The assessment every candidate passes.
Everyone we send has been through this: one spoken assessment per role, read by a sales expert. The evidence comes with the shortlist.
What a candidate goes through.
A calm, spoken conversation set inside a real role, with coaching moments woven in. No trick questions, no revision. Press play to watch an 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
Pick the role you are hiring.
One assessment per role, set in a real scenario, read on the four behaviours and the skills the job needs. Pick the closest, or tell us on the call.
SDR assessment: the Quota.ai case study.
A 22-minute spoken assessment across five segments in a real Series A scenario. It tests the craft of the SDR job.
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 →
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.
Read more →
Lettings Negotiator assessment: the Kingsway & Roe case study.
A 20-minute voice session for a first-job Lettings Negotiator. It tests how a candidate thinks under pressure, not what they already know about lettings.
Read more →
AI fluency in GTM: the assessment.
A 20-minute voice conversation about how a candidate actually uses AI in their real go-to-market role. It places them on a four-level fluency ladder.
Read more →
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.
Read more →
Account Manager assessment: the mid-market case study.
A 21-minute voice conversation for a senior account manager. It tests whether they earn expansion on value, not whether they can pitch an upsell.
Read more →
Commercial Associate assessment: the Quota.ai case study.
A 22-minute voice conversation about building a commercial motion from a blank page. It separates builders from people who only run an existing playbook.
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 →
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 →What you get on every name.
Every name comes with a video intro, the expert’s note and a fit report with a quote behind every read. Interview, Hold or Pass in minutes.
- The four behaviours, each marked strong or some signal, with the moment that proves it
- The skills the role needs, and the ones the assessment did not surface, so you know where to dig
- Interview probes written for your conversation, not a generic list
Spoke to Jordan on Tuesday. Opens on the buyer’s problem, not the pitch, and took a reframe mid-call without flinching. Worth an hour of your time.
Strong cold-outbound SDR. Probes before pitching, recovers fast under pressure, and ready to carry pipeline from week one.
A scripted preview with sample candidates. This is the page your shortlist link opens.
“I’ve done plenty of applications where you just upload a CV and hope for the best, this felt totally different. It helped me reflect on how I work best and gave the employer a real insight into who I am, not just what’s on paper.”
Jake Ford · Candidate, on the assessment · verified on Trustpilot
The assessment, answered.
Is it a pass or fail?
No. It is a read on how someone sells, not a verdict. A sales expert marks each behaviour and skill as a strong or some signal, with the moment that proves it. We only put forward the people who cleared the bar for your role, and nobody is put forward or turned down by a machine alone.
Who assesses the candidate?
A sales expert. Our AI runs the conversation and does the listening: it transcribes, finds the moments that matter and does the first read, so nothing gets missed. The sales expert scores it and writes the fit report you get.
Do candidates need to prepare?
No revision. They get the company brief at the start and we assess how they think on their feet. We are not testing whether they have memorised a framework.
What does the hiring team get back?
A fit report against your role with the evidence behind each read, interview probes that point to exactly where to dig, and the video intro. The candidate keeps a developmental profile whatever you decide.
Which assessment do we use?
The one built for the role. Each is set inside a real scenario for that job, so an SDR, an AE and a CSM are held to the right bar. If your role sits between two, tell us on the call and we will pick.
Does the candidate see it?
Yes. Every candidate gets a developmental read on how they sell, whether or not they land the role. It is why candidates rate the process the way they do.
Bring us the role.
Thirty minutes with a sales person. We scope the role, pick the assessment, and give you a straight answer on whether we can fill it.