The Framework

How the Sales Readiness Index works

The SRI is a structured diagnostic that evaluates how prepared a sales professional is to perform — before they're in front of your customers.

The Problem with Traditional Hiring

Interviews reward confidence. Resumes reward tenure. Neither reveals whether someone can actually sell.

The SRI was built to measure what interviews miss — the behavioural architecture behind consistent sales performance.

What It Measures

5 behavioural levers of sales performance

Each lever is scored out of 25, producing a total SRI score out of 125. The combination of lever scores determines the hiring recommendation and pattern classification.

A

Attention

Strategic focus on high-value opportunities. Does this person prioritise the right prospects, or scatter effort across low-probability targets?

C

Clarity

Accurate reading and qualification of deals. Can they assess where a deal actually stands, or do they over- or under-estimate?

E

Energy

Sustained output and self-management under pressure. Do they maintain output across a full sales cycle, or fade under load?

R

Resilience

Recovery from setbacks and durability under adversity. How quickly do they reset after rejection or a lost deal?

E

Execution

Follow-through discipline and learning from experience. Do they close the loop, or leave things incomplete?

Assessment Structure

25 questions. One clear signal.

The SRI consists of 25 scenario-based questions — 5 per lever. Questions are designed to be harder to game than standard personality tests: answer options are plausible-professional rather than obviously good or bad.

The assessment takes approximately 5 minutes to complete and can be taken on any device via a secure tokenized link.

The Output

A hiring signal, not just a score

Each candidate receives a hiring recommendation based on their total score and lever pattern:

Strong Hire

95–125 / 125

Consider

80–94 / 125

Development Risk

60–79 / 125

High Risk

Below 60 / 125

The report also identifies the dominant lever (strength) and the constraint lever (bottleneck) — giving you specific talking points for interviews or onboarding.