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.
Inside Sales Specialist
Inside Sales Specialist
30-second cover you can put on the CV.
Executive Summary
Role demand
As an Inside Sales Specialist, the role requires managing inbound and outbound sales calls, qualifying leads, overcoming objections, and maintaining accurate pipeline records while meeting daily activity targets.
Fit & caveat
The candidate's profile aligns well with the core demands of an Inside Sales Specialist, particularly through above-average Emotional Stability and Decision Making, which support composure during rejection-heavy calls and efficient lead qualification. Average scores on role-critical traits like Assertiveness, Stress Tolerance, and Integrity indicate a solid baseline, though a manager should test whether the candidate can consistently push for commitment on cold calls and maintain ethical follow-through under quota pressure.
What to test
Overall, the balanced profile with no weak traits supports a Recommended Hire, with onboarding coaching focused on assertive closing techniques and stress-management routines.
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”. The Team Lead sheet is the caution stamp on this page.
Hiring Recommendation
Why this verdict
Recommendation: Recommended Hire. The strongest cited reason is above-average emotional stability (ES 15/20, Above Average), which predicts composure when handling client pushback and rejection.
What does not block (or does)
This is reinforced by above-average tactfulness (TAC 15/20) and above-average decision-making (DM 13/20). The strongest evidence against the recommendation is average assertiveness (ASS 13/20), a role-critical trait, which predicts difficulty initiating cold outreach or holding ground on pricing without coaching.
Next probe
Next steps: probe ASS with a prospect who repeatedly says not interested; probe ST with a day of back-to-back rejections.