Sales candidates sell themselves best of all. Lehire weighs the claims against your rubric, structures what your interviewers actually heard, and ranks finalists on evidence.
Demo led onboarding. We run Lehire on your own roles and resumes before you subscribe.
Sales hiring has the highest polish to substance ratio of any function. The interview rewards exactly the skill that hides weak fits: persuasion.
“145% of quota” means nothing without the quota, the territory, and the year. Resumes never volunteer the denominators.
Lehire evaluates claims in context: tenure patterns, progression, deal complexity, market. The score comes with reasoning that flags what is verified and what is asserted.
Great candidates run the interview. Without structure, your panel scores likability and calls it sales ability.
Every interviewer scores the same criteria: discovery skill, process rigor, coachability. Charm becomes one signal among several instead of the whole verdict.
A bad sales hire costs the seat, the ramp, and the territory. By the time the pipeline shows it, the damage is booked.
Resume evidence and interview signal combine into a ranked comparison before the offer. The expensive guess becomes a structured decision.
Your rubric, explicit: deal size range, sales cycle complexity, outbound motion, domain. AI drafts the JD around it.
Batch score applicants against the rubric. Reasoning flags context gaps behind the quota claims so interviews start sharper.
Scorecards capture structured panel signal. The Decision Engine ranks finalists so the offer goes to evidence, not the best closer in the room.
Quota and achievement claims weighed in context, with what is asserted versus supported called out.
Discovery, rigor, and coachability scored on consistent criteria by every interviewer.
Finalists ranked on combined evidence. The tiebreaker is structured, not charmed.
Strong AEs who lost a close race resurface when the next territory opens.
Role descriptions and outreach drafted in minutes, calibrated to the profile you actually need.
Past candidates searchable by motion, market, and score for every new req.
No tool can verify private attainment data. What Lehire does is score claims in context, flag what lacks support, and give your interviewers a structured place to probe and record the answers.
Yes. SDR funnels are high volume and rubric friendly. Batch score hundreds of applicants and spend interview time only on the ranked top.
Premium is per user, so add your panel. Everyone scores the same criteria and the debrief reads from one shared scorecard.
Create the manager rubric and evaluate internal candidates with the same structure. Consistency matters most when the candidates are colleagues.
Book a personalised demo and we will run Lehire on your own sales roles and real resumes.