You decide who can sell. We give you the basis.
Every sales leader has, as part of the job, to clean up the sales force. That is the hardest job. On what basis do you make that assessment?
A basis you can defend.
Assess the team you have.
The same methodology you would use on a candidate, run on your current reps. Curiosity, coachability, communication and grit, plus the skills the role actually needs.
See the whole floor.
A talent map of strengths, gaps and single points of failure. Who to develop, who to stretch, and where the risk to the number really sits.
Decide with evidence.
Every read is backed by what the person actually said, with the quote and the moment. Defensible to them, to your board, and to yourself.
See your whole floor.
| Your team | Curiosity | Coachability | Communication | Grit |
|---|---|---|---|---|
| Aisha K. | Strong | Some | Strong | Some |
| Tom R. | Some | Strong | Some | Strong |
| Priya S. | Strong | Strong | Strong | Some |
| Marco B. | None | None | Some | Strong |
| Lena F. | Strong | Strong | Strong | Some |
| Jordan P. | Some | None | Strong | Strong |
| Strong cover | 3 of 6 | 3 of 6 | 4 of 6 | 3 of 6 |
4 of 6 reps strong. Lean on it, and use them to coach the rest.
Only 3 of 6 strong. The clearest place to put enablement next.
No single points of failure here. Strong cover is spread across the team.
The tests behind every read.
The same assessments work on the team you have and the candidates you hire, for every seat on the floor.
SDR assessment: the Quota.ai case study.
A 22-minute voice conversation across five segments inside a real Series A scenario. It tests the craft of the SDR job, not whether they can recite a sales book.
Read more →
AE assessment: the mid-market case study.
An 18-minute voice conversation for a mid-market AE. It tests how deep their discovery goes, not whether they know the words.
Read more →
CSM assessment: the Quota.ai case study.
A 20-minute voice conversation for an early-career customer success manager. It tests how they look after customers, not what tools they know.
Read more →The sharper it gets, the better your calls.
Every test your team and your candidates take teaches meritt more about what predicts a closer. So the calls you make, who to hire, who to coach, who to bet the number on, get better every quarter.
Every test adds signal.
Each assessment is more labelled evidence of what good looks like, for the role and for your business.
The model learns.
meritt learns which behaviours and skills actually predict who ramps and who closes, and tunes the benchmarks.
The next read is sharper.
The more you test, the sharper every read, the better the shortlist, and the more it knows your bar.
Frequently asked.
How do I assess my existing sales team?
Invite each rep to a short spoken assessment. meritt reads them against the four behaviours and the skills the role needs, marks each strong, some or none with a citation, and puts the whole team on one talent map.
What is a sales talent map?
A view of every person on your team against the behaviours and skills the role needs, so you can see strengths, gaps and single points of failure at a glance.
Does meritt give a score I can rank people by?
No. Every read is strong, some or none, each backed by the exact thing the person said. It is built to develop people, not to rank them to be fired.
Browse the assessments.
Role-specific assessments for SDRs, AEs, CSMs and more. See how each one reads a salesperson.
See our tests