Hire sellers on what they would do, not how they interview.

A sales assessment presents a seller with situations from the job — a vague buyer, a late discount request, a forecast that will not hold — and scores the action they choose. AssessAll's Sales Excellence suite is 29 assessments and 588 scored situations across four bands: foundation habits, core selling, specialist seats, and first-line sales management. It measures judgement in those situations and reports it competency by competency. It does not measure how much someone will sell, and we do not claim it does.

Put the same situations in front of every candidate and score the action they choose, rather than scoring how well they described themselves in an interview. On AssessAll you pick the band that matches the seat — Foundation for early-career and volume screening, Core selling for quota-carrying account executives, Specialist for a named seat such as inside sales or channel, Sales leadership for first-line managers — send one share link or QR code, and read the shortlist on the same competencies. A typical screen is three or four assessments, roughly 90 to 140 minutes in total, taken on a phone or laptop, with AI proctoring and an integrity band available on every attempt.

Not on the strength of anything AssessAll has measured. This suite has an authoring standard, a documented item-quality pass across the whole bank, and a written reason for every option score; it has no criterion studies against quota attainment and no normative tables. Until it has both, this suite is not described with words like “validated” or “predictive”. Treat the score as structured evidence about judgement, to be read alongside the interview, references and track record. Anyone claiming a sales test predicts revenue should be asked which study, on which population, against which outcome.

A sales aptitude test measures general capacity — reasoning, numeracy, verbal ability — and is not specific to selling. A situational judgement test presents a real job situation and asks what you would do, so it measures judgement in context rather than raw ability. In AssessAll's suite, 27 of the 29 assessments are situational-judgement forms; Commercial Numeracy for Salespeople is the one live-arithmetic form, and the Sales Drive & Resilience Profile is a disposition measure with no pass mark. Most sales hiring decisions want the judgement measure, with numeracy added where the seller will build their own discount and quota arithmetic.

With items that make the seller choose the next question rather than describe their approach. Discovery & Questioning Skill (20 items, 30 minutes, Foundation band) scores open against closed questioning, excavating the problem behind the stated request, and hearing what the buyer did not say; Active Listening in the Sales Conversation (18 items, 26 minutes) scores how much of a buyer's sentence survives the paraphrase and whether a hedge was picked up when it occurred. The best follow-up scores 3, a defensible second-best scores 2, and a question that closes the topic early scores 1 or 0, with the reason attached to each. A live spoken discovery role-play, in which the prospect stays agreeable and vague until someone asks a second question about her first answer, is written and in preparation.

Objection Handling (24 items, 40 minutes, Core selling band) covers price, timing, incumbent, authority and trust objections, including the ones that are really a different objection wearing a price label. Negotiation Fundamentals (22 items, 33 minutes) scores concession discipline, trading rather than conceding, and knowing which deals to walk away from, while Pricing & Discount Discipline (20 items, 30 minutes) scores margin protection and working inside a stated discount authority. Because scoring is graded rather than right-or-wrong, a candidate who trades a concession at the wrong stage reads differently from one who simply gives the discount away — and the report says which they did.

On different decisions, in a different band. Sales leadership (17 credits, ₹499 or US$4.99 per assessment) is four assessments about what a first-line manager owns: Sales Manager Effectiveness (22 items), Sales Coaching Judgement (20 items), Forecasting & Pipeline Review (20 items) and Sales Hiring Judgement (20 items) — coverage, capability and conduct calls, coaching that changes behaviour rather than rescuing the deal, commit discipline and inspection that does not tip into micromanagement, and evaluating candidates on evidence rather than charisma. Individual contributors are assessed on the Core selling and Specialist bands instead. A seller being considered for promotion is usually run on all four leadership assessments, 68 credits per participant, before the conversation rather than after it.

Yes — that is what the Specialist band is for, at 12 credits, ₹349 or US$3.99 per assessment. Inside Sales Screen measures telephone selling: pace, call control, and the CRM discipline that survives forty dials a day. Field Sales covers territory and route economics, Retail Counter Selling covers walk-in conversion and queue judgement, and Channel Partner Management, Presales & Solution Consulting, Customer Success & Renewals and Account Planning & Expansion cover the remaining named seats. Contact-centre operations usually pair one Specialist assessment with AssessAll's spoken-English and customer-judgement screens rather than buying the whole sales band.

A written item scores the decision; a spoken role-play scores the decision and its delivery, and the buyer answers back. Three scenarios run on AssessAll's conversation engine — a discovery call with a polite, busy, vague prospect; a price pushback from a buyer who likes the product and whose real constraint is his approval limit; and a renewal with a customer who has already decided to leave — and what the buyer says next depends on what the seller actually said. They are written and deliberately held until the engine's first live product has run clean in production. They cannot be bought today; when released they will be 20 credits per candidate for business buyers, with no consumer price.

Options score on a 0–3 gradient. The best action takes full credit, a defensible second-best takes 2, a weak but harmless action takes 1, and an action that damages the customer or the deal takes 0 — because in selling the distance between second-best and account-losing matters more than a count of correct answers. Every option carries a written reason for its score, which is what a hiring manager reads in the report and what the candidate never sees during the test.

As a scored construct rather than a values statement. Where an option is a mis-sell, an over-promise or a concealed cost, it scores zero even when it closes the deal, and one of the ten Core selling assessments — Sales Ethics & Commercial Judgement, 22 items, 35 minutes — is dedicated to it, including scenarios where the pressure comes from the candidate's own manager rather than the customer. If you are hiring into a regulated or complaint-sensitive sales force, run that assessment first. It measures conduct judgement; it is not a compliance certification for any regulator in any market.

Because we checked the most common way it fails. A central pass across the whole bank found the keyed option was the longest option in 68% of items against a 25% chance baseline, averaging 1.34 times the length of its distractors — meaning a test-wise candidate could have scored well by picking the longest option without reading the scenario. The reasoning that made keys long was moved into the rationale, thin distractors were given equal concreteness, and the bank now sits at 26.3% longest-keyed with a 1.01 length ratio, with the key genuinely the shortest option about as often as it is the longest. The check is two-sided on purpose: making the key shortest is the same defect inverted.

Organisations pay per assessment taken in credits: 10 for Foundation, 12 for Core selling and Specialist, 17 for Sales leadership, at 1 credit = ₹30 or US$0.50. Individuals buy the same assessments on the store at ₹299 / US$2.99 for Foundation, ₹349 / US$3.99 for Core selling and Specialist, and ₹499 / US$4.99 for Sales leadership. A four-assessment account executive screen is 48 credits per candidate. Rupee prices are GST-inclusive and dollar prices are flat with no tax line; there are no seat licences or annual contracts, and new organisations get 250 free credits.

Between 15 and 45 minutes, on forms of 18 to 24 scored items. Foundation assessments run 15 to 30 minutes, Core selling 30 to 40, Specialist 30 to 35, and the four Sales leadership assessments 40 to 45. The whole suite is 588 scored items and about 15.5 hours of testing time, which nobody sits in one go — a hiring screen is normally three or four assessments and a team baseline is one or two.