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866-972-5373 Account LoginFor HR, Recruiting & Sales Hiring Teams
You sourced them. The hiring manager loved them. They cruised through three rounds of interviews and a panel. Six months in, you’re CC’d on a Slack thread that reads, “We’ve got to let Marcus go. Can you reopen the req?” The DriveTest gives you the data to catch that before the offer goes out, not after.
It’s likely your hiring process
If you’re in HR, recruiting, or talent acquisition, you know the frustrating cycle: despite thorough sourcing, screening, structured interviews, and reference checks, a new sales hire fails. Now, the role is open, sales management is getting restless, and the hiring manager is questioning the last few placements.
The core issue isn’t effort, it’s missing data.
The DriveTest® is a sales aptitude test designed by and for sales hiring professionals. It provides the crucial data point needed before hiring: whether a candidate possesses the intrinsic traits that actually drive sales production. It looks beyond interview charm to predict who will succeed when the pressure is on and the pipeline is dry.
The Problem
Sales is the one job where the candidate is, by definition, trained to win interviews. That’s the job description — read the room, mirror what someone wants to hear, close. So, when a sales candidate walks into your interview, you aren’t having a normal conversation. You’re getting a sales pitch, and you’re the prospect. That’s when the usual signals start to break down.
“Top performer” shows up on every LinkedIn profile. The rep who rode someone else’s pipeline for two years looks identical on paper to the one who built theirs from scratch.
Most former managers won’t burn an ex-rep on a call, even when they should. You hear “hard worker” when what you needed to hear was “couldn’t prospect, missed quota two years running.”
Behavioral questions are now easy to rehearse with AI now. By interview round three, all you’ve really confirmed is that the candidate is articulate — not that they can actually sell.
So the actual call on who’ll make it happens on instinct, in the final round. And instinct misses. A lot.
What The DriveTest® Measures
The DriveTest sits at the front of your hiring process and answers one question for every applicant: do they have the engine to drive sales?
Three traits matter most, and none of them show up on a resume:
They get a goal, surpass it, and then set a more challenging goal. They are internally motivated to achieve, not merely externally managed to perform.
They hate to lose and love to win. They compete against the quota, the market, the prospect’s objections and their own previous performance. All that matters is results.
They recover from rejection. Don’t take it personally. They hear “no,” reset quickly, and pick up the phone again. And again. And again. Because every “no” is that much closer to a “yes.”
What changes in the funnel
You get an under-the-hood look at the candidate’s real potential before you spend any time interviewing them.
Because you're not interviewing dead ends.
Because the people who get the offer actually stay past month six.
From "what did you think of her?" to "the data said yes, the interview said yes — do we have the budget?"
Built into your process
Send it right after the recruiter screen. Candidates without the underlying traits get a polite no before they take up interviewing time.
Every report ships with interview questions written for htat candidate's specific risk areas — your hiring manager walks in already prepared.
When two candidates look the same on paper and in the interview, the assessment data tells you which one is more likely to succeed.
A validated, consistent record of how every candidate was evaluated — for audits, for legal and for your own credibility.
Not a generic personality Test
The DriveTest was built – and validated – specifically for sales hiring. If you want to hire top salespeople on purpose instead of by accident, you need data before the offer goes out. Not a feeling. Not a vibe. Data. The DriveTest gives you that.
| The DriveTest | Generic Personality Tests | |
|---|---|---|
| Built specifically for sales hiring | ● | 🚫 |
| Forced-choice format that's hard to fake | ● | ◑ |
| Distortion / consistency checks | ● | ◑ |
| Tailored interview questions per candidate | ● | ◑ |
| Hunter vs. Farmer role fit | ● | 🚫 |
| Validated against real sales performance | ● | 🚫 |
| 20-minute candidate experience | ● | ◑ |
| EEOC-compliant | ● | ◑ |
| Personality trait scores | ● | ● |
Pricing
The math is honestly not complicated. If this helps you avoid one bad hire a year, it pays for itself ten times over. Most of our clients avoid more than one bad hire a year using The DriveTest. That’s why hiring teams treat it as a financial control, not an HR tool. It sits between your gut and your payroll, and it has a much better track record than your gut.
The Larger Point
Most sales recruiting tips are common sense dressed up as advice. Write better job descriptions. Source more aggressively. Move faster on offers. Tighten your scorecards. None of it's wrong. None of it's the bottleneck either.
The bottleneck is prediction. You can run a perfect funnel and still hire the wrong person, because at the moment of decision, you don't have a reliable signal for who can actually sell. A sales aptitude test fixes that. And once that's fixed, the rest of your funnel gets easier almost as a side effect.
Hiring teams that bake the DriveTest into their process consistently see things like:
That's the practical version of "hire salespeople better." Not a slogan. A repeatable process backed by a sales candidate assessment that pays for itself the first time it stops a bad offer from going out.
Reviews
What Hiring Teams Are Saying
“Since partnering with SalesDrive, it has unified our metrics and standards in our recruiting process across our national footprint. The DriveTest® allows our training team to execute with a higher level of performance because the DriveTest® allows us to choose candidates with the unteachable characteristics, and that is Drive. In fact, our new hires outperform veteran reps, consistently quarter after quarter and we attribute a portion of that to hiring the candidates that have something inside of them that can’t be trained, and that is Drive.”
Joe GaasbeckSenior Manager – Sales Training, Recruiting, Leadership Development, DexYP
“SalesDrive has been invaluable to us during the sales hiring cycle. It has helped us to identify strong candidates and ask the right questions. Almost always the assessments are accurate to a candidate’s persona and work ethic. We are very pleased with the service that SalesDrive offers and will continue to use its services.”
Anne Marie McBrideVice President Human Resources, Willson International Limited
“The SalesDrive assessment has been instrumental for us here at Gibson in forming highly functioning, successful sales teams where all members play an integral role. It’s been invaluable to us!”
Shelly Smith, SPHR Director of Human Resources, Gibson
“The DriveTest® is a very useful tool for hiring salespeople. The results are easy to interpret and give hiring managers and HR interesting insights into characteristics of their potential hire.”
Joanna Bloch
HR and Benefits Consultant, Compugen Inc.
Ready to Tighten Your Sales Hiring Process?
Your next bad sales hire is already somewhere in the pipeline. The DriveTest® helps flag them before you spend any more time on them, and points you toward the candidates who will actually drive sales the day they hit the floor.
Questions Hiring Teams Ask
Most teams drop it in right after the recruiter screen, before any interviews. So, you’re only spending time on candidates who already have the underlying traits, and your hiring manager walks in with a tailored question guide based on that specific candidate’s results.
20 minutes for the candidate. The report lands in your inbox the moment they hit submit. No batch processing, no vendor lag, no follow-up email next week.
Yes. The DriveTest has been validated against real sales performance, and is EEOC-compliant. We can share our validation documentation on request, and the report’s consistent format gives you a clean, auditable record of how every candidate was evaluated.
It’s hard. There are distortion checks built in, so if a candidate is just telling you what they think you want to hear, the report flags it. That’s one of the big reasons hiring teams use it instead of a generic personality test, where you can basically pick the answer that sounds best.
A very small fraction. When you factor in salary, benefits, onboarding, training, the hiring manager’s time, wasted leads, missed opportunities, and lost deals, a bad sales hire can easily cost $50,000 to $100,000 or more. The DriveTest is $320 per assessment, with lower per-test pricing available through volume packages or subscription options.
That means the cost of using The DriveTest is typically less than 1% of the cost of one bad sales hire. If it helps you avoid even one poor sales hiring decision, it can pay for itself many times over.
Lower your cost per hire as your usage increases
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