Get started

For sales leaders hiring SDRs, AEs and field reps

See them sell before you hire them

Every sales leader has hired a great interview and fired a bad quarter. The interview rewards exactly one skill: interviewing. Savvanta puts every candidate on a live cold call with an AI customer that has a business, a current supplier and four objections, then grades the recording with quoted evidence your team can hear.

The cost of a mis-hire you carry for months

The real timeline of a mis-hire (published averages)

Search: average German vacancySearch: average German vacancy: 168 days (~5.6 months)168 days (~5.6 months)Ramp: average AE time to productivityRamp: average AE time to productivity: 5.7 months5.7 months
Sources: Bundesagentur fuer Arbeit vacancy duration, Dec 2024; Bridge Group 2025 AE metrics, n=351 B2B companies. StepStone models the unfilled seat at ~EUR 624 per day (2023). Restarting after a mis-hire costs roughly eleven months of search plus ramp. The chart multiplies nothing; it lays two published averages end to end.

A mis-hire is not one bad month. It is a 5.7-month ramp that never converts, a missed territory, and a restarted 168-day search. The two-hour assessment that catches it is the cheapest item in that ledger.

The whole motion, not a personality quiz

  1. The live call. AI customer, cold start, objections in sequence. One take.
  2. Discovery. Read a first-call transcript, name the five questions to ask next.
  3. The follow-up email. Does it close a concrete next step, with a date.
  4. The CRM entry. The discipline the job actually demands.

Each task is graded on fixed criteria with quoted moments and playable clips, and a human confirms every decision with a written reason.

Why a work sample beats a sales personality test

What actually predicts job performance (meta-analytic validity, r)

Structured interviewsStructured interviews: r = .42r = .42Work samplesWork samples: r = .33r = .33Unstructured interviewsUnstructured interviews: r = .19r = .19
Source: Sackett, Zhang, Berry and Lievens 2022, Journal of Applied Psychology, the largest modern meta-analysis of selection methods. Blue marks the methods Savvanta assessments are built on. Estimates carry wide credibility intervals and vary by role.

The tests that dominate this category measure traits. The meta-analytic evidence says structured work samples and structured interviews predict performance best. Listening to a candidate handle an objection is a work sample. A forty-question personality quiz is not.

Candidates take it seriously, because it is real

Consent first, one take, real time, on their own schedule. Top sellers like being measured on selling. The ones who refuse to be heard selling are telling you something too.

Hear a real assessment call. Then put your next shortlist on one.

Hear a real call

Frequently asked questions

Is the AI customer realistic?

It runs a persona with a business, a current supplier, budget pressure and objections, and it pushes back in real time. You approve the scenario before any candidate sees it.

Does every candidate get the same test?

Yes: same scenario, same objections, same rubric. That is what makes scores comparable between candidates and defensible afterwards.

Can we assess in German and English?

Yes. The whole assessment follows the language you offer for the role, under your brand. A German-mandatory role simply offers German only.

Who decides?

Your team. The AI grades with quoted evidence and playable clips; a named person confirms with a written reason. Integrity flags never change a score automatically.

What does it cost?

Per successful hire, aligned to how you measure recruiting, or per candidate at volume.