Recruit Smarter
Your Last Bad Sales Hire
Cost You More Than You Think.
The salary was just the beginning. The real damage was the lost pipeline, the manager hours, the client relationships that walked away, and the six months you'll never get back.
What if you could know — before you made the offer — whether a candidate actually has the character, coachability, and sales DNA to succeed on your team?
Let's Be Honest About How Most Companies Hire Salespeople
We're not going to pretend this isn't uncomfortable. But if you've been burned before, you already know this is true.
What Most Companies Do
- Interview a small pool of candidates and hope for the best
- Use a generic cognitive or culture assessment — only on the person they've already decided to hire
- Make gut-feel decisions dressed up as "culture fit"
- Discover the problem 6 months later when the pipeline is dry
- Repeat the cycle and wonder why turnover is so high
What We Do Differently
- Assess every candidate — not just your finalists
- Sales-specific scoring that measures trust-building ability, coachability, and resilience
- Three clear tiers: Not Recommended, Worthy of Consideration, and Recommended
- Objective data before emotional investment clouds your judgment
- You make the decision — we just make sure you have the full picture
Here's the question nobody wants to ask:
If you had scored your last bad hire before making the offer, would you still have made it? In almost every case, the data would have told you what your gut was trying to say. The assessment isn't about saying "no" more often — it's about having the confidence to say "yes" to the right person.
How the Scoring Works
Every candidate gets assessed across sales-specific dimensions. No generic personality tests. No vague "culture fit" scores.
Significant gaps in sales character, coachability, or trust-building ability. Hiring this person carries high risk of early turnover and lost revenue.
Shows potential in key areas but has development gaps. Could succeed with the right coaching plan and manager support — proceed with eyes open.
Strong alignment with what successful salespeople look like. High coachability, trust instincts, and resilience. Move forward with confidence.
The Investment
Here's Exactly What It Costs. No Surprises.
We believe you should know our pricing before you ever get on a call with us. If that makes you trust us a little more, good — that's the point.
Platform Access
- Unlimited candidate assessments
- Sales-specific scoring framework
- Three-tier candidate classification
- Detailed individual reports
- Team benchmarking data
- Cancel anytime — no contracts
Why unlimited? Because we want you to assess every candidate — not just the ones you already like. That's how you find the ones you'd otherwise miss.
Per Placement Fee
- Paid only when you make a hire
- Full assessment data for the placed candidate
- Coaching report for the sales manager
- Onboarding profile & coaching roadmap
- No fee if the candidate isn't hired
Why per-hire? Because our value shows up when you actually place someone. We don't charge you for saying "no" — only for saying "yes" with confidence.
Hire + Train
- Per-hire fee waived completely
- New hire enrolls in 12-month training
- Daily micro-coaching from day one
- SalesIndex ongoing development tracking
- They ramp faster and stay longer
Why we waive it: When a new hire goes straight into our training program, we know they'll develop faster. We're invested in their success too — so we share the risk. This isn't a discount. It's alignment.
"Is $299/month worth it if I'm only hiring a few times a year?"
Fair question. Here's how we think about it:
If you hire just one salesperson this year using Recruit, your total cost is $3,588 (12 months × $299). Add the $595 placement fee = $4,183. Or choose Hire + Train: enroll them in 12-month training at $99/mo, the placement fee is waived, and your total is $4,776 — with daily coaching included.
The average cost of a bad sales hire? $150,000–$250,000 when you factor in salary, ramp time, lost pipeline, and the damage to client trust.
So the real question isn't "Can I afford $299 a month?" It's "Can I afford to make another blind hire?"
What Companies Say After Making the Switch
Real hiring results from teams using data-driven candidate assessment
"Larry was always researching and redefining 'what good looked like.' I guarantee you will see results in higher quality engagements and increased revenues."
"It is nice to see the pendulum swing the other way toward caring and compassion versus competition. Larry understands what it means to sell with authenticity."
"Larry exudes a calm confidence of a true sales leader that has consistently perfected his craft. Larry provides value at every turn."
How Much Is a Bad Sales Hire Really Costing You?
Most leaders underestimate this by 3–5×. Plug in your real numbers and see what a single wrong hire actually costs your organization.
Average is 6–9 months before companies act
Coaching, correcting, covering — it adds up
Revenue you lose when the wrong person fills this seat
The Real Cost of One Bad Hire
Cost to Prevent That Bad Hire
$5,373
vs $435,750 wasted — that's 81× cheaper to prevent
These are conservative estimates based on SHRM and industry research. The actual number is often higher — especially in relational sales where damaged client trust takes years to rebuild.
The math is simple. The decision should be too.
Common Questions
One Last Thing
We know some of you reading this are thinking, "We've always hired on gut feel and it's worked okay." And maybe it has — for now. But "okay" has a ceiling. And the cost of being wrong once is more than the cost of being right every time.
We'd rather you make the right hire without us than make the wrong one because you didn't have the data.