The video clip
Their assessment, trimmed to the answers. You watch them handle the scenario in their own words — usually a few minutes, not a full interview recording. Play it at your desk, or send it to whoever else has to say yes.
How it works
We’re not testing who looks best on camera. We’re testing what a screen can’t fake.
Four steps stand between a job description and a shortlist you’d actually spend your interview hours on. Here’s each one, plainly.
The four steps.
- 1
Sourcing
We pull from inbound applicants, outbound outreach, LinkedIn and job boards. So the role isn’t limited to whoever happened to apply that week — the best salesperson for the job is usually not job-hunting.
- 2
Screening
Every CV is matched against your actual filters — the market they sold into, the deal sizes they carried, the notice period you can live with — not just scanned for keywords. Candidates come back ranked, not listed.
- 3
Assessment
Top-ranked candidates complete a video assessment built for your role. Real scenarios — the objection, the discovery call, the price they have to hold — not a rehearsed pitch about themselves.
- 4
Verification
Every assessment is checked for authenticity before it counts toward your shortlist — that the person on camera is the person applying, and that the answers are theirs. Anything that looks off is reviewed by a human, not silently binned.
why video
“Video screening just picks the confident ones.”
It’s a fair worry, and most video screening earns it. Ask someone to talk about their strengths for ninety seconds and you learn who rehearsed, who has a ring light, and nothing about whether they can sell.
So we don’t ask that. Our prompts are situational and unscripted: a live objection, a discovery call that’s going nowhere, a prospect asking for a discount you can’t give. Follow-up questions come off what the candidate just said, so there’s no script to memorise and no answer to buy online. A polished talker with nothing behind it runs out of road in the second question.
This isn’t a highlight reel and it isn’t a personality test. It’s the closest thing to watching someone work before you hire them.
What we don’t test
- Camera presence
- Accent or polish
- Prepared answers about themselves
- Who owns better lighting
What we do test
- How they qualify before they pitch
- Whether they hold a price
- What they ask when they’re unsure
- How they answer a question they didn’t expect
What you actually receive.
For every candidate on the shortlist, two things. Not a summary of a summary — the clip and the scorecard.
The written scorecard
One page per candidate: how they scored on the skills the role needs, what they did well, what concerned us, and their verified numbers — current and expected pay, notice period, location, work mode. Including the concerns, because a shortlist that flatters everyone is useless.
And around it
The shortlist arrives ranked, with the funnel behind it reported honestly — how many applied, how many were assessed, who dropped out and where. You see the shape of the market for your role, not just the ten names.
We didn’t invent sourcing. We nailed the shortlist.
Tell us the role and we’ll show you what that looks like for your next hire.