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. 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
About 25 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
Verdict
Recommended Hire: the candidate brings a calm, persuasive profile that fits the daily demands of inside sales, with Emotional Stability (15/20, Above Average) as the one critical trait that clears the Average line. The sheet is consistent (86%) and the total of 210/300 supports the label.
Evidence & caveat
The profile is flat — every trait sits between 13 and 15, and with roughly two points of test error the scores are not reliably different from one another, so the read has to come from role relevance rather than from any single high point. Of the four critical traits, one is Above Average (Emotional Stability) and three are Average (Assertiveness, Stress Tolerance, Integrity).
What to test
The practical question for the interview is whether the calm holds under real rejection and quota pressure, and whether the candidate can push a hesitant buyer rather than wait for them.
Core Strengths
Emotional Stability
15/20Critical relevance. On a week when several prospects go quiet and a forecast call goes badly, this score predicts the candidate stays level, keeps their tone even on the next call, and does not carry the loss into the following conversation. It is the only one of the four critical traits above Average, which is what makes the critical-trait picture workable. The overextension to watch is intensity: the same strong will-power can turn into fixating on one deal or one objection long after it should be parked, so agree a rule for when a deal is set aside.
Tactfulness
15/20High relevance. In a discovery call with a sceptical buyer, this score predicts the candidate carries the conversation through persuasion and confidence rather than pressure — asking, reframing, and keeping the exchange pointed at a next step. That is the behaviour that opens doors in a role where the first call is often cold. The risk is over-reliance on rapport: when a deal needs a direct ask or a firm deadline, they may keep persuading instead of closing, so give them a clear closing script early.
Decision Making
13/20High relevance. In a pipeline review, this score predicts the candidate sorts deals by likelihood and value, drops the ones that are not moving, and gives a realistic view rather than an optimistic one. That matters here, because allocating time across a long list is most of the job. The description also says the capability grows with exposure and guidance, so walk through prioritisation decisions out loud in the first weeks before expecting them to be made alone.
Includes “do not rubber-stamp”. The Team Lead sheet is the caution stamp on this page.
Hiring Recommendation
Verdict & strongest reason
Recommended Hire: hire into this role. The strongest reason is the pairing of Emotional Stability (15/20, Above Average) — the only critical trait above Average — with Tactfulness (15/20, Above Average), which together predict someone who stays composed on hard calls and can carry a buyer through persuasion, the two things this job asks for most often.
Strongest evidence against
The strongest evidence against is that the profile is flat and the other two critical traits, Assertiveness and Stress Tolerance, are only Average, so the candidate may need prompting to chase a silent prospect and may slow down when the product or territory changes.
What the interview must settle
The interview should test whether the calm holds under real rejection and whether they can make a direct ask without a script, since those two answers carry the most weight in the decision.