Screen on sales ability, not CVs.
Your brand, our methodology.
Assess at scale.
Send every candidate a spoken meritt assessment and get a consistent, evidence-based read back. Screen on sales ability, not the CV.
A shortlist clients trust.
Hand over a ranked shortlist with the evidence behind each call. Fewer rejected candidates, faster placements, a methodology behind your name.
White-label it.
Run the whole thing under your own brand. The assessment is yours to give, the data is yours to keep.
What it feels like to be assessed.
No CV screen, no one-way video. A calm, spoken conversation with an AI interviewer, scored on the four meritt behaviours. Press play to watch a real exchange.
The orb is the salesperson's only focus. It breathes while it listens and comes alive when it speaks, so the whole thing feels like a conversation, not an exam.
- One spoken conversation, a few short segments
- Coaching moments woven in to test how they adapt
- Scored against curiosity, coachability, communication and grit
An assessment for whatever they're hiring.
Role-specific assessments to screen any candidate, from appointment setter to enterprise AE.
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.
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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.
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Enterprise AE assessment: the MEDDICC case study.
A 30-minute voice call for a senior enterprise AE. It tests whether they can apply MEDDICC to a live deal, not recite it.
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Appointment Setter assessment: the Outpace cold-calling case study.
A 15-minute voice session for a first-job cold caller. It tests how a candidate handles the phone and the rejection, not what they know about sales.
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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.
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Founders Associate assessment: the seed-stage case study.
A 20-minute voice session for a first founders associate. It tests how a candidate takes a vague problem and owns it, not what they know about startups.
Read more →Every placement makes the next one easier.
The more candidates you assess, the better meritt learns what a great hire looks like for your clients. So your shortlists get sharper, your placements stick, and you win more of the work.
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 screen sales candidates at scale?
Send every candidate a short spoken meritt assessment and get a consistent, evidence-based read back. You screen on sales ability, not the CV.
Can I white-label the assessment?
Yes. Run the whole thing under your own brand. The assessment is yours to give, and the data is yours to keep.
How is this different from a CV screen?
A CV tells you where someone has been. meritt tells you whether they can sell, from a live conversation scored on evidence, before your client ever meets them.
The platform for recruiters.
White-label assessment and the meritt methodology, per seat. Built for agencies.
See the platform