For managers
Know what your team can actually do, before the deal
You already suspect who is struggling. This turns the suspicion into a score you can point at: skill by skill, person by person, with the exact moment the conversation was lost.
Starting point
Why leaders come looking for this
You have to make a call on people
Promotions, territory changes, who stays after ramp. You want evidence of behavior, not a manager opinion written the night before the review.
Training happened, behavior did not change
Everyone attended. Completion is at 100 percent. On calls nothing moved, and you have no way to show what did or did not land.
You have to justify the spend
Leadership wants to know what the training budget bought. Attendance is not an answer. Skill movement per person is.
The problem
Why skill is the thing you manage blind
You find out after the loss
The deal is gone, the customer will not take the call, and only then does someone review what happened. By that point the only thing left to do is write it up.
Coaching does not scale, and it lands on you
Every rep needs feedback, and you are the bottleneck. You spend evenings on call reviews and still only reach a fraction of the team.
One review a year is a blind spot
A single snapshot tells you where someone was in March. It does not tell you who is quietly getting worse in August, while the pipeline still looks fine.
Real assessment is expensive and slow
Proper behavioral assessment means scheduling, travel, observers, and a stack of manual reports. So it gets done rarely, for a few people, and late.
Visibility
Where deals are actually lost
Every session is scored on the parts of a conversation that decide the outcome. You get the same breakdown for one person, for a team, and for the whole org.
Conversation structure
Did the rep run the conversation, or did the customer? Opening, agenda, control of the middle, clean close.
Discovery
Questions before pitching. Real decision criteria, budget reality, and who else has to say yes.
Objection handling
What happens on price, timing, and competitors. Whether the rep holds value or goes defensive and discounts.
Communication quality
Listening, interrupting, filler, tone under pressure. The part customers remember and nobody measures.
Next step
Does the call end with a committed next step, or with "send me some information" that never converts.
Your own criteria
Add the indicators your company already assesses on, so the scores line up with your competency model.
A new hire has run twelve sessions. You sat in on none of them, and you still know whether they are ready.
Quality
A report you can defend in a review meeting
What makes it checkable
- Every conclusion is tied to a quote from the conversation
- No flattery: a skipped hard moment is recorded, not smoothed over
- Findings and risk, not just a number out of ten
- Scored against your criteria, so it matches your competency model
- The same criteria for everyone, so people can be compared fairly
85%
agreement between scores in the trainer and what speech analytics and human reviewers see on real calls, measured in our own projects. That is the reason a score here is worth acting on.
Reporting
Three views, one source of truth
Individual report
Per person: skill scores, the quotes behind them, growth areas, and what to work on before the next real conversation. Ready for a one to one.
Team dashboard
Skill movement across the team between checkpoints. Which objection the whole group fails, which office is behind, who is quietly sliding.
Executive summary
The short version for leadership: where the team stands, what changed since last time, and what the training spend produced.
Your time
Practice for the team, without the leader burning out
The repetition is not yours
Reps run as many attempts as they need and get feedback in seconds. You are no longer the only source of coaching in the building.
You spend time where it counts
The dashboard points you at the three people and the one objection that matter this week. The rest of the loop runs without you.
One loss becomes team practice
Turn a deal that went wrong into a scenario and assign it. Tomorrow the whole team has run that conversation, before they meet that buyer for real.
Adoption
Senior people do not like being assessed. We plan for that
Resistance to assessment is normal and it predates AI. By default this is an assessment tool. If your team needs a softer entry, we add one of these on request instead of forcing it.
Practice sessions with no score
People train and get feedback, nothing is graded. The goal is to get used to the format and lift the skill before anything counts.
A warm up round
A couple of practice dialogues remove the "I am talking to a robot" stress, so assessment day is not also the first day.
A competition instead of an exam
Run it as a team challenge. People engage with it as a game, participation goes up and the pushback goes down.
These are options, not the default package. We pick the entry point with you based on how your team reacts to being measured.
Rollout
What a launch looks like
Week 1. Agree the criteria
We take your competency model or your call scorecard and turn it into scoring criteria plus the first scenarios. No IT work on your side.
Weeks 2-3. First cohort
A group runs sessions and you get the first skill map of the team. We calibrate the criteria with you against people whose level you already know.
Weeks 4-6. Decide with data
A pilot runs four to six weeks and ends with individual reports, a team view, an executive summary, and a cost model for the rollout.
FAQ
What managers ask before they start
How is this different from speech analytics on real calls?
Speech analytics tells you what went wrong after the customer is gone. This tells you who is not ready before they get in front of one, and lets you fix it the same week.
Can I trust an AI score?
Every conclusion is tied to a specific quote from the conversation, so you can check it. Scores are calibrated against speech analytics and human assessors, at about 85 percent agreement in our own projects.
Experienced people do not like being assessed.
That is normal and not specific to AI. On request we start softer: practice sessions with feedback and no score, a warm up round so nobody is meeting the format for the first time on assessment day, or a team competition instead of an exam.
Do I have to run this myself?
No. Assign scenarios once and the loop runs without you. You read the dashboard and step in where the data says your time matters.
How do you handle data security?
Enterprise security reviews are nothing new for us. We have worked with pharma, fintech, and enterprise teams, and we are ready for a dedicated technical session with your security team.
How fast do we see something?
A pilot launches in two to three weeks with no IT integration, and runs four to six weeks. At the end you have skill dynamics per person and a cost model for the rollout.
Looking at it from the rep side? See training for sales teams, or the full solutions overview.
Read next
Written up in more detail
Four articles on the manager half of this: what a score is worth, where it drifts, and what to do in the meeting afterwards.
The frameworks your rubric is probably built on are covered in sales methodology roleplay practice.
Get a skill snapshot of your team
Bring one conversation your team keeps losing. We will build it, score it, and show you the report.