The sales interview
never told you the truth.
Skillfyd triangulates three data sources — resume evidence, LinkedIn behaviour, and a live behavioural assessment — into one calibrated hiring verdict. Under 15 minutes. Before you spend an hour in the room.
The Problem
You're hiring salespeople
with a broken process.
Resumes show history, not readiness
A polished CV tells you where they've been. It says nothing about whether they can sell in your context, at your level, against your competition.
Interviews reward confidence, not competence
Great interviewees are not always great salespeople. The candidates who impress in rooms are often the ones who know how to impress in rooms.
Gut feel compounds over time
One bad hire teaches your brain a pattern. That pattern repeats. The cost compounds quietly — and never shows up on a single line item.
“The wrong sales hire costs 3–6× their annual salary.”
Conservative estimate. Doesn't count the pipeline damage, team morale, and the six months you'll never get back.
Calculate your exact cost →The Skillfyd Framework
Three sources.
One calibrated verdict.
The Sales Readiness Index is not one test. It is the synthesis of three independent data signals — each measuring a different dimension of readiness. Where all three agree, confidence is high. Where they conflict, the report tells you exactly where to probe.
Trajectory
Resume Evidence Index
Beyond job titles. Skillfyd reads trajectory, tenure patterns, sales-specific signals, and red flags that don't survive a polish job.
Professional
LinkedIn Profile Index
A salesperson who never builds their network or shares their perspective in public is a different profile from one who does. LPI reads the signals others miss.
Behavioural
ACERE Assessment
Five behavioural levers — Attention, Clarity, Energy, Resilience, Execution — measured through scenario-based questions that surface how a candidate actually operates under pressure.
Composite Signal
Signal consistency changes everything
When all three inputs point the same direction, you hire with confidence. When they diverge — a polished resume but a constrained Execution score — that divergence is the finding. Skillfyd surfaces the conflict so you know exactly what to test in the interview.
Interview Engine
Walk in knowing exactly what to ask
The SRI identifies the constraint lever and generates targeted questions to test it specifically. Every interview hour becomes a precision instrument — not a re-read of the resume.
The only hiring tool in the Indian mid-market triangulating behavioural, professional, and trajectory intelligence into one calibrated recommendation.
Workflow
From shortlist to decision — in one session.
Invite candidates
Send a secure, tokenised link directly from your dashboard. No setup, no scheduling — candidates complete it from any device.
Three signals measured
REI, LPI, and ACERE run in parallel — reading what they've done, how they've shown up publicly, and how they're wired to perform under pressure.
SRI verdict generated
Strong Hire, Consider, Development Risk, or High Risk — with a signal consistency indicator showing whether the three sources agree.
Walk into the interview ready
The Interview Engine delivers lever-specific questions, a strong answer guide, and red flag signals — calibrated to this candidate, not a template.
Built by a practitioner
The SRI was built by Sid Baliga — 15+ years working with B2B sales teams across India. After seeing the same hiring mistake repeat itself across BFSI, SaaS, and Telecom, he built a diagnostic to measure what interviews miss. The framework is grounded in the same construct validity that underpins DISC, Hogan, and SHL — applied specifically to sales readiness in the Indian market.
Built from real sales floors
Pricing
One flat fee. Every candidate. No rationing.
Credit packs teach HR teams to filter before the SRI. That defeats the purpose. Unlimited subscription means every shortlisted candidate goes through the diagnostic — and your hiring data compounds with every decision.
Start with 3 free assessments — no payment required
Every new account gets 3 assessments on signup. Try the full SRI report before you subscribe.
What you're really paying for
Cost of one bad sales hire
At ₹6L salary, conservative 3–6× estimate
Skillfyd for a full year
₹4,999/month × 12 — unlimited assessments
Want the exact number for your team? Use the bad hire cost calculator →
What changes when you stop counting credits
Unlimited
Flat monthly subscription
per month · cancel anytime
- ✓Unlimited candidate assessments
- ✓Full 3D hiring report — REI + LPI + ACERE
- ✓Signal consistency indicator
- ✓AI Interview Engine per candidate
- ✓Hiring band + dominant/constraint lever
- ✓Full HR dashboard
3 free assessments · no credit card needed
500+ employees? Contact us for enterprise pricing
FAQ
Common questions
What exactly does the SRI measure?
The Sales Readiness Index evaluates five behavioural levers that research has shown to drive consistent sales performance: Attention (strategic focus), Clarity (reading deals accurately), Energy (sustained output), Resilience (recovery from setbacks), and Execution (follow-through discipline). Each lever is scored out of 25, giving a total of 125 points.
What are REI, LPI, and ACERE?
These are the three data inputs that make up the SRI. The Resume Evidence Index (REI) analyses career trajectory, tenure patterns, and sales DNA signals from the candidate's resume. The LinkedIn Profile Index (LPI) scores professional trajectory, network quality, and endorsement signal from their public profile. The ACERE Assessment is the 25-question behavioural diagnostic measuring Attention, Clarity, Energy, Resilience, and Execution. All three are synthesised into a single SRI Score.
How is this different from a personality test?
The SRI is a behavioural diagnostic, not a personality assessment. It measures how a candidate tends to act in real sales situations — prioritisation, objection handling, self-management under pressure — rather than broad personality traits. The scenario-based questions are harder to game than standard personality tests, and the triangulated approach means a coached answer on one input is visible as a conflict against the others.
What does the Interview Engine produce?
After the SRI is complete, the Interview Engine generates questions targeted specifically at the candidate's constraint lever — the weakest of the five ACERE dimensions. Each question comes with a strong answer guide (what a good answer looks like) and a red flag signal (what to walk away from). The questions are generated per candidate, not pulled from a generic bank.
What do the scores mean? How should I interpret results?
Each candidate receives a hiring recommendation — Strong Hire, Consider, Development Risk, or High Risk — based on their total score and pattern across the five levers. The report also shows a signal consistency indicator: whether REI, LPI, and ACERE are telling the same story or diverging. Where inputs conflict, the report flags the specific tension and provides questions to resolve it in the interview.
How long does the assessment take?
The ACERE assessment takes under 15 minutes for most candidates. There is no time pressure — the diagnostic is designed for honest, reflective responses rather than quick reactions.
More questions? See full FAQ → or contact us
Stop interviewing first.
Measure first. Then interview.
The SRI takes 15 minutes. The bad hire costs 18 months. Do the math.