Sales
Pipeline discipline, resilience, and coachability — surfaced as interview-ready signals, not vibes.
Template library · SMP Work
SMP Work · Hiring intelligence
Launch a role campaign in minutes. Every candidate flows into a fit snapshot, structured interview guide, and onboarding brief — all grounded in Big Five science, written for hiring managers, not dashboards nobody opens.
Big Five-led. Job-related. Human-reviewed. Privacy-first by default.
Tell us about the role — we will carry these details into signup. No credit card for the trial.
Three artefacts hiring teams actually read — each generated from the same transparent scoring core.
SMP Work · Candidate Snapshot
Jordan Lee · Account Executive (SMB)
Overall fit score: 82/100
Profile closely matches the role target across weighted dimensions.
Dimension fit vs. target range
Shaded band = target range for Account Executive (SMB)
Strengths to leverage
Watchouts with interview probes
Communication style
Direct and analytical communicator who values clarity. Prefers structured feedback and written follow-ups for complex topics.
Response quality
Structured Interview Guide
Jordan Lee · Account Executive (SMB)
Probe set A — Potential misalignment areas
Probe 1 · Risk disclosure (Neuroticism 32nd %ile)
"Tell me about a quarter where you missed target. What did you change in week one of the next quarter?"
Strong evidence (4-5)
Specific behaviour change, metrics cited, peer coordination described.
Weak evidence (1-2)
External blame only, no learning loop, vague on timeline.
Probe 2 · Urgency under ambiguity
"Describe a situation where the path forward was unclear and the deadline was firm. How did you decide what to do first?"
Strong evidence (4-5)
Clear prioritization framework, sought input, adapted quickly.
Weak evidence (1-2)
Waited for direction, paralysis until deadline forced action.
Probe set B — Confirm strengths
Strength confirmation · Follow-through (Conscientiousness 81st %ile)
"Walk me through a deal where marketing or CS saved the renewal. What was your exact role in coordinating that?"
Strong evidence (4-5)
Detailed STAR response with measurable outcome and team credit.
Weak evidence (1-2)
Cannot provide concrete examples or takes sole credit.
Panel scoring grid
| Dimension | 1 | 2 | 3 | 4 | 5 |
|---|---|---|---|---|---|
| Risk disclosure | □ | □ | □ | □ | □ |
| Urgency | □ | □ | □ | □ | □ |
| Follow-through | □ | □ | □ | □ | □ |
Manager onboarding brief
Jordan Lee · Account Executive (SMB) · First 90 days
Manager quick-start
Communication profile
Preferred channels
Slack for quick items, docs for complex topics
Meeting style
Prepared agendas, concise updates, action items
Feedback preference
Direct and specific, with examples
Conflict approach
Seeks resolution through data and shared goals
30 days
Pair weekly 1:1s with written priorities. Plays to high structure without feeling micromanaged. Assign a shadow buddy for CRM and process onboarding.
Support: Provide clear playbook and expected metrics for first month.
60 days
Introduce cross-functional forums early. Channel high openness into visible wins, not endless exploration. First independent pipeline review.
Support: Connect with CS and marketing leads for warm introductions.
90 days
Transition to bi-weekly 1:1s. Full pipeline ownership. Begin mentoring newer team members — leverage natural coaching instinct.
Support: Set stretch targets and discuss career development path.
Risk & friction areas
From first role definition to manager-ready onboarding — four steps, one transparent thread of evidence.
Pick a success profile template or tune weights to your hiring manager’s definition of “great” in-role.
A focused, 10–15 minute work-personality flow candidates can finish on mobile between meetings.
See fit bands, strengths, watchouts, and structured probes with scoring anchors your panel can align on.
Hand managers onboarding briefs with 30/60/90 guidance grounded in the same transparent model.
Same science backbone, different success templates — tuned so panels spend time on behaviour, not debate about the instrument.
Pipeline discipline, resilience, and coachability — surfaced as interview-ready signals, not vibes.
Template library · SMP Work
Customer empathy, composure under pressure, and consistency — aligned to ticket volume and tone expectations.
Template library · SMP Work
People leadership, delegation, and feedback habits — paired with structured probes for leadership scenarios.
Template library · SMP Work
Reliability, prioritisation, and process adherence — translated into role-fit bands your ops leads can defend.
Template library · SMP Work
Detail orientation, discretion, and service mindset — framed for coordinators and office-facing roles.
Template library · SMP Work
Relationship depth, proactive communication, and account judgement — without collapsing complexity into a label.
Template library · SMP Work
SMP Work treats personality data as one structured input in a fair process: documented, reviewable, and always subordinate to human judgement.
Methodology card
What “transparent” means here
Every score is traceable to item responses, norm tables, and role weights you approve at campaign setup. When legal or candidates ask “why this rating?”, you can show the path — not a vendor black box.
Review kit includes
Most candidates finish in 10–15 minutes. The flow is mobile-friendly and designed to respect their time.
A respectful, job-relevant questionnaire with clear instructions. Candidates receive a courtesy report they can keep, with no surprise “gotcha” framing.
No. SMP Work is built for structured hiring with human review. Fit signals support conversation — they do not replace hiring decisions.
Scoring is deterministic, with visible trait weights and documented methodology. There is no black-box scoring layer hiding how conclusions are reached.
Retention windows are configurable for your organisation, with GDPR-aware controls and export/delete workflows your security team can review.
Yes. Start a 7-day trial with full access to everything — no limits, no credit card. Run a real campaign, see reports, and decide if it fits your process.
Start the free trial, invite your first candidates, and compare snapshots side-by-side with your current interview notes.