A bad hire doesn’t just hurt revenue - it drags your pipeline, your team and your credibility.
Know before you hire which candidate will perform like your top reps, not just look the part in interviews.
Role-specific success profile
Compare candidates to the traits that actually define your best AEs, SDRs and GTMEs.
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Attribute-driven interviews
Replace generic questions with prompts that expose how candidates behave in real deals and customer scenarios.
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Clear fit
signals
See likelihood of success before you invest cycles in late-stage interviews and offers.
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Reduced mis-hire risk
Use evidence, not instinct, to decide who gets a seat on the team.
Hire Account Executives who do more than close deals. They create revenue you can count on.
The wrong Account Executive does not just miss quotas. They weaken the pipeline, lose winnable opportunities and force managers to rebuild forecasts every quarter.
Cost of a mis-hire
6—12 months of lost quota coverage
On average, over $500k in total impact, including ramp, salary, lost deals and opportunity cost
Team morale challenges and unstable pipeline health
Embed Success DNA into how you operate so every new hire strengthens culture and performance compounds across teams
Outcome With Quotient AI:
Select Account Executives who share the behavioral signature of your top performers so revenue becomes predictable instead of volatile.
Find Sales Development Representatives who create reliable pipeline.
A poor SDR hire burns leads, schedules unqualified meetings and starves the pipeline. This creates extra work for Account Executives and reduces overall conversion momentum.
Cost of a mis-hire:
3—6 months of pipeline shortage
Significant dollars in lost pipeline creation
Account Executives forced to spend time on unproductive meetings
Outcome With Quotient AI:
Hire SDRs who are naturally consistent, persistent and accountable so that pipelines build with intention.
Place GTM Engineers who accelerate deals instead of slowing them down.
The wrong GTM Engineer becomes a bottleneck, struggles to communicate complex value and creates friction with Account Executives. In technical sales environments, this can stop a deal completely.
Cost of a mis-hire:
Delayed or lost enterprise deals
Material ARR impact driven by missed and delayed deals
Reduced trust from Account Executives and buyers
Outcome With Quotient AI:
Identify GTM Engineers who communicate value clearly, handle complexity with confidence and increase enterprise deal velocity.
Equip Rev Ops leaders with the signal they need to architect scalable, predictable growth.
A poor Rev Ops hire is one of the most underestimated mistakes a revenue organization can make. The wrong leader breaks data integrity, slows execution and turns forecasting, process and tooling into constant friction across Sales, Marketing and Customer Success.
Cost of a mis-hire:
$250k—$1M or more in wasted spend, missed revenue and productivity loss
6—12 months of operational drag, rework and delayed GTM improvements
Broken trust in reporting and systems that leads to shadow processes and talent churn
Outcome With Quotient AI:
Develop and hire Rev Ops leaders using Success DNA so your revenue engine runs with clean signal, aligned process and operational discipline that scales.
Ready to See Your Sales DNA in Action?
Eliminate hiring mistakes, accelerate ramp, and develop more elite performers, starting with a focused 90-day pilot.