Attach a hiring-manager brief to the shortlist you already send
You already source and screen CVs. We attach a 5-minute hiring-manager brief to the shortlist you already send — role-lensed interview questions plus a 90-day plan — so the client interviews better and your replacement or rebate gets used less.
How a recruiter uses the brief
- 1
You already have a shortlist
We do not source. We sit after you have people.
- 2
Invite with the real job title
On Invite, the field is Position/Designation. "Head of Growth" and a blank title are different documents.
- 3
Candidate takes the 15-trait test
~15 minutes, phone or computer, English or Hindi. Not a technical exam.
- 4
The brief appears in about five minutes
Ten live sections in the cockpit. This page shows the public sample of that brief.
- 5
Attach four pages to the client
Executive Summary → Suggested Interview Questions → 90-Day Development Plan → Hiring Recommendation.
Select a sample report:
AI Analysis Report
Anonymized from real assessments.
Rohan Mehta
Inside Sales Specialist
30-second cover you can put on the CV.
Executive Summary
Role demand
As an Inside Sales Specialist, the role demands prospecting and qualifying leads, managing a high-volume pipeline of outbound calls and emails, and consistently meeting sales quotas while handling frequent rejection and pushback from prospects.
Fit & caveat
The candidate's profile is a solid fit for the core resilience and composure demands of Inside Sales, with Emotional Stability above average and strong Tactfulness and Decision Making supporting professional, measured interactions with prospects. However, every role-critical trait sits at Average, which for this position means the candidate is not clearly differentiated in the assertive, competitive, and high-energy behaviors that typically drive quota attainment. Scores at this level predict a seller who can handle routine calls but may hesitate to push for a close when a prospect is vague, and who may not naturally rebound quickly from a string of rejections.
What to test
A manager should test whether the candidate can maintain momentum and assertiveness after repeated cold-call refusals, and whether they can adapt scripts on the fly when a prospect raises an unexpected objection. Overall, this is a Recommended Hire with the expectation that structured coaching on assertiveness and pipeline energy will be needed to maximize performance.
Core Strengths
Calm and steady under pressure
Day-to-day, this shows up as maintaining composure during back-to-back rejection calls or when a prospect becomes hostile, keeping the conversation professional and on track. In Inside Sales, this enables persistence through cold-calling slumps without losing confidence.
Clear-headed prioritization and realistic choices
A score at this level predicts the ability to quickly triage leads, focusing time on high-potential prospects rather than getting bogged down by low-yield activities.
Persuasive communicator who carries others along
Typically shows up as using persuasion and confidence to guide conversations, turning objections into opportunities and building rapport with prospects.
Includes “do not rubber-stamp”. Divya is the caution stamp on this page.
Hiring Recommendation
Why this verdict
Recommended Hire, resting primarily on above-average emotional stability (ES 15/20, Above Average), which predicts composure during high-volume objection handling. This is reinforced by above-average tactfulness (TAC 15/20, Above Average) for de-escalating difficult customer conversations, and above-average decision-making (DM 13/20, Above Average) for qualifying leads efficiently.
What does not block (or does)
The role-critical gaps — Assertiveness (ASS 13/20, Average), Stress Tolerance (ST 13/20, Average), Integrity (INT 15/20, Average), Adaptability (ADP 14/20, Average), Competitiveness (COM 14/20, Average), and Dynamism (DYN 15/20, Average) — are all at least average, so no red flags block a hire. The strongest evidence against the recommendation is the combination of average assertiveness and average stress tolerance, which predicts hesitation on cold calls and strain during back-to-back rejections.
Next probe
Next step: probe ASS with a prospect who repeatedly interrupts and dismisses the pitch; probe ST with a day of 40+ unanswered calls.