Real World Results Since 1999
90%
Success
Success
Within 12 months of hire, 90% of AHS-sourced salespeople rank in the top half of their sales team. Winning!
74% of Bad Hires We Spotted Failed
74% of Candidates that scored as ‘not recommended’ by our platform failed in their Sales Roles within 12 months
- Ends LinkedIn doom scrolling
- Lightning-fast hiring process for filling sales roles quickly
- Promotes candidates worthy of your time
- Screens out unsuitable candidates so you don’t have to
- Reduced turnover
- Drives faster top line sales growth
"Its working great. We feel like you've turned us on to a gold mine. we can really tell with the last few people that we've hired how well the System works"
"A year ago we hired a recruiter who switched us to another test. But we got much better results from the AHS System, so we are back"
"We hired 11 people in our Dayton Center using the System. It is without a doubt the most productive group of new hires we've made. Ever"
Let's face it -hiring top sales talent is hard. Hiring sales talent based on gut or past sales experience make it harder
Sales is where the money is in any organization. Hiring right is more effective than training. One bad hire will cost your company hundreds of thousands of dollars in lost sales and damaged reputation. It’s frustrating to hire and train, and then a few months later you think, “It’s not working out”.
Is ‘least bad’ a winning hiring strategy?
Professional selling is a combination of science and art. When combined with our scientific approach and prescreening solution, you’ll have a complete tool kit at your disposal.
Hiring right the first time is like winning twice. You create new sales and lose fewer opportunities than ‘waiting and seeing’ if that new hire has ‘what it takes’.
Don’t expose hard-found prospects to ineffective reps who may do more harm to your reputation than good.
Unproductive hires require costly management time and oversight. Our Advanced Hiring System is the uncomplicated answer to the ongoing problem of ‘can this candidate sell my product or service’.
AHS is a better, easier, faster and more profitable alternative. Especially if time is a factor and you need to generate new sales rapidly.
Hiring right the first time is like winning twice. You create new sales and lose fewer opportunities than ‘waiting and seeing’ if that new hire has ‘what it takes’.
Don’t expose hard-found prospects to ineffective reps who may do more harm to your reputation than good.
Unproductive hires require costly management time and oversight. Our Advanced Hiring System is the uncomplicated answer to the ongoing problem of ‘can this candidate sell my product or service’.
AHS is a better, easier, faster and more profitable alternative. Especially if time is a factor and you need to generate new sales rapidly.
What about gut intuition?
Can instinct build a winning sales team?”
Most sales managers agree that one’s inner voice or sixth sense plays a role in hiring.” But without a strong, evaluated, evidence-tested pool of candidates you’re still left with picking the ‘least bad’ from amongst a pool of non-qualified, non-tested, non-validated stack of candidates. There is too much randomness in this scenario.
The Advanced Hiring System stacks the deck in your favor. 90% of AHS candidates are in the top half of their new sales team within 12 months.
We want you to choose from excellent, tested and validated candidates. It’s a winning strategy that is repeatable.
Do any of these sales hiring issues sound familiar?
- Difficulty in identifying top sales talent quickly from large applicant pools
- Difficulty screening for traits like motivation, resilience, and persuasion
- Hiring processes taking too long, causing delays in filling critical roles
- Spending more on recruitment efforts without seeing better hiring outcomes
- Limited recruitment budgets being wasted on ineffective tools and methods
- Overpaying for tools that don't integrate into a systemic hiring process
- Inability to justify recruitment expenses due to poor long-term results
- Inefficiency in scaling recruitment efforts as the company grows
