You are missing pipeline because you are missing reps. We screen, interview, score, and recommend SDRs and AEs against a rubric built on discovery quality, written follow-through, and demo poise, not which logos are on the CV.

"We were under quota for two quarters because we missed the ramp window on three of five new hires. They could not run a discovery call."

"Twenty-eight Salesforce alumni in the pipeline. Three of them have actually run an outbound motion. The other twenty-five are pattern-matching."

"I keep hiring people who interviewed beautifully and then froze on the first live call. There has to be a better filter."

A scored conversational discovery against a real-feeling buyer persona. We measure question quality, listening signals, and the moment they recognise a disqualification.

Candidate writes the post-call follow-up email. We score for clarity, specificity, and whether they propose a real next step.

Two scripted objections during the AI interview, scored against a rubric. We look for genuine engagement, not deflection patterns.

A short structured probe on how they planned their week at their last role. Specific numbers, real activities, not "I was very organised".

One piece of feedback given mid-interview. We score how quickly they incorporate it and whether they ask a follow-up question.

Territory, quota band, experience floor. We hard-filter these first so the model only scores people who can actually do the job.

412

Inbound applicants screened

88%

Top-3 offered

29h

Median time from post to shortlist

17d

Median days saved per seat

"I was running discovery interviews myself between QBRs because I didn't trust the recruiter screen. That stopped two months ago."

"Picked surfaced an SDR who'd worked at a coffee shop and a software company. Recruiter never would have shown me. She's our top performer this quarter."

"The rubric on objection handling is alone worth the price. It's the thing I can never quite assess on a Zoom call."

"We were paying a £4,800/month retainer to a sales recruiter. We stopped. Picked filled the next four seats. Same quality. One-fifth the spend."