Hire for will, not just skill.
Science-based sales talent assessment and recruitment. The full lifecycle, from evaluating the team you have to building the team you need.
Hiring well is harder than it looks.
Sales leaders are good at liking people, and at recognizing the ones who remind them of themselves. Predicting which candidate will perform in a specific role, at a specific company, in this market, is a different skill, and a rarer one.
That is an expensive gap. A bad sales hire costs a year of lost pipeline, a damaged territory, and the rep you did not hire instead, well beyond the salary.
Objective Management Group.
I am a Certified OMG Partner. OMG is the most validated sales-specific assessment tool available, used by more than 11,000 companies and built on data from millions of sales evaluations.
It measures the competencies that drive sales outcomes, not personality: will to sell, coachability, the ability to handle rejection, hunting instinct, and the critical thinking required for complex deals.
The assessment reframes your judgment rather than replacing it. Instead of guessing whether someone can sell, you learn how they sell, where their tendencies will help, and what coaching they will need.
Certified Partner
Who can sell, who will sell, and what is getting in the way.
OMG scores 21 sales-specific competencies across three layers, the skills you can coach and the wiring you usually cannot. It is built to predict performance, not to measure personality.
Will to Sell
The mindset and desire that separate top producers from everyone else. The deepest predictor of performance, and the hardest thing to install after the hire.
Sales DNA
The beliefs and instincts that decide whether a rep uses their skills under pressure. When these run weak, even a skilled seller stalls.
Tactical Selling
The techniques you can train and refine. Where most sales training stops, and where it fails without the drive and the DNA underneath it.
Before I open an OMG report, I am hiring for three things I call IQ, EQ, and TQ, and they line up with the three layers OMG measures. IQ, the drive and judgment to win, is Will to Sell. EQ, the emotional control that holds up under pressure, is Sales DNA. TQ, the technology quotient, is the one most teams miss: whether a rep can use modern tools and AI to move a deal. OMG scores it inside Tactical Selling, where only 16 percent of salespeople are proficient.
The same lens predicts a new hire and diagnoses the team you already have: coachability, role fit, and the hidden barriers no resume reveals. Objective Management Group built it on 35 years of data and more than 80,000 evaluations.
From the team you have to the team you need.
Team Evaluation
Identify who can scale and who has hit their ceiling, using OMG's Sales Force Evaluation. Know the truth about the team you have before you make a single change.
New Hire Assessment
Predict performance before the offer. Screen for will to sell, coachability, and role fit, not just a good interview and an impressive resume.
Targeted Recruitment
Once the right profile is defined, build a pipeline of pre-assessed candidates matched to your specific revenue motion.
Building or rebuilding a sales team from the ground up?
My recruiting firm, Revenue Bench, sources and places quota-carrying talent the way operators do. Every candidate OMG-assessed, with embedded coaching through the first 90 days of onboarding. We do not hire and hope.