For teams under 10 reps

One wrong hire is a much bigger problem on a small team.

With four or five quota carriers, a single seat is twenty percent of your revenue capacity. Score More Sales works with small B2B sales teams the same way it works with large ones: measure first, then decide. For a team this size, the highest-value place to start is usually the next hire, not a training program.

Talk to Us Today What a bad hire costs you
75%of candidates the assessment recommends are in the top half of the team at one year
0%of the candidates it does not recommend are, and many have already left
2.4M+salespeople in the OMG data set, as of 2026

The small team problem

The maths of a small sales team is unforgiving.

On a team of thirty, a hire who does not work out is a line item. On a team of five, it is a fifth of your capacity, a year of a manager's attention, and a hole in the number that the other four have to cover. Most small teams cannot absorb that twice.

The other difference is that there is usually no sales manager. The founder or CEO is the sales manager, part time, alongside everything else. So the advice that works for a mid-market team, fix your managers first, does not apply. What applies is being right about who you put in the seat, and having a process the founder can actually run.

That is why the entry point for a small team is a pre-hire sales assessment rather than a coaching program. It is a single decision, it is measurable, and it pays for itself the first time it stops a wrong hire.

What a small team usually needs first

1. Assess the candidate, not the CV. Every finalist takes an Objective Management Group sales candidate assessment scored against what it takes to sell your product, at your price, into your market.

2. Get an honest read on who you already have. A ScoreCard Evaluation of even three or four reps tells you who is coachable, who is in the wrong seat, and what the gap is worth.

3. Put in the minimum viable process. A qualification standard, a pipeline review rhythm, and a hiring scorecard the founder can run without a full time manager.

Being straight about fit

Where we help a small team

  • Pre-hire sales assessment for every candidate you are serious about, including your first sales hire.
  • Evaluating an existing team of three or more reps, so you know who to back and who is misplaced.
  • Founders and CEOs who are acting as the sales manager and want a process rather than a personality.
  • A one-off advisory block through TeamUp when you need a decision made well, not an ongoing program.
  • Deciding whether to hire a sales manager yet, and what that person would need to be good at.

Where we are not the right answer

  • A solo founder with no sales hires yet. There is nothing to evaluate, and the money is better spent elsewhere.
  • Teams wanting a short motivational training session. We do not sell one.
  • Companies looking for the cheapest option. A full evaluation is priced for a team decision, not an individual one.
  • Anyone wanting the assessment to justify a decision they have already made about a person.
  • Transactional or purely inbound-order-taking teams, where selling competency is not the constraint.

How it works for a small team

STEP 01

A short conversation

What you sell, to whom, and what has gone wrong so far. Fifteen or thirty minutes with Lori. If the honest answer is that you do not need us yet, she will say so.

STEP 02

Measure the decision in front of you

Usually the candidates you are about to choose between, or the reps you already have. Each assessment takes 30 to 45 minutes of the person's time.

STEP 03

A recommendation you can act on alone

Who to hire, who to coach, and the smallest process change that will hold. No retainer required, and no program you have to staff.

Questions we get

Is Score More Sales only for mid-market companies?
Most engagements are with B2B companies running 8 to 150 salespeople, and the full programs are built for that size. Smaller teams are welcome, and the work looks different: a pre-hire sales assessment for candidates, a ScoreCard Evaluation of the reps you already have, and advisory hours rather than an ongoing program. If your team is under about five quota carriers, expect a narrower engagement and a smaller invoice.
What does a sales team evaluation cost for a small team?
It is priced per person assessed, so a team of four costs a fraction of a team of forty. Pre-hire candidate assessments are priced individually and are the cheapest way to start. The honest framing: run the bad hire calculator first. If one wrong hire costs you more than the evaluation, the decision makes itself. Lori will quote your actual situation on a call.
Can you help if I have no sales team yet and am hiring my first rep?
Yes, and this is the single highest-leverage moment to use an assessment. Your first sales hire sets the standard for everyone after them, and founders reliably hire people who are good at interviews rather than good at selling. The OMG candidate assessment is validated for exactly this: 75% of the candidates it recommends are in the top half of the sales force at one year, and none of the candidates it does not recommend are.
We are a small consulting or professional services firm. Does this apply?
If the people doing the selling also deliver the work, the constraint is usually time and qualification discipline rather than raw selling skill, and an evaluation will tell you that quickly. Where it helps most is deciding whether to hire a dedicated seller, and whether a specific candidate can sell an intangible service at your price point, which is a different competency profile from selling a product.
How do I start without committing to a program?
Run the free three minute diagnostic for a first read, or the cost of a bad hire calculator to size the problem in your own numbers. Then book a call with Lori. Nothing on this site requires a retainer to begin, and the first conversation is not a sales sequence.

Book a Call Now

Tell us about the team and we will tell you whether this is the right place to start.

You will hear back from Lori directly, usually within one business day. If your team is too small for this to be worth it yet, she will say so.

  • No sales sequence. One reply from a person.
  • If this is not the right call, we will say so.
  • Prefer to see the numbers first? Run the diagnostic.

Typically answered within one business day