Hiring for GTM? Every candidate we send has passed this.
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.
A sales expert assesses every candidate. Our AI does the listening, so nothing gets missed.
What it tests.
Everyone says they use AI. Few can show how. This assessment is a conversation about how a candidate actually works with AI in their GTM role, and it places them on a four-level fluency ladder, from sceptic to builder. We screen for judgement and orchestration, not tool-name recall.
Who it is for.
For SDR, BDR, AE and CSM hires where AI fluency matters, and for teams that care about who can direct AI rather than who can say they have used it.
What we look for.
Four behaviours, each read with a direct quote behind it.
Do they direct AI, or just run its first answer?
Do they chain tools into a workflow with intent?
Do they use AI to build a real account picture?
Do they use AI on outreach without losing their own voice?
Common questions.
Is this a test of which tools someone has used?
No. Listing tools is easy. We test judgement and orchestration: whether a candidate can direct AI, chain it into a real workflow, and keep their own voice. The ladder reflects how they work, not what they have installed.
What is the four-level ladder?
It places a candidate from sceptic, through dabbler and believer, to builder, based on how they actually use AI in their role. It answers the question revenue leaders ask most right now: how AI-ready is this hire?
Which roles is it for?
Any GTM role where AI fluency is part of the job: SDR, BDR, AE and CSM. It suits teams hiring people who will be expected to work AI into their day, not just talk about it.
Bring us the role.
Thirty minutes with a sales person. We scope the role, run this assessment on real candidates, and send you a shortlist with the evidence.