Yes, we help you get your first sales hire right the first time so you only pay once. However long it takes, regardless of the number of candidates taking the assessment, you only pay $997.

You have access for as long as you need to make your first sales hire. You tell us when you no longer need access and we will archive your account at that point.

What we do is automate the assessment of candidates from initial application through to a shortlist of folks that you know can do the job - they are the Pathfinders. You have a private dashboard to review all candidates and particularly those the system classified as Pathfinders. You choose from those Pathfinders to see who best fits your requirements (location, sector experience, skills match with your existing team etc.) and we recommend you select five to interview. They’re The Right Five, all you have to do is select the right one.

For one, we’ve developed an automated assessment and rules engine that is specific to the role of the first Sales hire in a B2B tech startup. Not B2C, not non-tech, not a later stage Sales hire, this hire, your hire. Because this is an automated system, that means our costs are way lower than you would pay a recruitment agency ($997 versus 10-20% of base salary).

Secondly, which recruitment agencies specialize in the first Sales hire of a B2B tech startup? If they don’t, and we haven’t found any that do, how can you be sure they understand the skills required of a Pathfinder, let alone how to assess for them?

In short, if you want to pay an order of magnitude more to a recruitment agency to hire someone who is likely to be unsuccessful…

In our model, it is your responsibility to attract applicants and drive them to your branded assessment at The Right Five.

There are some potential advantages in using a recruitment agency to source candidates but, really, is anyone in a better position than you to sell the benefits of your startup? A recruitment agency will tell you that they already have databases full of likely candidates but how can you be sure the recruitment agency understands the skills required of a Pathfinder, let alone how to assess for them?

No, all you have to do with The Right Five is place your unique assessment url in your job posting and everything after that is taken care of by the system, up to the point where you decide which Pathfinders you want to interview.

This is a major advantage of The Right Five. Every candidate who takes the assessment and is classified as a Non-Pathfinder receives a friendly, system generated email letting them know you will not be proceeding with their application. Gone are the days of candidates being ghosted (and, yes, recruitment agencies ghost candidates too) with the resultant damage to your brand.

Your only role is to communicate with the Pathfinders and let them know who you will be interviewing and who you won’t.

One of core must-pass parts of the assessment is around candidate entitlement. The last thing any startup needs is to hire somebody who is entitled. The person with the attitude of, “Don’t you know who I am?” or “I don’t do that, it’s not in my job description.”

A candidate who says they won’t take the assessment or tries to circumnavigate the process is demonstrating entitlement. They think they’re above the process. You don’t need them to take the assessment, they’ve already shown that they’re not a good fit.