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.
Recruit & Hire Packages
Three Ways to Hire With Data
Pick the package that fits your hiring plan, and we'll walk through the details together on a call. No pressure, and no blind hires.
Recruit: 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.
Hire: Per Placement
- 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 + Coach
- Per-hire fee waived completely
- New hire enrolls in 12 months of daily coaching
- Daily audio 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 daily coaching, 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 it worth it if I'm only hiring a few times a year?"
Fair question. The average cost of a bad sales hire is $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 to assess candidates?" It's "Can I afford to make another blind hire?" Let's talk through your hiring plan.
What Companies Say After Making the Switch
Real hiring results from teams using data-driven candidate assessment
"Larry exudes a calm confidence of a true sales leader that has consistently perfected his craft. Larry provides value at every turn."
"A true leader for today's overwhelming sales process. A master of 'on the street' real world sales who will transform any sales organizations."
"Larry has been an invaluable resource to Xerox's channel partner program. He has immense credibility as he teaches them how to transform their skills."
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
Prevent It With Data
Assess every candidate before you make the offer.
Preventing one bad hire costs a fraction of making one. Let's talk about your hiring plan.
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.