Hiring process for sales reps
Whoever hires a sales rep on gut feeling often hires someone who looks like the last one. In SalesDNA you run every application through the same phases, the same questions and the same criteria. The criteria come from your job profile and your core values, not from a generic list.
A board per vacancy.
Per vacancy a board with the phases from your hiring process. Every candidate gets the same questions and is assessed on the same criteria.
- 01
Candidates per phase
Tick off criteria at selection, move on to an interview, or reject.
- 02
Prepare the interview
A guide per phase with AI from your profile and core values; questions about age, health, origin, religion or family plans are left out. Schedule with a co-assessor.
- 03
Scorecard
Notes per question and a score from 1 to 4 per criterion, independently of each other. You see the other person's scores only when you are both done.
- 04
Compare and decide
Side by side per criterion, big differences discussed first. Offer, reserve or reject, with a rationale per candidate, and then on to onboarding.
Two assessors, no total score.
You score without seeing your co-assessor's scores. Only when you are both done does Compare put the scores side by side per criterion and highlight big differences. You discuss those first. That way you talk about what you saw, not about who argues loudest.
The page also tells you which criteria have no question yet. Then you know before the interview where you would learn nothing.
If you make an offer, a criterion scored 2 or lower becomes a development point, linked to a training if one fits. Those development points appear as extra steps in month 1 of the onboarding program.
And the hiring process itself learns from it. When a vacancy is closed, SalesDNA counts per criterion across all scorecards whether it rarely comes up, does not distinguish between candidates, or whether assessors are often two points apart. Those lessons appear as an addition in panel 2 of Hiring process or Core values in behavior, and with "Lessons from your vacancies" on the candidate board. From three candidates per criterion, and counts only.
Hiring process
Building layer 6 · owner, sales manager and HR only- Candidates per phase
- Prepare the interview
- Scorecard
- Compare and decide
The guide per phase comes from your profile and core values; questions about age, health, origin, religion or family plans are left out. Compare puts the scores side by side per criterion, big differences first. Then offer, reserve or reject, with a rationale per candidate. At closing: Lessons from your vacancies. Nothing about candidates goes to AI.
AI helps prepare. You assess.
AI works only with your job profile and your core values. AI never assesses a candidate.
AI does
- Draft an interview guide per phase from your profile and core values
- Leave out questions about prohibited topics
AI does not
- Assess or rank candidates: you give the scores yourself, without a total score
- Process anything about candidates: no candidate, name or note goes to AI. The lessons from your vacancies are counts only
- Adjust criteria itself: a lesson appears as an addition in panel 2, you decide
Fixed retention periods · a daily task cleans up
- 28 daysRejected candidates disappear 28 days after the vacancy is closed.
- 1 yearReserve candidates stay for a year, only with their consent.
- NeverTasks in panel 5 never carry a candidate's name.
Owner, sales manager and HR only.
Candidates and scorecards are personal data. That is why only the owner, the sales manager and the HR administrator work in this workspace. A sales manager with a team sees only the people of that team. The organization administrator does not see them, and neither does the SalesDNA team while watching along.
Candidates themselves receive nothing from SalesDNA. Of them, only name, phase and decision are stored.
See all roles and permissionsCoaching on behavior instead of numbers
Good criteria describe behavior you can see. This article shows how you translate core values and competencies into behavior, for coaching and for hiring.
Read the articleThe criteria come from the job profile; after the offer comes the onboarding program.
What you want to know.
Do candidates have to log in to SalesDNA?
No. Candidates are never users and receive nothing from SalesDNA. You post the job ad text wherever you like. In SalesDNA, only a candidate's name, phase and decision are stored.
How long do you keep application data?
Rejected candidates disappear 28 days after the vacancy is closed. Reserve candidates stay for a year, only with their consent. A daily task cleans up.
Does AI advise on who we should hire?
No. AI only drafts the interview guide. You give the scores yourself, per criterion from 1 to 4, and there is no total score. You make the decision, with a rationale per candidate.
Why do I see my colleague's scores only later?
So you do not drift along with the other person. Only when you are both done do you see the scores side by side. Big differences are at the top, so you discuss those first.
Build the first building layer of your SalesDNA. Together, in 30 minutes.
You tell us how you sell, we capture it in building layer 1. After that you know whether SalesDNA fits your organization.
- No preparation needed
- Data in the EU
- Confirmation within one working day
- You pick a timeRight in the form, in two steps.
- We confirm by emailWith two short questions about your team and your current playbook.
- Together we build building layer 1Your promise and ambition, captured in SalesDNA.