide and a comparison written in words. It points at what is worth talking about. You decide.
What the research says
Structured interviews were the single best predictor of job performance in a 2022 re-analysis: about .42, against .19 for unstructured interviews.
Source: Sackett, Zhang, Berry & Lievens (2022), Journal of Applied Psychology. Confidence: Moderate (on the figures).
In sales roles, achievement orientation (r = .23 with objective sales) and potency/assertiveness (r = .15) have shown modest relationships with sales results.
Source: Vinchur, Schippmann, Switzer & Roth (1998), Journal of Applied Psychology. Confidence: Moderate.
Forced-choice questionnaires scored with IRT show near-zero score inflation among applicants, compared with up to d ≈ .45 for conscientiousness on ordinary rating scales.
Source: Cao & Drasgow (2019); Birkeland et al. (2006). Confidence: Moderate.
Not documented, therefore not in the product: a score for how well a candidate fits; that manager–employee similarity predicts how they work together; that a sales-phase profile predicts who will sell more; that this questionnaire predicts anything — it has not been tested as a selection instrument.
Three questions we hear first
Is this a certified test?
What does the candidate see?
Where is the data stored?
Pricing
Everything is priced in tokens. You see one number before every paid action and your balance after. Viewing reports is never charged.
Free
Free
Team
€99per month
Business
€299per month