There is no single profile of a good salesperson. Weak prospecting is harmless in someone managing established accounts, and disqualifying in a representative expected to develop a territory. PSV measures 13 sales competencies, then sets them against what your role actually demands.
PSV is available in English and French across seven countries on three continents. It is also preparing to serve seven Spanish-speaking countries.
A sales director and a hiring manager do not ask the same question at the same moment. PSV answers both — but not with the same document.
You already know who performs. What you do not know is why. When four representatives out of six plateau on the same competency, it is no longer about individuals: it is the sales process, the training, or what gets rewarded in team meetings.
The team diagnostic separates what belongs to the group from what calls for individual coaching. A scattered coaching budget becomes a single priority.
See the approach for teams →A warm, articulate candidate leaves a good impression. That says nothing about how they run a discovery conversation, handle an objection or ask for commitment.
The candidate comparison ranks profiles against your weighted requirements — not against a general score — and flags gaps on the competencies you designated as non-negotiable.
See the approach for recruitment →Recruitment matters, but much of PSV’s value comes from helping managers understand the salespeople already working in the organization.
PSV helps managers identify strengths, limitations and practical development priorities for their representatives.
PSV also reduces blind spots before hiring by examining sales behaviours that are difficult to confirm through a résumé or interview alone.
PSV helps managers understand several dimensions that influence sustainable sales performance.
Listening, discipline, professionalism, resilience, prospecting capacity and objection handling.
Identify the dimensions that deserve attention so management conversations become more specific and useful.
Recognize behaviours that may limit performance before they develop into more costly problems.
Organizations often underestimate replacement costs, the impact of a salesperson who has plateaued, lost opportunities caused by weak prospecting and the full cost of a poor hiring decision.
The representative or candidate responds to structured sales situations and completes a self-perception section.
The profile provides insight into prospecting, listening, discipline, adaptability, resilience and other sales-related behaviours.
The findings help identify strengths, development needs, follow-up questions and practical coaching priorities.
PSV helps managers make more informed decisions by revealing the sales behaviours that influence performance.
Leaders of Quebec SMEs on what PSV changed in their decisions. Translated from the original French.
We tended to equate a lack of results with a lack of effort.
PSV showed us that several representatives were working extremely hard — but with the wrong method, or with incomplete competencies.
The report allowed us to be far fairer in how we managed them, and far more effective in our coaching.
After two bad hires in less than 18 months, we decided to bring PSV into our process.
The report let us quickly identify significant gaps between the confidence displayed in interview and actual selling ability.
Honestly, PSV probably saved us tens of thousands of dollars in hiring mistakes.