Know who on your sales team can hit the number, who can't, and exactly what it takes to close the gap.
We use validated data, not opinion, so you stop guessing about your people and stop paying for hiring mistakes.
One diagnostic. Mid-market B2B teams, 8–150 reps.
Team overview · 10 reps
| Rep | Finding | Now | Assessed potential |
|---|---|---|---|
| Rep 01 | Coachable | 48% | |
| Rep 02 | Coachable | 55% | |
| Rep 03 | Mismanaged | 51% | |
| Rep 04 | Not coachable | 39% | |
| Rep 05 | Top performer | 96% |
Illustrative figures on a $12M capacity team. Your own numbers replace these.
Your team wants to hit the number. Most of them will not do what it takes.
Across evaluated sales populations, desire is almost never the constraint. Commitment is. The distance between the two is where your forecast goes missing.
A rep with strong desire and weak commitment wants the award, the commission and the recognition. They will not do the parts that are uncomfortable: prospecting, asking about budget, challenging a prospect, qualifying hard, asking who else is being considered. It looks like a motivation problem. It is not one, and motivating them harder does nothing.
“One client hasn't missed a growth target since we started working together.”
Sean Burke, PrometricProportion of salespeople demonstrating each as a strength
Objective Management Group, sales evaluation data
Find out what your team is leaving on the table.
Five questions, about ninety seconds. It builds the same read a ScoreCard Evaluation produces, using the distribution we see most often in mid-market B2B, and shows you the number before you speak to anyone.
- Revenue your current headcount is funded to produce and is not producing
- How many of your reps are coachable, mismanaged, or in the wrong role
- What one wrong hire is costing you at your compensation level
Nothing is submitted unless you choose to submit it.
Sample read, 10 reps at 52% attainment
Revenue this team is funded to produce and is not producing.
The composition problem
Our field report on why effort is almost never what is wrong with a sales team. Eight sections covering the sixteen percent finding, why tooling did not close the gap, and a worked statement of what the gap costs, with every source cited.
About a nine minute read. No email required.
Read the field reportThe most expensive guess you make is a hiring decision.
Three quarters of the sales candidates an evaluation would reject go on to fail inside six months. Interviews do not catch them, because everyone interviews well for a job that rewards persuasion.
Candidates an evaluation would not recommend
Candidates an evaluation would recommend
Every square is one hire. The difference between the two blocks is not luck and it is not the labour market. It is whether anyone measured the candidate against the competencies the role actually requires before the offer went out.
Work out what one wrong hire costs youObjective Management Group, sales candidate assessment outcomes
One way in. Everything else follows the diagnosis.
You shouldn't have to pick a service off a menu before anyone has looked at your team. So there's one front door.
ScoreCard Evaluation
The #1 sales team evaluation system. It tells you which of your people can hit the number, which can improve, and which can't, plus exactly what closing the gap would take.
- Every rep scored against the 21 core sales competencies
- Skill, will, and fit separated, so you know whether to coach, move, or replace
- Your managers assessed too, because most coaching gaps start there
- A recoverable-quota number you can take to your board
What happens after the diagnosis
SalesHero Coaching
Invest in the managers first. Coaching capacity is the constraint on every team we evaluate.
Learn more →SellForward Strategy
Our signature program: personalized coaching and training driven by what the data actually found.
Learn more →ValueAdd Consulting
Strategic consulting that shortens cycles and brings buyer-focused opportunities to closure.
Learn more →TeamUp Advisory
On-demand advisory hours. Good for a defined project or a scale-up stretch.
Learn more →Specialized programs
“Can't AI just tell me this now?”
Short answer: no. AI scores behavior. It cannot tell you why a rep is underperforming, and that why is the entire decision.
Doesn't AI already tell me which reps are underperforming?
Everyone's deployed AI. Why hasn't it moved the number?
My managers coach. Isn't that covered?
How much of this is people being in the wrong seat?
Does the diagnostic actually change anything, or just describe it?
How we work
Three steps, in this order, every time.
Conversation
Your company, products, people, market, and goals. No assessment yet. We need to know what "good" would even mean here.
Evaluation
Can this team be more effective, by how much, what will it take, and how long. Four questions, answered with data.
Execution
Coaching, training, or hiring changes aimed at the specific gaps the evaluation found, not a generic curriculum.
Free tools and guides
Three assessment tools and a shelf of guides, no conversation required.
Scored by Objective Management Group, whose evaluation data sits behind everything on this page. Run them, keep the numbers, and decide afterwards whether you want ours.
Open the resource libraryMid-market and enterprise teams across North America, 25+ years.
Tell us about the team. We'll tell you what's actually wrong with it.
You'll hear back from Lori directly, usually within one business day, with a straight answer on whether an evaluation would tell you something you don't already know.
- No sales sequence. One reply from a person.
- If an evaluation isn't the right call, we'll say so.
- Prefer to book directly? Grab a time instead.
Typically answered within one business day.