---
title: "Sales Assessment Platform — Hire and Develop Sellers on Evidence"
description: "Assess sellers on judgement rather than charisma: 29 original sales assessments and 588 scored situations across foundation, core selling, specialist seats and sales leadership. Weighted partial credit with a written reason on every option, ethics scored to zero on a mis-sell, no branded methodology names. From 10 credits, ₹299 or US$2.99 per assessment, in India, the Philippines, the Gulf, the UK, the US and ANZ."
canonical: https://www.assessall.com/solutions/sales-capability
source: AssessAll
---

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

AssessAll for sales is a sales assessment suite used to screen sales candidates and to measure the capability of a working sales team. It is 29 assessments and 588 scored situations in four bands — early-career foundation habits, the core selling spine, specialist seats such as inside sales, field, retail counter, channel, presales and renewals, and first-line sales management — with three live spoken role-plays written and in preparation. Every scenario was authored for AssessAll: options score on a 0–3 gradient rather than right or wrong, each option carries the written reason for the score it receives, and an option that closes the deal by mis-selling scores zero. Organisations in India, the Philippines, the Gulf, the UK, the US and ANZ pay per assessment taken in credits (1 credit = ₹30 / US$0.50); individuals buy the same assessments on the store from ₹299 (US$2.99).

## What goes wrong today

- **The interview rewards the interview** — Sales interviews measure how well someone sells themselves for forty minutes, which is a different job from selling your product for four quarters. A situational assessment puts the same twenty decisions in front of every candidate and scores what they would do.
- **Right-or-wrong tests miss the near-miss** — Most sales tests key one correct option and mark the rest zero, which collapses the gap between an answer that is second-best and one that loses the account. Ours score on a 0–3 gradient, so a candidate who is close reads as close.
- **Nobody measures the conduct until it costs something** — Over-promised dates, concealed costs and quarter-end pressure are where a sales hire actually becomes expensive. Ethics is a scored assessment in this suite, not a values statement on the last slide.
- **A sales force spread across markets is compared on impressions** — When a team sits in Bengaluru, Manila, Dubai, Manchester, Austin and Sydney, the only thing every manager has in common is an opinion. The same assessment, taken on the same competencies, gives a regional leader one page they can read across markets rather than six local views of who seems strong.

## What AssessAll does

- **Four bands that map to real seats** — Foundation (10 credits · ₹299 · US$2.99) for volume and early-career screening; Core selling (12 · ₹349 · US$3.99) for working account executives; Specialist (12 · ₹349 · US$3.99) for inside sales, field, retail counter, channel, presales, renewals and account expansion; Sales leadership (17 · ₹499 · US$4.99) for first-line managers.
- **Weighted partial credit with a per-option rationale** — Every option carries the reason it scores what it scores — written for the report, not shown mid-test. A hiring manager reading a result can see which trade-off the candidate made, not just how many they got right.
- **Ethics scored hard** — Mis-selling, over-promising, concealed cost and pressure tactics — including pressure applied by the candidate's own manager — score zero however good the commercial outcome. The suite refuses to reward a close it would not defend.
- **No branded methodology names anywhere** — Behaviours are described generically — establishing budget, authority, need and timing, for example — never as somebody else's trademarked acronym. Nothing in the bank is adapted from a published instrument, so there is no licensing question attached to using it.
- **Option-length cue control across the whole bank** — A central check found the keyed option was the longest option in 68% of items against a 25% chance baseline, so a test-wise candidate could have scored well without reading. The justification was moved into the rationale and thin distractors were given equal concreteness; the bank now sits at 26.3% longest-keyed with a 1.01 length ratio, and the key is the shortest option about as often as it is the longest.
- **One assessment set, six markets** — The same assessment goes to a candidate in India, the Philippines, the Gulf, the UK, the US or ANZ through one share link or QR code, on any phone, with no account to create. Buyers are billed per assessment taken — in credits for organisations, in rupees or dollars on the store — so a five-person shortlist and a five-hundred-person drive are priced the same way.
- **Live spoken role-plays, in preparation** — Three spoken scenarios on the conversation engine — a vague discovery call, a price pushback that is really an authority problem, and a renewal the customer has already quietly decided to leave. Written and held back until the engine's first live product has run clean; not on sale, and priced at 20 credits for business buyers when they are.

## Use cases

- Screening volume applicants for trainee, inside-sales and field-sales seats
- Benchmarking a working sales team before designing the training year
- Deciding between two shortlisted account executives on the same twenty decisions
- Assessing readiness before promoting a seller into a first-line sales manager role
- Measuring channel and partner managers on joint-pipeline honesty, not just revenue
- Establishing a conduct baseline for a regulated or complaint-sensitive sales force
- Comparing sellers across countries on one set of competencies rather than six local opinions
- Pre and post measurement around a sales training programme
- Individuals preparing for a sales interview who want to know where they actually stand

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Source: https://www.assessall.com/solutions/sales-capability