Frequently asked questions

The SRI evaluates five behavioural levers that drive consistent sales performance: Attention (strategic prioritisation of high-value targets), Clarity (accurate reading and qualification of deals), Energy (sustained output and self-management under pressure), Resilience (recovery from setbacks and durability under adversity), and Execution (follow-through discipline and learning from experience). Each lever is scored out of 25, giving a maximum total of 125 points.

The SRI is a behavioural diagnostic, not a personality assessment. It measures how a candidate tends to act in real sales situations — how they prioritise accounts, handle objections, manage their energy, and respond to failure. The questions are scenario-based and harder to game than standard personality tests because there is no obviously 'correct' answer visible to the candidate.

The assessment typically takes 5–8 minutes to complete. It consists of 25 scenario-based questions, each with five response options. Candidates can take it on any device — desktop, tablet, or mobile — and do not need to create an account.

The SRI is designed to reduce gaming. Questions are framed around specific behavioural scenarios rather than abstract preferences, making it difficult to identify a 'correct' answer without genuinely reflecting on how you behave. The assessment also includes a pre-instruction asking candidates to answer based on what they personally tend to do — not what they believe is theoretically best.

Strong Hire: The candidate demonstrates strong readiness across multiple levers and is likely to perform well in a sales role. Consider: Solid in key areas with some development needs — worth interviewing with targeted questions. Development Risk: Meaningful gaps in one or more levers that could affect performance without coaching. High Risk: Significant structural gaps that suggest the candidate is unlikely to perform in a demanding sales environment.

Each of the five levers (Attention, Clarity, Energy, Resilience, Execution) reflects a distinct structural component of sales performance. A candidate's individual lever scores show where their strengths and constraints lie — which is more useful than a single total score. A candidate with high Execution but low Energy, for example, has a very different profile than one with the reverse.

The Dominant Lever is the single lever where the candidate scores highest — their primary sales strength. The Constraint Lever is where they score lowest — the area most likely to create performance gaps. The report highlights both, along with coaching context for each, to help you structure interviews or onboarding plans.

Yes — this is one of the most practical uses of the report. The lever scores and coaching context give you specific, evidence-based areas to probe in conversation. For example, if a candidate scores low on Resilience, you can ask targeted questions about how they have handled sustained setbacks in previous roles.

One credit is consumed when a candidate completes their assessment. Credits are not consumed when you send an invitation — only when the assessment is actually submitted. If a candidate does not complete the assessment, the credit is not used.

Yes. Starter credits (5) are valid for 30 days from purchase. Growth credits (20) are valid for 90 days. Scale credits (50) are valid for 180 days. The 3 free trial credits given to every new account do not have a stated expiry.

Credits are non-refundable once purchased, except as required by applicable law. We recommend using your 3 free trial credits to evaluate the full report experience before purchasing a paid plan.

Payments are processed securely via Cashfree. We accept UPI, net banking, debit and credit cards, and most major Indian payment methods.

Yes — you can purchase additional credits at any time. Each purchase creates a new credit balance with its own validity period.