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Our Assessment Methodology

We believe a fundamental shift in businesses’ approach to talent is needed. The answer isn’t a psychometric test; the answer is defining high-performance talent, unique to your objectives, your culture and your customers . We call this process What Great Looks Like. It underpins everything we do and it’s what makes us the most accurate predictors of human performance in the workplace!

A great sales person in one company won’t always fit into another. Talent Stack

Our What Great Looks Like (WGLL) process scientifically defines the type of individual who will succeed in your given role, contextual to your company culture, ambition and marketplace.

The Talent Stack provides a framework for investigating the key predictors of performance for the role within your company and marketplace.

Most hiring and selection decisions are made purely on experience. By also measuring Aptitude, Personality, Motivations and Behaviours and matching them to a What Great Looks Like profile, you can triple hiring accuracy and identify which people can, and will, succeed in the role in your organisation.

You can also Pinpoint developmental needs and build targeted behavioural development programmes which can accurately measure the result.



Aptitude is a combination of a persons intellectual faculty to learn, take in and process and retain information. We assess aptitude through verbal and numerical reasoning. Does the person have the natural ability understand both written and verbal information, read between the lines, and understand what the numbers are telling them. This is immensely important in most sales environments. Emotional Intelligence can also be included in the Aptitude assessment, can the person spot and interpret peoples emotions correctly. 


The persons personality and style is something that will demonstrate both cultural fit into the organisations but also the style in which they will interact with others. Personality effects the way we interact, influence, take decisions and our approach to different aspects of the sale. understanding the personalities, similarities and differences, allows us to accurately predict behaviour and performance. Salecology psychometrics and assessments have been empirically researched and tested for over 50 years and are the most robust personality assessment in the world.


Motivations are the things that drive people to do the things they do. It is underpinned by personal values, but also our natural tendencies to move toward or away from things. We look for and assess peoples motivations especially within the sales roles and organisation. We look for intrinsic motivations - the things that people find enjoyable and get satisfaction out of, and extrinsic motivations - the things that are externally motivations such as monetary reward. 


Capability is a combination of knowledge, skill and behaviour. The most important one of these is Behaviour. We look for 'what people do' rather than 'what can they do'. Knowing what to do and being able to do it is trained in, and quite often someone that has been in sales for any amount of time often know what they should do, and have been on many training courses so can talk a good game. We look for behaviours to actually see what people do, and these behaviours are often brought about by Aptitude, Personality and Motivations. We help our clients identify the knowledge, skills and behaviours, and assess people against them.


Experience is the combination of the persons life and career experiences to date. We can often see this from the CV such as work history, previous roles, tenure, courses attended and so on. This obviously has some benefits, do they know the industry, have some sales experience, know the jargon etc, but is the lowest level of future performance predictability unless combined with the rest of the stack it adds value.