Impact of Coaching on Sales Performance: How TRL Systems Built a Sales Organization That No Longer Needed Us Most sales consulting engagements are built to renew forever. This one was built to end. Over 28 months, revenueify worked alongside the healthcare sales team at TRL Systems, coached a complete sales process into place, hired our own replacement, and handed back
Sales Hiring Assessment That Predicts the Rep, Not the Resume
Hire on data, not a hunch
You have hired a rep who aced the interview and never ramped. revenueify scores who will actually sell, ramp, and stay before you make the offer, then hands you the plan to coach them once they start.
The Interview Felt Great. The Rep Still Did Not Sell
A confident candidate is not the same as a candidate who will ramp. When the only data you have is a gut read, here is what tends to go wrong.
You hire the interview, not the rep
The candidate who interviews best is often the one most practiced at interviewing. Charisma in a room does not tell you who will hit quota in month four. You end up betting six figures of base, ramp, and lost pipeline on a forty-minute conversation.
Ramp takes months and you find out too late
By the time a bad fit is obvious, you are two or three quarters in. You have paid the salary, burned the territory, and now you have to backfill and start the ramp clock over. The cost of a wrong sales hire is rarely the salary alone.
The test you bought just gives you a personality type
Most sales assessment tools hand you a color or a four-letter type and leave you to guess what it means for the job. A generic aptitude score does not predict fit for THIS role, and it dies the day the candidate is hired. You are interpreting it alone.
Good hires leave before they pay back
A rep who is wrong for the role gets frustrated and walks, or coasts until you move them out. Either way the seat turns over again. Hiring for fit and then coaching to that fit is what keeps a good rep in the chair long enough to matter.
There Is a Way to See This Before You Make the Offer
A sales hiring assessment turns the gut read into evidence. You score the candidate against the real demands of the role, and you keep using that same profile to coach them after they start. Here is how it works.
See How It WorksA Test You Read Alone, or a System That Keeps Working
Most sales assessment tools are software you log into. They run a candidate through a generic aptitude or personality test, hand you a score, and leave you to figure out what it means for the role you are actually hiring for. The day you make the offer, the report goes in a drawer.
revenueify works the other way around. Our sales hiring assessment is built on PXT Select® and Everything DiSC® for Sales, the same behavioral science we then use to coach the rep once they are on your team. So it does not just describe a personality. It predicts who will ramp in your sales motion, and the profile that got them hired becomes the plan for how you manage them.
You hire on data, and the data keeps working after the hire. Pick the path that matches where you are.
You are about to hire
You have candidates in the pipeline and you do not want to bet on a gut read. We assess your finalists against the real demands of the role and tell you who is likely to ramp, sell, and stay.
Assess your finalistsYou already have a team
Run the same assessment on the reps you already have to see where each one is strong, where each one needs coaching, and how to build a hiring profile from your top performers.
Assess and train your repsYou would rather we ran it
You do not want to manage hiring and ramp at all. Hand the whole hire-and-manage motion to revenueify and we run the assessment, the interviews, and the coaching as one outsourced system.
Let us run the hireWhat the Assessment Actually Measures
Two instruments do the work. PXT Select® predicts whether the candidate can do the job and will fit the role. Everything DiSC® for Sales predicts how they will sell and how you will coach them.
PXT Select®: can they do this job, and will they fit it
Cognitive ability
How quickly the candidate learns, reasons through a problem, and handles the pace of your sales cycle. This is the part of ramp speed you cannot see in an interview. A complex, multi-stakeholder sale needs a different score than a fast transactional one.
Behavioral traits
The traits that drive sales behavior: assertiveness, sociability, pace, conformity, and more. We compare the candidate's traits against a performance model built for the specific role, so you see fit for THIS seat, not a generic personality label.
Interests
What kind of work genuinely pulls the candidate. A rep whose interests line up with the day-to-day of the role stays engaged and stays longer. Mismatched interests are a quiet driver of the turnover that shows up two quarters later.
Everything DiSC® for Sales: how they sell, and how you coach them
A candidate's DiSC style is their natural selling style: a high-D drives hard and pushes for the close, a high-i builds the room and sells on relationship, a high-S earns trust slowly and protects the account, a high-C wins on detail and proof. None of those is the right answer in the abstract. The right answer depends on the role you are hiring for. A complex enterprise seat rewards a different style than a high-volume inside seat, and DiSC tells you whether this candidate's natural style fits the way your buyers actually buy.
That is the part competitors leave out. The same DiSC profile that tells you whether to hire becomes the new rep's coaching plan on day one. You already know where they will press too hard, where they will avoid the tough conversation, and which Customer Focused Selling® skills to reinforce first. You are not starting their development from scratch. You are continuing the assessment you already ran. To go deeper on the assessment instrument itself, see DiSC for hiring.
The Score Is Half of It. The Interview Is the Other Half
A number on its own is easy to argue with. We pair every assessment with the F.I.N.D. Interview System®, a structured conversation that confirms in person what the data predicts. The same four pillars a strong rep uses on a buyer are how we read a candidate.
F Facts
What has the candidate actually done, in numbers. Real quota attainment, real deal sizes, real cycles. We separate the verifiable track record from the interview story, then read it next to the PXT Select score to see whether the history matches the aptitude.
I Important business objectives
What the candidate is actually trying to achieve in their next role and their career. When their objectives line up with the seat, the interests score from PXT Select stops being abstract and starts looking like retention.
N Needs
What the candidate needs to perform: the deal support, the comp structure, the coaching style. This is where the DiSC profile earns its keep, because you learn how to manage this person before you have ever managed them.
D Dreams
Where the candidate wants to be in a few years. A rep whose dreams the role can plausibly serve is a rep who stays and grows. A rep using the seat as a placeholder is a turnover risk the data alone will not always flag.
Where the Assessment Fits in the Full System
The sales hiring assessment is the front door to how revenueify builds sales teams. It feeds the structured interview, the offer decision, and the coaching plan, all running on the same Customer Focused Selling® methodology your reps will be trained on. Hire for fit with the assessment, then train the gaps the assessment found.
It is one piece of the wider Sales Recruiting system, which covers sourcing, screening, hiring, and onboarding the people who will carry your number.
What Our Clients Say
Real Results from Real Organizations
B2B Sales Development Case Study: How OfficePro Used Comp Design and Trade Show Selling to Grow New Business Most b2b sales development advice never leaves the whiteboard. You get a definition of the SDR role, a generic six-step funnel, and a list of tools to buy. What you rarely get is a look at what actually changes behavior inside a
When you are leading a commercial interiors and workplace solutions company like Circadia and your market demands sales professionals who can navigate complex, multi-stakeholder deals across furniture, AV technology, construction, and design, finding the right tech sales recruiters is not a Google search away. Jim Scheer needed to add sales capacity without disrupting the momentum his team had already built.
When you are leading a business that delivers communication solutions for business clients across Atlantic Canada, and your sales team is selling complex, high-stakes AV systems to hospitals, government agencies, and corporate clients, generic sales training is not enough. Backman Vidcom needed a way to help their salespeople connect more effectively with different buyer types. And when the time came
revenueify helped PCD Inc., a Northern California AV integrator, get clear on strengths, opportunities, and priorities, then turn that clarity into a practical action plan. The outcome was measurable progress toward managed services and stronger design build execution, supported by consistent sales training and coaching that the team could use in real customer conversations. PCD is based in Santa Rosa and
To deliver successful construction projects that improve the built environment, VVA prides itself on acting as an extension of its clients’ organizations. As a national project management and cost management service provider, VVA adds value at every stage of a project and makes sure client spaces are built for success.
What Changes When You Hire on the Data
Take the four ways gut-feel hiring goes wrong, in order, and watch what each one turns into once the assessment is doing the work.
When you stop hiring the interview and start hiring the rep, the offer decision rests on a performance model instead of a first impression. Across revenueify engagements that shift shows up as roughly 50% higher average win rates from the reps who clear the bar, because the people you put in seat are the people built to sell your motion.
When ramp no longer takes months to reveal a mistake, you know on day one where each new rep is strong and where they will struggle, and you coach to it immediately. That head start is a meaningful piece of the 15 to 20% pipeline lift our engagements produce, because productive selling time starts in week one instead of quarter two.
When the test stops being a personality label and becomes a role-specific fit score, you are reading the same behavioral science we have refined over 30+ years of building sales teams. The data does not expire at the offer. It carries straight into how the rep is managed, so the assessment keeps earning long after the hire.
And when good hires stop leaving before they pay back, retention becomes the quiet compounding win. revenueify sustains a 98% retention rate by hiring for genuine fit and then coaching to that same profile, so the rep who was right for the seat has every reason to stay in it.
Figures reflect results across revenueify engagements.
When You Would Rather We Ran the Whole Hire and Manage
The assessment is the start of a hire. If you do not want to own the rest, revenueify can run the hire, the ramp, and the day-to-day management as one outsourced sales function. Same assessment, same coaching science, and you hold the result instead of the workload.
One Profile. Two Instruments. The Whole Career
PXT Select® predicts the fit. Everything DiSC® predicts the selling style and the coaching plan. The F.I.N.D. Interview System® confirms it face to face. It is one connected read on a candidate that does not stop at the offer, it becomes how you hire, how you onboard, and how you coach. That is the difference between a test and a system.
When You Already Have the Team
You are not hiring right now, you are trying to lift the reps you have. Run the same assessment on your current team to see exactly where each rep is strong and where each one needs work, then train the gaps on Customer Focused Selling®. The hiring profile and the coaching plan come from the same data.
Hiring the right style is only worth it if the rep can adapt to the buyer in front of them. If buyer-style fit is your real gap, look at sales communication training next.
Build the Whole Sales Team, Not Just the Test
The assessment is one part of how revenueify sources, hires, and onboards salespeople. Here is the rest of the Sales Recruiting system.
Sales Recruiting Sales Hiring Assessment · you are here Head Hunter for Sales Jobs Sales Leadership Recruiters How to Hire Salespeople Sales Onboarding DiSC for Hiring Sales Training
More on Hiring Sales Reps Who Actually Ramp
If you are rethinking how you hire and develop reps, start here.
Frequently Asked Questions About Sales Hiring Assessments
Make Your Next Sales Hire on Data, Not a Hunch
Start With the Assessment
Score your candidates the way you will coach them. revenueify has been building sales teams on this same behavioral science for 30+ years.
