Solution · Sales Talent Strategy
Build the commercial organization the strategy actually requires.
Most sales hiring is calibrated to yesterday's buyer. Match each sales role to the capability profile that produces results in it — for hiring, promotion, coaching, and role design across the commercial function.
The situation
A commercial organization is missing its number. Hiring is filling roles. New reps are ramping into targets they were never selected to hit. The strategy has changed. The hiring profile has not.
What this solution does
Sales Talent Strategy uses the Sales Profile to map the capability distribution of the current commercial team, distinguish habits from underlying preferences among top performers, and rewrite the hiring scorecard around the sale the strategy now requires. It also reallocates existing reps to the accounts where their profile fits — often finding capability that was in the wrong seats.
How it works
- 01
Assess the current sales team with the Sales Profile.
- 02
Layer Penta Personality on top performers to separate habit from preference.
- 03
Rewrite the hiring scorecard against the sale the strategy now requires.
- 04
Reallocate existing reps to accounts where their profile fits before hiring more.
- 05
Standardize the profile-informed hiring and coaching motion across the team.
Signals you probably need this
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New reps take longer to ramp than they used to.
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Two 'top performers' produce results in very different ways and no one can articulate how.
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Recruiting is being asked for 'more of the same' — and the last cohort didn't hit.
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The buyer or the sale has changed in the last 24 months.
What you receive
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Current team capability map.
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Top-performer profile analysis.
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Rewritten hiring scorecard by role.
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Reallocation recommendations for existing reps.
What this is not
This is not a sales personality test used to screen candidates. It is a strategic view of what capability the commercial organization needs — and where it already sits.
The principle
“The sales team you have is often closer to the sales team you need than the org chart suggests — you just have to see it.”
Case studies where this shows up