SDR hiring assessment with AI buyers instead of another assessment day
How Maya runs first-round SDR and BDR interviews with comparable scores, so hiring managers filter large applicant pools without seven months of mystery ramp.
Sales hiring still leans on CVs, a polite first round, and an assessment day that does not scale. Companies receive too many applications to assess consistently. Polished CVs hide weak sales instinct. Managers lack an objective comparison. Then they invest seven or eight months in onboarding before discovering that someone is not productive.
Kulissa's answer is not a nicer ATS. It is Maya as the AI Sales Coach in the first stage of the funnel: sales hiring and interviews.
The briefing
The hiring manager sits with Maya on the role, the target customer, the sales process, playbooks, evaluation criteria and the candidate profile. Upload the job description and recordings of your best recent sales calls. Kulissa plans interview scenarios from that material. You approve before any applicant speaks.
The first round
Maya leads it. Structured questions. Relevant buyer conversations. Every applicant is scored on communication, attitude, empathy, adaptability, product understanding and sales skill. The buyer does not get tired at candidate forty.
The report
Comparable scores, evidence-based recommendations, rankings and risk areas, delivered on a video conference. The hiring manager still decides. They decide with a shortlist instead of a stack of CVs.
After the offer
Selected people stay in the same funnel. Interview gaps become a personal onboarding plan. Maya coaches before each role-play, gives feedback after, and tracks progress on a manager dashboard. Continuous training updates when playbooks change.
Average AE ramp is 6.2 months in The Bridge Group's 2026 study, with 48% of account executives at quota. The cost of a late no is not a wasted interview slot. It is a wasted half year.
FAQ
Does Maya replace the hiring manager?
No. She runs the repetitive first round and returns comparable scores. The company still hires.
Is this an employment-decision system?
Scores are coaching and comparison tools. Final decisions stay with the employer. See AI transparency.
How do we start?
Book a demo on a real job description. We will build a live buyer while you watch. The homepage funnel shows the full path from interview to continuous training.
