Recruiting, reengineered.
Most agencies sell effort. We built systems that deliver outcomes.
We built the systems. Your recruiter brings the judgment.
Agencies charge premium fees for a process that hasn't changed in decades. We took a different approach.
Structured Phone Screen
A senior recruiter conducts a rigorous behavioral interview, assessing 5 constructs that predict real sales performance. Human judgment first.
Earn Your Spot Simulation
Candidates complete a live, AI-driven sales simulation. For SDRs, a cold call. For AEs, a discovery call. Scored on execution, not rehearsed answers.
Master Scorecard
Both assessment layers merge into a single cross-evidence scorecard. Where behavior and execution align, confidence is high. Where they diverge, we flag it.
Every candidate. Analyzed. Evidenced. Validated.
Our four-step assessment process turns interviews into data you can trust.
Structured behavioral interview
A senior recruiter conducts every screen using role-specific, research-backed frameworks. No scripts. No checklists. A real conversation designed to surface the behaviors that predict performance.
AI-assisted behavioral analysis
The full interview transcript is analyzed against calibrated rubrics. Every behavioral construct receives an evidence-backed analysis with supporting quotes, reviewed and validated by a senior recruiter.
Recruiter validation
Your recruiter reviews every AI analysis, adds human context like intangibles, culture signals, and career trajectory, then makes the final call on who moves forward. The client makes the hiring decision.
Evidence-backed submittal
You receive behavioral analysis, evidence quotes from the interview, and your recruiter's written perspective. Everything you need to make a confident hiring decision.
See what you actually receive
Every candidate submittal includes behavioral analysis, direct evidence from the interview, and your recruiter's assessment. Here's a real example.
Jordan Ellis
Inside Sales Rep · Austin, TX
for Senior Sales Development Representative (SDR)
Behavioral Assessment
Competitive Drive
4.6“I tracked the leaderboard daily and made it a personal mission to stay in the top 3. When I dropped to 5th one week, I added 20 extra calls per day until I climbed back.”
Genuine competitive fire. References specific metrics and personal accountability without prompting.
Resilience & Grit
4.2“My first month I booked zero meetings and almost quit. Instead I asked the top rep to shadow me and found I was rushing the discovery. I completely rebuilt my approach.”
Strong self-awareness and willingness to confront failure head-on. The rebuild narrative shows maturity beyond experience level.
Coachability
4.4“My manager told me I was talking too fast on calls. I started recording myself, slowed down, and my connect-to-meeting rate went from 8% to 14% in three weeks.”
Exceptional coachability. Not only accepted feedback but implemented a structured self-improvement system with measurable results.
Communication Impact
4.3“Throughout the screening call, Jordan was articulate, concise, and naturally adjusted communication style when discussing technical vs. interpersonal topics.”
Above-average verbal agility for tenure level. Speaks with confidence without being overbearing.
Process Discipline
3.4“I follow my call block schedule most days, but honestly some weeks I skip the Friday afternoon block if I’ve already hit my weekly target.”
Adequate but not exceptional process adherence. May benefit from a more structured environment. Worth exploring in follow-up.
Recruiter Assessment
Jordan combines rare competitive fire with genuine coachability, a profile that typically accelerates fastest in structured SDR environments. At 2 years in, they've already built self-improvement habits (recording calls, tracking metrics daily) that many 5-year reps haven't developed. The quota overperformance is real, not inherited from territory luck.
- Dig into the management frustration: is it about wanting more autonomy, or a pattern of authority issues?
- Test process discipline under pressure: what happens when quota is at risk with 3 days left in the month?
- Explore career trajectory ambitions: SDR-to-AE timeline expectations
- Ask about multi-threading deals since current role is mostly single-threaded
Not another agency. A better system.
Side by side, the difference is obvious.
Ready to see the difference?
Schedule a 30-minute discovery call. We'll learn about your organization and find the right fit.
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