Charisma reads as competence
The traits that make someone impressive across a table are not the traits that make them fill a pipeline in month four.
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Sales Candidate Hiring License
Interviews measure interviewing.
A candidate who presents well is demonstrating one skill: presenting. Find out whether they can sell before you find out on your payroll.
72%Reach the top halfOf recommended candidates who were hired, within twelve months.
100%Bottom halfOf not-recommended candidates hired anyway. Every one of them.
45 minPer candidateOnline, after your phone screen. Results come back immediately.
21CompetenciesSales-specific. Not a personality test, not a cognitive test.
Performance figures published by Objective Management Group.
The problem
You are the top interviewer in your company, and it is not working.
Most revenue leaders end up personally running more sales interviews than anyone else in the building, against a definition of "great" that lives in their head and changes with the last hire who did not work out. That is not a process. It is a very expensive opinion.
You hire your own blind spots
Without a measured definition of the role, you select for people who interview like the last person you liked, and inherit the same gaps.
The cost arrives late
A bad sales hire does not show up as a bad hire. It shows up two quarters later as a territory that went quiet, and by then the ramp money is spent.
How it runs
It sits inside your process, not beside it.
Nothing about your funnel changes except that a verdict arrives before you spend an hour in a room.
Calibrate the role
Around twenty-five questions with you defining what it actually takes to sell at your price point, sales cycle, competitive set and decision-maker level. Benchmark your top performers if you have them; not required.
Phone screen first
Your existing screen stays exactly as it is. Only candidates who clear it get sent the link, so you are not paying attention to people you already ruled out.
Assess
Roughly forty-five minutes, online, on the candidate's time. Results come back immediately, not in a batch at the end of the week.
Read it properly
Your team is trained to read the output fluently, with open office hours while the habit forms. An unread report is a wasted one.
What comes back
A verdict, and the reason behind it.
Three outcomes, and roughly half of any candidate pool does not survive the first one. That is the point of running it before the interview rather than after.
~50%
Not Recommended
Ruled out before anyone spends an hour with them. This is where the time is saved.
~20%
Worthy of Consideration
Genuinely borderline, with the specific reservation named so you can probe it directly.
~30%
Recommended
Cleared against your calibrated role, with the gaps you will still need to coach spelled out.
Every result generates a full interview packet: competency-by-competency match against your role, a gap analysis, and the specific questions to ask this candidate. You walk into the interview knowing what to press on.
What gets measured
Three groups. The first one is the one interviews miss.
The roots
Will to Sell
Desire, unconditional commitment, personal accountability. The hardest to interview for, the easiest to fake for an hour, and the strongest single hiring signal there is. People without it give excuses, blame the customer, and leave when it gets hard.
The trunk
Sales DNA
The hidden weaknesses that stop good intentions turning into behaviour. Needing to be liked, discomfort talking about money, accepting a stall as an answer. Invisible in an interview, decisive in a deal.
The branches
Tactical Selling
Hunting, qualifying, consultative selling, closing. The part a resume speaks to and the part training addresses, which will not move while either of the other two is red.
How it is bought
Priced on hires, not on tests.
Most assessment tools meter you per candidate, which quietly teaches you to use them less. This one does the opposite.
The mechanic
Unlimited assessments
Assess every candidate who clears your phone screen. Assess the whole pipeline. The number of assessments is never the thing you are paying for.
The meter
The hires you plan
A twelve-month license sized to your hiring plan. Buy the plan you have, not the one you hope for; mid-term upgrades cost only the difference.
The number
One call
Pricing depends on how many hires you are actually making and how many role profiles you need calibrated. Thirty minutes is enough to give you a real figure.
Why this practitioner
The instrument is licensed. The reading is not.
Several firms sell this same assessment. What none of them sell is the twenty years of pattern recognition that turns a report into a decision, and that is the only part that actually changes who you hire.
Held personally
The Objective Management Group license sits with 589 directly, not through a chain of resellers. Formerly the top-ranked OMG partner globally out of roughly 125.
589 diagnostics, 15,000+ sellers
Every pattern in your data has been seen before, which is what makes a fast read a reliable one.
You keep the capability
Your team is trained to read the output themselves. The goal is a hiring process that works without a consultant in the room.
Questions people actually ask
Before you put a candidate through anything.
How long does a candidate spend on it?
Roughly forty-five minutes, online, on the candidate's own time. Results come back immediately rather than in a batch at the end of the week.
Where does it sit in our hiring process?
After your phone screen. Your existing screen stays exactly as it is, and only candidates who clear it get sent the link.
Is this a personality test?
No. It measures 21 sales-specific competencies across Will to Sell, Sales DNA and Tactical Selling. It is not a personality test and not a cognitive test.
What do we actually get back?
A verdict of Recommended, Worthy of Consideration or Not Recommended, plus a full interview packet: competency match against your calibrated role, a gap analysis and the questions to ask this candidate.
Start here
Bring your hiring plan and one role you keep getting wrong.
Thirty minutes. We will talk through what that role actually requires, what a calibration would look like, and what it would cost against the hires you are really making this year.