Sales recruitment and candidate assessment · Sales
The last three hires interviewed well and could not sell.
Sales interviews reward people who are good at interviews, which is not always the same skill as being good at selling. A confident, articulate candidate can talk their way past a standard interview and struggle once the job actually starts.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Sales recruitment and candidate assessment writes the job specification, screens candidates and runs a structured assessment before a sales hire is made. That way a good interview is not mistaken for a good rep. GullySales runs this alongside your existing hiring, checked against what your top performers actually do.
We write a clear job specification based on what your best current reps actually do, then screen candidates against it. A structured assessment, such as a role play or a sample call, tests the specific skill the role needs, not general confidence in a room.
This work sits alongside your existing recruitment process rather than replacing it, adding the sales-specific screening and assessment step most standard hiring processes skip.
The problem
Does this sound like your business?
What owners tell us on the first call, in their words.
“Hires are made on interview performance alone”
A candidate answers questions confidently and is hired, without anyone testing whether they can actually run a sales conversation.
“The job specification does not match the real job”
A generic job description is posted, attracting candidates who do not match what the role actually requires day to day.
“There is no consistent way to compare candidates”
Each interviewer forms their own impression with no shared assessment, so hiring decisions come down to whoever interviewed most recently.
What we do
Everything that is included.
Each deliverable, and what it gets you. Nothing here is an extra.
Job specification
A clear description built from what your best current reps actually do, not a generic template.
Candidate screening criteria
A short, specific set of criteria to filter candidates before a full interview.
Structured assessment
A role play, sample call or similar exercise that tests the actual skill the role needs.
Interview guide
Consistent questions and a scoring approach so candidates can be compared fairly.
Reference check guidance
What to ask a previous employer to verify claimed sales performance.
Hiring recommendation
A clear view of how each candidate performed against the assessment, to support your final decision.
How the result is measured
- Candidates assessed against the structured exercise
- New hire ramp time
- New hire performance against expectation at ninety days
- Interview-to-offer consistency
- Early attrition of new sales hires
Recorded as a baseline before work starts, so every later report has an honest comparison.
Who it is for
This is written for you if these sound familiar.
- Businesses that have made sales hires who interviewed well and underperformed
- Owners hiring their first dedicated salesperson with no experience assessing the role
- Companies scaling the sales team quickly and needing a repeatable hiring process
- Sales managers who want an objective assessment step, not just a feeling from a conversation
- Businesses replacing an outgoing top performer and wanting to hire against a clear standard
Not for
It is not the right fit if.
- Businesses hiring for roles outside sales, where a different assessment approach applies
- Very informal hiring where a single interview is genuinely sufficient for the role
How it works
From your first message to the first report.
No open-ended retainer. Every step gives you something in writing.
First
Your brief
You tell us what you need in a few short steps: your business, what you want, where enquiries come from and how they are handled.
After the brief
A conversation and a written scope
We read it, then talk with whoever handles your enquiries. If you want our help, the scope, the fee and the reporting come in writing, and nothing starts before you have read them.
Before work starts
Baseline recorded
The numbers this work is meant to move, such as enquiries, quotations, orders, visits or renewals, written down so every later report has an honest comparison.
After the baseline
The first fix goes live
The fix we agreed to start with is put in place and measured against the baseline, whether that is a reply, a follow-up, a page, a listing or the handover between marketing and sales.
As agreed
Report against the baseline
What moved, what did not, and what changes next, in plain words. How often you get it is set in writing before work starts.
At renewal
Renew on the numbers
The term ends and you decide whether to continue from the results. The length is agreed in writing before anything starts.
How the work runs
- 1
Study the role
We look at what your best current reps actually do, to build an accurate specification.
- 2
Write the specification and screen
A clear job description and screening criteria are set.
- 3
Design the assessment
A role play or sample exercise specific to your actual sales conversations is built.
- 4
Run the assessment with candidates
Shortlisted candidates are assessed consistently against the same exercise.
- 5
Support the decision
Results are summarised clearly to support your final hiring choice.
Why us
Why owners pick GullySales over an agency.
Marketing and sales, as one job
Most agencies stop at the enquiry. We also fix what happens after it: the reply, the follow-up, the quote and the CRM.
The person on the first call does the work
No account managers in between. You are never handed to someone you have not met.
A baseline before anything starts
Your numbers are written down on day one, so every later report compares against something honest.
The fee in writing, split three ways
Our time, your media spend and production on separate lines. You always see what goes to us.
No guarantees we cannot keep
The term is agreed in writing and never a default twelve months. We never promise a ranking or a lead count, because nobody controls those.
One office, and we say so
Nagarbhavi, Bengaluru. We work across India by call and WhatsApp and travel when a session needs to be in person.
#257, 3rd floor, Sri Nanjundeshwara Complex, Nagarbhavi 8th Block, Outer Ring Road. How we work.
Engagement options
Ways to work with us.
Pick the size of commitment that fits. Every option starts with your brief and a conversation.
Option 1
The conversation on its own
A call after you send your brief. It says honestly whether you need outside help, and many fixes are ones your own team can make.
Option 2
One fix, scoped
Start with the fix that matters most, such as reply time or follow-up. The fee is in writing before anything starts.
Option 3
An ongoing programme
We run the work, report against the baseline, and you renew on the numbers. The term and the reporting are agreed in writing first.
Option 4
Guidance for your own team or agency
We plan, brief and check the work of your in-house team or current agency, instead of replacing them.
Your brief
Tell us what you need, and we will read it before we call.
Eight short steps about your business, what you want and who decides. Most questions are a tap, and you can skip any you would rather answer on the call.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Do you interview candidates for us?
What does a sales assessment actually involve?
Can this help us hire our very first salesperson?
Do you also handle where to advertise the role?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
By industry
Sales recruitment and candidate assessment, written for your industry.
Related services
Often bought with this, or instead of it.
Read before you buy
- How to hire a salesperson: what to test before the offerBefore you make an offer to a salesperson, test them three ways: a short role-play on your own product, reference calls with the right questions, and a field day with a real customer.
- How to hire salespeople when your company is not a known nameSix questions a good salesperson asks an unknown company, from pay in the first months to territory and training, and what an honest answer to each sounds like.
- How a founder hands over selling to a sales teamA founder hands over selling in stages: write down how you win, give the new seller the small accounts first, keep the largest relationships for a stated period, and agree what 'ready' means.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.