If you advise companies on sales hiring, Prelude was built with people like you, for practices like yours. It doesn't replace your judgment. It gives your judgment a better instrument.
You know the work of fitting a standard assessment to a client whose role doesn't match it. Prelude starts blank. It interviews the hiring leader, builds the profile from what they say, and screens against that. Less force-fitting, more of your time on the judgment your clients pay for.
Every consultant on your team runs the same disciplined process, every time, on every role. The interview never has an off day, never skips a step, and writes down its reasoning so your recommendations stand on evidence.
Each candidate assessment doubles as raw material for what comes next: onboarding focus, coaching priorities, the conversation about ramp. The engagement doesn't end at the offer letter, and neither does your value.
How it fits your practice
You run the engagement and own the client. Prelude does the structured interviewing and the evidence-gathering underneath your advice. Use it alongside the tools you already trust. It plays a different position: defining the role first, then measuring against it.
Getting started
The best way to evaluate Prelude is the way our earliest partners did: take one live role, run the leader interview, and judge whether the profile says what the hiring manager actually meant. Then decide what it's worth to your practice.
Start the conversationPartner with Prelude
We're working with a small group of sales consultants and advisors who want a better instrument under their hiring work. If that's you, we'd like to talk.
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