Solutions — Prelude

Watch

See it in under three minutes

The whole flow, start to finish: the leader interview, a candidate interview, and the one score you get back.

Step 1

The facts, before the conversation

Prelude opens a new role with the basics. Selling to businesses or to consumers? Experienced hire or new to sales? Deal size, cycle, buyer. Paste in your posting and most of it fills itself in.

Step 2

Pick your five, name the dealbreaker

Eight core competencies, each with a plain definition and what evidence of it sounds like. Pick the five that matter most for this seat, rank them, and name the one that's non-negotiable.

Grit and the will to succeed

Keeps going because they want to win.

Coachability

Takes feedback and actually changes.

Rejection resilience

A no doesn't shrink them.

Curiosity

Asks real questions, then follows up.

Empathy for the buyer

Understands why the buyer feels what they feel.

Judgment under ambiguity

Adapts when the map runs out.

Self-starter and ownership

Creates work without being handed it.

Business acumen

Sees where the opportunity lives.

Step 3

An interview that interviews you

Then Prelude talks with you about the rest: how deals get done, what the last person got wrong, what your culture rewards. When your answer is vague, it asks again, sharper. What comes out is a profile that says what you actually meant.

Step 4

Every candidate gets a real interview

Candidates speak their answers from any device. Prelude follows up two and three levels deep and covers your whole profile in about fifteen minutes. Thirty applicants, thirty real interviews.

What you get back

The read on every candidate

Score and ranking	Every candidate measured against your profile, reasoning shown, ranked so you know where to spend your interview hours. You make the call.
Interview guide	A question guide for your own live interviews, with green, yellow, and red flags to listen for.
Resume versus interview	Where the resume and the candidate's own account differ, surfaced without accusation.
Full transcript	Every word, so you can check any conclusion against what was actually said.

Hiring a sales leader?

First sales hire, or first sales manager

Owners making their first sales-leadership hire get their own interview track. It digs into whether your way of winning can transfer to someone else, and it screens for the competency most leader hires miss: developing people. A manager who can't coach costs you every hire that follows.

Honest by design

What we don't claim

Prelude doesn't predict the future and doesn't pretend to. It gives you a defensible, role-specific bar, evidence against it, and your own reasoning back in writing. The methodology is grounded in published research, and it's built to learn from real hiring outcomes over time so the evidence keeps building.

Built around your role, not a template.