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The meritt Methodology

How we assess salespeople.

Four behaviours, plus the skills that matter for the role. Built over twenty years of sales hiring, published in full and free to read.
20 years of sales hiring4 behaviours + role-relevant skillsPublished in full, no gating
Chapter 01 · The behaviours

The four that predict.

The behaviours that show up in every high performer we have ever placed. Click any to read in depth.

01
Curiosity behaviour illustration
Curiosity.
The behaviour that finds the deal.
Depth of discovery. Domain learning. The willingness to sit in the unknown and ask the second question. Curiosity shows up in how a rep researches a prospect, how they sit in silence, and how often they ask "why" instead of "how".
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02
Coachability behaviour illustration
Coachability.
The behaviour that compounds.
How a rep takes feedback, applies it, and gets sharper week-on-week. Coachability shows up in how openly someone takes a tough piece of feedback, and whether the next call looks different.
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03
Communication behaviour illustration
Communication.
The behaviour that lands it.
Story structure, clarity, stakeholder fit. Not just smooth talk: the ability to frame a problem before pitching a solution, and to flex tone for the room.
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04
Grit behaviour illustration
Grit.
The behaviour that closes the year.
Recovery under pressure. Quota in the back half. The unglamorous, repeatable habits that turn a slow Q1 into a green Q4.
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Chapter 02 · Skills for the role

The behaviours are universal. The skills aren't.

An SDR isn't an AE isn't a VP. On top of the four behaviours, we assess the specific skills that matter for the role you're hiring.

01

For SDRs / BDRs.

  • Outbound cadence
  • Cold-call presence
  • Discovery questioning
  • CRM hygiene
  • Objection handling
02

For Account Executives.

  • Multi-threading
  • Forecast accuracy
  • Commercial framing
  • MEDDIC / qualification
  • Stakeholder mapping
03

For Sales Leaders.

  • Pipeline coaching
  • Forecast rigour
  • Hiring & ramping
  • Operating cadence
  • Cross-functional alignment
Chapter 03 · The full system

Behind the four behaviours.

The four behaviours are the spine. The system around them is how the assessment runs, how candidates prepare, and how the model gets sharper every quarter.

01

Archetypes.

Every role maps to one of a small set of sales archetypes - Hunter, Closer, Builder, Steward. The archetype sets the bar for what good looks like before the assessment runs.

02

Binary gate.

A pass/fail filter on the basics: minimum video clarity, English fluency, role-context fit. Cuts the queue before anyone spends time on a CV.

03

23-question scenario.

A fixed-format role-play. Twenty-three structured prompts covering discovery, pricing, objection handling, multi-thread and forecast. Same scenario, every candidate, comparable side by side.

04

Video + voice.

Some prompts demand presence on camera. Others demand quick thinking on a call. We capture both, scored against the methodology in parallel.

05

Prep docs.

Every candidate gets a written brief before they start. The role, the scenario, what we score, and how to prepare. No traps. The assessment tests practice, not memory.

06

Skills-gap identification.

On top of the four behaviours, we score role-specific skills (cold-call presence, MEDDIC fluency, forecast rigour, etc.) and surface where a candidate is short. Useful at hire, essential at coaching.

07

Learning paths.

Weak signals trigger coaching, automatically. A candidate who scored low on Communication gets a learning path built around it. Free, always, before they apply again.

08

Feedback loops.

Every hire on meritt becomes training signal. We learn which behaviour and skill scores predict top performance per archetype, and tune the next shortlist to match. The methodology gets sharper every quarter.

Illustration of methodology tools arranged on a desk: scales, a ruler, a clipboard and a pencil.
Chapter 04 · Why

A CV tells you where someone has been. The methodology tells you whether they can sell, before you ever pay them to find out.

Will KoningFounder, meritt. 20 years of sales hiring
20.
Years of sales hiring behind the methodology.
4.
Behaviours assessed on every candidate, plus the skills that matter for the role.
SCV.
Backed by Supercharger Ventures.
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