Screen every SDR applicant against the same buyer, not the same CV.
Maya runs first-round interviews with AI buyers, scores communication and sales skill, and hands hiring managers a ranked shortlist with evidence. Hiring managers and sales leaders drowning in SDR and BDR applications.
The problem
- Companies receive too many applications to assess consistently. Polished CVs hide weak sales instinct.
- First-round interviews and assessment days eat calendar. There is no objective comparison between candidates.
- Teams invest seven or eight months in onboarding before discovering that someone is not profitable or suitable.
What rehearsal looks like
Step 01
Brief Maya
Role, target customer, sales process, playbooks, evaluation criteria and the profile you want. Upload the job description and recordings of your best recent calls.
Step 02
First round with AI buyers
Every applicant meets the same structured questions and relevant buyer conversations. Maya scores communication, attitude, empathy, adaptability, product understanding and sales skill.
Step 03
Comparable report
Rankings, risk areas and evidence, delivered to the hiring manager on a video conference.
Step 04
Keep the same coach
Selected candidates stay in the funnel. Gaps become onboarding, then continuous training.
A scenario on the floor
Scenario
The Polished CV
- Buyer
- Procurement-minded operations lead who has heard every SDR opener this month.
- Goal
- Show real discovery instinct in eight minutes, not a rehearsed pitch.
- Twist
- She asks why this role, then goes quiet after the first feature dump.
Rubric
- Diagnoses before pitching
- Handles silence without filling it with product
- Shows empathy without collapsing
- Earns a next step a hiring manager would recognise
What managers see afterwards
- Time to ranked shortlist
- Applicants assessed per week
- Interview-to-hire quality
- Months of ramp avoided on a bad hire
Numbers with sources
6.2 mo
Average AE ramp before you know if the hire pays
The Bridge Group, AE Models, Motions and Metrics 2026
48%
Account executives at quota
The Bridge Group, 2026
Questions
- Does this replace the hiring manager?
- No. Maya runs the repetitive first round and returns comparable scores. The hiring manager still decides, with evidence instead of another day of the same interview.
- Is this an employment-decision system?
- Practice and assessment scores are coaching and comparison tools. Final hiring decisions stay with the company. See the AI transparency page.
Run this scenario on your playbook.
Twenty minutes. Your documents, a live buyer, the debrief your managers would read on Monday.