• FOR FOUNDERS, SALES LEADERS AND HIRING MANAGERS
Hire a salesperson
who actually performs
Most salespeople interview well.
Fewer can actually sell.
The problem isn’t finding candidates.
It’s knowing who will work in your business before you hire them.
We show you who can - before you hire them.
PROOF OF PERFORMANCE™
Before we introduce a single candidate, we pressure-test the hire itself.
— Every performance claim verified
— How they contribute to revenue
— How they think through deals
— Where it breaks under pressure
If it doesn’t hold up, they don’t get through.
You don’t see more candidates.
You see the ones who can actually perform.
20 minutes. Straight answer.
What most hiring processes miss.
• Real hiring outcomes
What happens when you stop
hiring the wrong people
Hired an entire sales team.
Michael - NED, Tech Scale-Ups
Head of Sales - 140% of quota by month four.
Emma - Hiring Manager, B2B SaaS
First AE generating pipeline inside 30 days.
Waleed - Founder, B2B Outbound Agency
• THE REAL PROBLEM
Most failed sales hires were predictable.
Not because the person was bad.
Because no one tested how they actually sell.
On paper, it all looked right:
Looked strong on paper
Interviewed well
References sounded solid
Then reality:
Couldn’t generate pipeline
Struggled with deal complexity
Didn’t fit how the role actually works
That’s why it only shows up after you hire them.
The money is recoverable.
The time isn't.
■ HOW WE STOP IT
The problem isn’t the candidate. It’s the process.
Most hiring processes were never designed to predict sales performance.
They reward:
confidence
communication
interview skill
Not actual selling ability.
We don’t rely on interviews to make hiring decisions.
Most hiring processes do.
That’s why the wrong people get through.
We break down how someone actually contributes.
Every candidate is assessed by experienced sales leaders, not just recruiters.
Not what they say. What actually happened.
what they’ve really done
how they generated pipeline
what they actually closed
how they think through deals
where it holds up, and where it doesn’t
If it doesn’t hold up, they don’t get through.
You don’t get more candidates.
You get fewer, better ones.
•THE FIX
Most recruitment is built for speed.
match CVs to job specs
push candidates through quickly
send more options when you’re unsure
That’s how the wrong people get hired. Faster.
Ours is built to not get it wrong.
pressure-test the role before hiring into it
assess how someone actually sells, not how they interview
filter out what won’t work before you ever see anyone
People who can actually perform in your environment.
You’re not paying for candidates.
You’re paying to not get this wrong.
•WHO IS THIS FOR
This is for teams where the hire actually matters.
You care more about performance than CVs.
You don’t want to gamble six months on the wrong hire.
—founders hiring their first real salesperson
—sales leaders building a team to perform
—hiring managers carrying the number
—VC and PE-backed companies where results matter quickly
If you just want more CVs, this isn’t for you.
This is for teams who want to get it right the first time.
■ABOUT US
Tony
Goodwin
30+ years building and hiring sales teams across SaaS, AI and consulting.
Most salespeople interview well.
That’s the problem.
We assess how candidates actually sell.
How they run deals.
How they handle pressure.
How they think in your environment.
So you don’t hire based on confidence.
You hire based on performance.
Led by Tony Goodwin, supported by experienced sales leaders who assess every candidate against real-world performance.
170+
B2B companies worked with
30+
Years in sales and hiring
Hundreds
Salespeople pressure-tested
SDR→VP
Roles covered across the full sales function
•PROOF OF PERFORMANCETM
Before we speak to a single candidate, we pressure-test the hire itself.
You care more about performance than CVs.
—what this role actually needs to succeed in your environment
—where most hires fail in this position
—the exact profile that will work (and what to avoid)
—the risks that will cause this hire to fail
—a simple 30–60–90 day success plan
If it doesn’t work, we’ll tell you
We’d rather stop you making the wrong hire than push you into the next one.
■BEFORE YOU HIRE
Start here
Before you hire, send us the role.
We’ll tell you if it works.
We’ll look at the role, the context, and what kind of person will actually work in it.
20 minutes. Straight answer.
If the role isn’t set up to succeed, we’ll tell you not to hire yet.
Traditional recruiters won’t.
