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.

I've never hired sales — is this enough on its own?

It's a strong second opinion, not a replacement for talking to the candidate or referencing them. But if you don't have a sales advisor on speed dial, it gets you the structure and the questions an experienced CRO would bring to the conversation.

Does it work for hiring a VP of Sales?

Yes. Senior roles get evaluated more heavily on Evidence of Success, Notable Career Stability, and Endorsement, with weighting adjusted to the role you select.

What if my candidate doesn't have a perfect resume?

A lot of great early-stage sales hires don't — the assessment surfaces what they do have, and tells you what to probe rather than penalizing them for unclear data.

Can I share this with my board?

Yes — export the PDF. Reports are designed to be readable by non-sales people.

Get your first sales hiresobjectively right

The wrong first AE costs you 18 months and a quarter of your runway. The wrong first VP of Sales can cost you the company. Make the call with the same lens an experienced CRO would use — even if this is the first sales hire you've ever made.

Founders hiring sales for the first time

Salespeople are the hardest hire you'll make, because the very skill you're hiring for is the skill they use in the interview. You can't tell who is good at telling stories about closing deals and who is actually good at closing deals.

Most founders end up hiring on referrals, charisma, or logos on the resume — and find out 6–9 months later that none of those signals correlated with the number.

You need a structured, evidence-driven lens that doesn't require you to have run a sales org before.

Outcomes

What changes after you start using it

Get to the right shortlist faster

Score 30 candidates over a weekend. Surface the five worth a real conversation without sitting through 25 first calls.

Catch the mismatches early

Enterprise reps trying to do early-stage hunting. Senior leaders who haven't carried a bag in a decade. Pattern-matching that's hard to do by reading resumes.

See through the pitch

The candidate will tell a great story. The report tells you which claims have evidence behind them — and which ones to make them prove.

Build a hiring system, not a hope

Same rubric for every candidate, so your first 10 hires don't depend on whoever happened to be on the call that day.

Workflow

How it fits your process

Define the role

Pick the role type (AE, Sales Manager, VP of Sales, etc.) and optionally paste the job description.

Run every serious candidate

Spend $29 per assessment instead of two hours per first call. Use the output to decide who deserves your time.

Interview off the plan

Each report gives you a phase-by-phase interview plan tied to that candidate's specific gaps. You walk in prepared.

What you get in every report

Role-type-aware scoring (SDR → CRO)

Evidence-based DRIVEN™ analysis

Red-flag detection with follow-up questions

Phase-by-phase interview plan

PDF export to share with your board or co-founder

No commitment — from $29 per assessment

FAQ

Frequently asked questions

Make your next sales hire on evidence

Try it on a candidate you\'re currently considering — from $29, no commitment.