3D Hiring Intelligence
Most hiring tools measure
one thing. We measure three.
The Sales Readiness Index synthesises three independent data signals — resume evidence, LinkedIn behaviour, and a live behavioural assessment — into one calibrated hiring verdict. Where all three agree, confidence is high. Where they conflict, you know exactly what to probe.
Why triangulation
One signal can lie.
Three signals tell the truth.
A coached candidate can polish a resume. A confident candidate can impress in an interview. A self-aware candidate can game a single psychometric. But all three pointing the same direction — that's a signal you can act on.
What one source gives you
What the SRI triangulates
What you get at the end
Resume Evidence
Index
The REI goes beyond job titles. It reads the career as a data set — extracting trajectory direction, tenure patterns, sales-specific signals, and the red flags that survive a polish job.
A candidate who has never stayed longer than 14 months in a role, never carried a quota, and describes every departure as “a better opportunity” — the REI reads that pattern even when the resume doesn't name it.
Career trajectory
Ascending — 3 promotions in 5 years
Tenure pattern
Average 26 months per role — stable
Sales DNA
Quota-carrying roles confirmed in 3 of 4 positions
Red flag
2 exits under 10 months — no explanation in resume
Gap analysis
7-month gap in 2022 — not accounted for
Illustrative REI output — extracted automatically from resume PDF
Progression logic
IC → Team Lead → Manager in 4 years. Internally promoted.
Endorsement signal
12 recommendations — 8 from direct managers. Language specific.
Network quality
Connections include decision-makers across target verticals
Activity pattern
Posts 2–3x/month. Sales POV content. Consistent over 2 years.
LinkedIn signal flag
Thin profile — weight ACERE and REI higher for this candidate
Illustrative LPI output — parsed from public LinkedIn profile
LinkedIn Profile
Index
The LPI reads a candidate's professional behaviour over time — not just their current snapshot. Progression logic, endorsement language, network quality, and activity pattern all carry signal that a resume doesn't capture.
A salesperson who has never built their professional network, never posted a perspective, and has zero manager recommendations is a different profile from one who has — even if the resume reads identically.
How they're wired
to perform under pressure.
25 scenario-based questions across five behavioural levers. Each lever scored out of 25. Total out of 125. Options are plausible-professional — not obviously right or wrong — making the assessment significantly harder to game than standard personality tests.
Attention
Strategic focus on high-value opportunities. Does this person prioritise the right prospects, or scatter effort?
Clarity
Accurate reading and qualification of deals. Can they assess where a deal actually stands, or do they mis-read progress?
Energy
Sustained output and self-management under pressure. Do they maintain output across a full sales cycle, or fade under load?
Resilience
Recovery from setbacks and durability under adversity. How quickly do they reset after rejection or a lost deal?
Execution
Follow-through discipline and learning from experience. Do they close the loop, or leave things incomplete?
Composite Signal
Where all three agree,
confidence is high.
The synthesis layer compares all three inputs and generates a signal consistency indicator. When REI, LPI, and ACERE all point the same direction, the hiring recommendation is clear.
When they diverge — a polished resume but a constrained Execution score, or a strong ACERE but thin professional presence — the report flags the specific tension. That divergence is the finding. It tells you exactly what to test in the interview.
Aligned
All three inputs point the same direction. Hire with confidence.
Divergence
One input conflicts. The Interview Engine surfaces the question to resolve it.
Conflict
Significant signal conflict. High risk — proceed with clear evidence or don't proceed.
Signal Consistency
ACERE Scores
SRI Total
Interview Engine
Walk in knowing exactly
what to ask.
After the SRI is complete, the Interview Engine identifies the candidate's constraint lever — the weakest of the five ACERE dimensions — and generates five targeted questions to test it specifically.
Each question comes with a strong answer guide and a red flag signal. Generated per candidate. Not a generic bank. Every interview hour becomes a precision instrument.
Constraint lever probes
5 questions targeted at the specific weak lever — not a generic interview script
Strong answer guide
For each question: what a good answer looks like, what language signals competence
Red flag signals
For each question: the responses that should make you walk away
Tell me about the longest dry spell you've been through in a sales role. How long did it last — and what changed?
Walk me through how you handle a month where you hit 60% of target. What does the next Monday morning look like?
Strong answer signal
Specific timeline. Acknowledges the difficulty without dramatising it. Describes a concrete process change — not just “I worked harder.”
Red flag signal
Blames market conditions exclusively. No ownership of the pattern. Can't describe what they changed — only that things “picked up eventually.”
Workflow
From shortlist to decision — in one session.
Invite candidates
HR uploads a resume or enters candidate details. A secure, tokenised assessment link fires automatically. Candidates complete it from any device.
Three signals measured
REI parses the resume. LPI scores the LinkedIn profile if available. ACERE is completed by the candidate. All three run in parallel.
SRI verdict generated
On completion, the synthesis layer combines all three inputs into a single hiring recommendation — with a signal consistency indicator and conflict analysis.
Interview kit ready
The Interview Engine delivers five lever-specific questions, a strong answer guide, and red flag signals — calibrated to this candidate, not a template.
How to think about the SRI
A diagnostic is accurate about what it measures.
Downstream outcomes depend on other variables.
DISC, Hogan, and SHL were all built on construct validity before empirical validation. The SRI is grounded in the same approach — five behavioural levers with structural coherence — applied specifically to sales readiness in the Indian mid-market. The diagnostic tells you how ready a candidate is. What they do with that readiness depends on your environment, your product, and your leadership.
Stop interviewing first.
Measure first. Then interview.
The SRI takes under 15 minutes. The bad hire costs 18 months. Do the math.