Sales
Hire Smarter for Sales & Revenue Teams
A polished closer in the interview can still stall, overpromise, or torch the book in 6 months.
Sound familiar?
A great interview does not tell you who will still make the calls in month four.
You cannot afford another hire who looks hungry and then waits for inbound.
The wrong sales manager does not miss quota. They teach the team how to miss it.
How Aptive Works
01Take the assessment
The candidate takes a 10-minute assessment.
02See their drives
You see their motivational drives, not just skills.
03Hire with confidence
You hire, place, or develop knowing how they are wired.
What You'll Know Before Day One
The questions a resume cannot answer. The ones that decide whether someone lasts.
Will they hunt, or do they need inbound handed to them?
Do they need a tight manager and a scoreboard, or do they perform with autonomy?
Are they wired for repetitive outbound, or do they go dark without variety?
How will they handle a no, a slipped deal, or a quarter that is already lost?
Will they stay and build a book, or are they already interviewing?
Roles this fits
Account Executive
Who will prospect, handle rejection, and stay in the activity when the pipeline is thin.
SDR / BDR
Who can run a high-volume motion without burning out or going sloppy.
Sales Manager
Who can coach, inspect, and keep a team honest without crushing them.
Common questions
Is this legal to use in hiring?
Yes. Aptive Index is designed for hiring and people decisions and is built to support EEOC-aligned use. It measures behavioral drives, not protected characteristics.
What makes this different from a personality test?
Personality tests describe how someone likes to see themselves. Aptive Index maps motivational drives: what they need to stay engaged, how they handle pressure, and where they are likely to stall.