Stop guessing what to train.
See the gap, close the gap.
See the gap.
A per-rep read across the four behaviours and the skills the role needs, each backed by what the person actually said. No more training in the dark.
Prioritise.
See where the team is weakest and where lifting it moves the number most. Spend your programme where it counts.
Prove it.
Re-assess after the work and show the movement. Enablement you can point a number at.
Every rep's gaps, in one view.
| Your team | Curiosity | Coachability | Communication | Grit |
|---|---|---|---|---|
| Aisha K. | Strong | Some | Strong | Some |
| Tom R. | Some | Strong | Some | Strong |
| Priya S. | Strong | Strong | Strong | Some |
| Marco B. | None | None | Some | Strong |
| Lena F. | Strong | Strong | Strong | Some |
| Jordan P. | Some | None | Strong | Strong |
| Strong cover | 3 of 6 | 3 of 6 | 4 of 6 | 3 of 6 |
4 of 6 reps strong. Lean on it, and use them to coach the rest.
Only 3 of 6 strong. The clearest place to put enablement next.
No single points of failure here. Strong cover is spread across the team.
An assessment for each seat.
A role-specific assessment for every role on the team, so the skills read is built for the job, not generic.
SDR assessment: the Quota.ai case study.
A 22-minute voice conversation across five segments inside a real Series A scenario. It tests the craft of the SDR job, not whether they can recite a sales book.
Read more →
AE assessment: the mid-market case study.
An 18-minute voice conversation for a mid-market AE. It tests how deep their discovery goes, not whether they know the words.
Read more →
CSM assessment: the Quota.ai case study.
A 20-minute voice conversation for an early-career customer success manager. It tests how they look after customers, not what tools they know.
Read more →
Account Manager assessment: the mid-market case study.
A 21-minute voice conversation for a senior account manager. It tests whether they earn expansion on value, not whether they can pitch an upsell.
Read more →Every cohort makes your programme sharper.
The more your team tests, the more meritt learns what actually moves the number. So your enablement stops being generic and gets more precise about the gaps that matter, every time you run it.
Every test adds signal.
Each assessment is more labelled evidence of what good looks like, for the role and for your business.
The model learns.
meritt learns which behaviours and skills actually predict who ramps and who closes, and tunes the benchmarks.
The next read is sharper.
The more you test, the sharper every read, the better the shortlist, and the more it knows your bar.
Frequently asked.
How do I find the skills gaps in my sales team?
meritt gives a per-rep read across the four behaviours and the skills the role needs, each backed by a citation, so you can see exactly where the team is short and where lifting it moves the number most.
Can I measure the impact of training?
Yes. Re-assess after the work and the read moves. You can show movement on the same basis you measured the gap.
What does meritt actually measure?
The four behaviours, curiosity, coachability, communication and grit, plus the skills the role needs. Strong, some or none, never a score.
Browse the assessments.
Role-specific assessments for every seat on the team. See what each one measures.
See our tests