What is Sales Talent AI ?

Sales Talent AI evaluates sales candidates from resumes and LinkedIn profiles, revealing strengths and interview insights across 30 pages for confident hiring.

What is a sales talent assessment?

A sales talent assessment evaluates a candidate's likelihood to succeed in a sales role based on evidence from their resume, LinkedIn profile, and (optionally) the job description. Sales Talent AI scores candidates across six dimensions of the DRIVEN™ framework and produces an interview plan tailored to what still needs validating.

How accurate is an AI-generated assessment?

Our scoring is grounded in evidence the candidate has actually written — quota attainment, deal size, tenure, scope of role, promotions, endorsements. We flag where evidence is missing and recommend validation questions, so the assessment is a starting point for a structured human interview, not a replacement for one.

What does each assessment include?

Every report contains an overall DRIVEN™ score, six per-dimension scores with rationale, key strengths, areas to probe, red flags with severity, and role-fit analysis (when a job description is provided). A phase-by-phase interview plan with tailored questions is included on the assessment + interview plan tier and the Unlimited Monthly subscription.

Which sales roles does this work for?

Every common sales role — SDR, BDR, AE, Senior AE, Account Manager, Sales Manager, Regional Sales Manager, Enterprise Rep, Sales Engineer, VP of Sales, and CRO. Scoring weights automatically adjust to the role you select.

Do I need a subscription?

No. You can pay from $29 per assessment ($49 with a full interview plan) with no commitment, or subscribe to the Unlimited Monthly plan if you hire regularly.

How long does an assessment take?

Upload a resume or paste a LinkedIn profile and you'll typically have a complete report in under two minutes.

Is candidate data kept private?

Yes. Resumes and candidate profiles are stored privately, only accessible to you and our service, and you can delete individual assessments or request full account deletion at any time.

Can I use the report in my hiring process?

Yes. The report is designed to be shared with hiring managers and interviewers. You can export it as a PDF and use the interview plan to run a structured loop. Assessments are screening aids — final hiring decisions should always involve human review.

587assessments created

Know who can actually sell,before you hire them.

Upload a resume or LinkedIn profile and get an evidence-based candidate scorecard plus a tailored interview plan — built on the DRIVEN^™ framework.

See a sample report

Six DRIVEN^™ dimensionsEvidence-linked scoringReady in about two minutes

DRIVEN^™ candidate report

Candidate 1 of 3

Casey Mitchell

SDR moving up to AE · 2 yrs · HR Tech

Overall

21/100

Determination

Intelligence

External Validation

Versatility

Ramp-Readiness

Notable Career

No closing experience on record

Every deal listed was handed off at demo stage — there is no evidence of owning a close end to end.

Ask in the interview

“Walk me through the furthest you have personally taken a deal. Where did it hand off, and why?”

Anonymized examples — your reports follow the same structure.

See the full report

Process

How it works

Drop in a resume

Upload a candidate's resume or paste their LinkedIn profile text. No forms, no setup.

We score it against DRIVEN^™

Every claim in the profile is weighed across the six DRIVEN^™ dimensions of real sales ability.

Walk in interview-ready

Scores, red flags and tailored questions — in under two minutes, before your first call.

The DRIVEN^™ framework

Every score in a report traces back to these six dimensions. Open any one to see what we look for — and the interview questions that prove it.

Determination is the internal motivation that pushes a salesperson to achieve goals and surpass targets. It's a critical trait as it ensures persistence and resilience in the face of challenges. To assess determination, look for evidence of goal-setting and achievement in their past roles.

Sample Interview Questions

Can you describe a time when you set a challenging sales goal for yourself and how you achieved it?

What motivates you to excel in your sales career?

Having relevant experience means the candidate has a background in similar industries or roles, which can lead to a shorter learning curve and quicker contributions to your team. Assess this by reviewing their resume and asking about specific industry knowledge and previous responsibilities.

Sample Interview Questions

How has your experience in [specific industry] prepared you for this role?

Can you give an example of how you applied your industry knowledge to solve a problem in your last position?

Intelligence refers to the candidate's ability to understand complex concepts, analyze data, and make informed decisions. It's crucial for adapting to market changes, developing business acumen and gaining trust. Evaluate this through problem-solving questions and discussions about past strategic decisions and expertise.

Sample Interview Questions

Describe a situation where you had to analyze complex data to make a sales strategy decision. What was the outcome?

How do you stay informed about market trends and industry developments?

The ability to connect well with a CFO or a skeptical end-user requires high EQ, the ability to read the room, adapt in real time, and build trust at every level of an organization. It's one of the strongest predictors of long-term sales success.

Sample Interview Questions

Can you tell me about a time when you had to handle a difficult client or team member? How did you manage the situation?

How do you ensure you understand and meet the needs of your clients?

A strong sales hire has numbers, not narratives. Ask for specific quota attainment, deal sizes, and leaderboard rankings, then verify them with a reference who can speak to performance. If a candidate can't produce either, they may not be the right fit.

Sample Interview Questions

What are your top three achievements in your sales career?

Can you share your sales targets and actual results for the past year?

Read the full framework guide

Works with any sales role, from junior SDR to CRO

Sales Development Rep

Business Development Rep

Account Executive

Senior Account Executive

Sales Manager

Regional Sales Manager

VP of Sales

Chief Revenue Officer

Account Manager

Sales Engineer

Territory Manager

Enterprise Sales Rep

Why teams trust it

Built for better hiring decisions, not black-box hiring

Serious hiring is too important to hand to a model you can’t question. So this one shows its work and leaves the decision where it belongs.

You make the call, not the model

Every report surfaces strengths, risks and questions. It never spits out a hire / no-hire verdict — the judgment stays yours.

Evidence, not vibes

Each score traces back to something real in the resume or profile, mapped to a DRIVEN^™ dimension. No personality horoscopes.

Catches what charm hides

Tenure gaps, attainment dips and inflated titles a polished 30-minute interview is built to paper over.

Your data stays yours

Resume and LinkedIn data is handled securely and deleted on request — no resale, no training on your candidates.

How deletion works →

Pricing

Pay for what you screen

Buy credits and spend one per candidate report — no seats, no contracts. A single bad sales hire costs a year of salary; a report costs less than lunch.

FAQ

Frequently asked questions

Short answers to what most teams ask before running their first assessment.

For candidates

Want to test yourself?

Run the same DRIVEN™ assessment on your own profile to see how you score and prep for your next interview.

Know who can actually sell,before you hire them.

How it works

Drop in a resume

We score it against DRIVEN^™

Walk in interview-ready

The DRIVEN^™ framework

Determination

Ramp-Readiness

Intelligence

Versatility

External Validation

Notable Career

Works with any sales role, from junior SDR to CRO

Built for better hiring decisions, not black-box hiring

You make the call, not the model

Evidence, not vibes

Catches what charm hides

Your data stays yours

Pay for what you screen

Frequently asked questions

Want to test yourself?

For recruiters

For hiring managers

For founders & sales leaders

Know who can actually sell,before you hire them.

How it works

Drop in a resume

We score it against DRIVEN™

Walk in interview-ready

The DRIVEN™ framework

Determination

Ramp-Readiness

Intelligence

Versatility

External Validation

Notable Career

Works with any sales role, from junior SDR to CRO

Built for better hiring decisions, not black-box hiring

You make the call, not the model

Evidence, not vibes

Catches what charm hides

Your data stays yours

Pay for what you screen

Frequently asked questions

What is a sales talent assessment?

How accurate is an AI-generated assessment?

What does each assessment include?

Which sales roles does this work for?

Do I need a subscription?

How long does an assessment take?

Is candidate data kept private?

Can I use the report in my hiring process?

Want to test yourself?

For recruiters

For hiring managers

For founders & sales leaders

We score it against DRIVEN^™

The DRIVEN^™ framework