Revenue Command Center · Cluster

Work-sample bands. Humans decide.

Hiring with evidence

For VP Talent, hiring managers, and CRO / GTM leads who need comparable work-sample evidence: seat-mapped requisitions, band thresholds, consent, and an auditable hire / advance / hold / decline record. Not AI auto-hire.

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Recruiting bands review sample with exceeds, meets, and below chips

Hiring fails when AI ranks candidates or when recruit scores quietly pollute employee averages. Revenue Command Center records a recruit assessment contract, scores exceeds / meets / below / insufficient evidence bands, lets Klara explain evidence only, and requires a human decision with rationale.

Buyers

Who this page is for

VP Talent

Needs work-sample evidence legal and enablement can audit, without AI ranking candidates.

Hiring manager

Needs clear exceeds / meets / below / insufficient bands and a place to record hire, advance, hold, or decline with rationale.

CRO / GTM lead

Needs seat-mapped hiring (SDR, AE, CSM) that does not pollute active-team capability averages.

Seat map

Three requisitions by seat

HIRESDR, HIREAE, and HIRECS all resolve to public room SDEALQ with a forced track and forcedPurpose recruit. Seat map stays intact: no fake CSM acronym, no Team IQ framework clones as hiring gates.

HIRESDR

Forced track sdr. Assesses SPICED handoff under recruit purpose. Demo seniority band experienced.

HIREAE

Forced track ae. Assesses MEDDPICC under recruit purpose. Demo seniority band enterprise.

HIRECS

Forced track cs. Expand/renew assessment under recruit purpose. Demo seniority band strategic_csm.

Contract

The assessment contract

RecruitingAssessmentContract version recruit_v1 records roleTrack, hiringSeniority, jobBriefSnapshot (title, mustHaves, icp, success90d), scenarioPackId and scenarioPackRevision, rubricVersion, timeBoxMinutes, requiredEvidence, mustPassGates, comparisonCohortId, accommodations, and humanReviewPolicy. When a candidate starts, the system timestamps contractLockedAt. That is a recorded start lock, not a claim of immutable server-side prevention of later edits, and timeBoxMinutes is not a runtime-enforced timer.

SDR time boxes

Foundation 30 min, experienced 40 min, senior_lead 50 min.

AE time boxes

Commercial 40 min, mid_market 55 min, enterprise 70 min.

CS time boxes

CSM 30 min, senior_csm 45 min, strategic_csm 60 min.

Required evidence (all bands)

Authored decision rationale, scenario evidence citations, and live interaction record. Senior bands add track-specific artifacts.

Work-sample band cards for SDR, AE, and CSM hiring tracks

Bands

How bands compute

Literal bands are exceeds, meets, below, and insufficient_evidence. Workspace ordering is exceeds, then meets, then below, then insufficient, then name. Overall competency uses worst scored band wins when any competency meets or exceeds; if every scored competency is insufficient and none meets or exceeds, overall stays insufficient.

Exceeds

Score at least 85.

Meets

Score from 70 inclusive to under 85.

Below

Score under 70.

Insufficient evidence

Score is null or NaN, or no competency items exist to score.

Klara

What Klara refuses

In recruit mode the candidate experience suppresses coaching UI and desk tips. In the RCC workspace Klara can answer evidence questions. The server authenticates the manager, caps the prompt at 1,200 characters, records an audit entry, and refuses without calling the model for four categories.

hire_recommendation

Refuses: I cannot name who to hire.

rank_people

Refuses: I cannot rank candidates.

compare_people

Refuses: I cannot say who is better for hiring.

thin_context

Refuses when context is too thin; short prompts under eight trimmed characters get a clearer-evidence ask.

Allowed answers must stay on provided evidence, cite competency, moment, band, and contract revision, disclose thin evidence, and never hire, rank, compare, or name someone better.

Human decision

The human decision record

The decision endpoint accepts only hire, advance, hold, or decline. It requires manager ownership of the team and a rationale of at least 40 characters, then appends an auditable decision record with evidence references and optional contract fields.

Hire

Human chooses hire with written rationale.

Advance

Human advances the candidate to the next stage.

Hold

Human holds pending more evidence or process.

Decline

Human declines with written rationale.

Firewall

The firewall

shouldApplyTrainingProgression for recruit returns false. When a session is recruit mode, EnablementService does not write capability signals and does not call skill-profile-write. Recruiting evidence must never train employee capability profiles or cohort aggregates. Managers may explicitly Start training from assessment to convert a completed candidate into a new learning baseline. That is a separate opt-in action, not automatic aggregation.

No silent profile write

Recruit sessions skip capability signals and skill-profile-write.

Explicit conversion only

Start training from assessment is a manager action, not a background merge.

Candidate

The candidate side

Consent version is recruit_consent_v1. A candidate cannot start unless metadata.candidate.consent.acceptedAt exists. Acceptance stores version, noticeVersion, acceptedAt, lifecycle consented, and retentionUntil. Default retentionUntil is 180 UTC days from the supplied date or now. Intake has an explicit forbidden list: race, ethnicity, gender, age, religion, disability, nationality, sexualOrientation. The candidate report allow-list includes candidateName, roleTitle, requisitionTitle, optional completedAt, competencies with label / band / evidenceRefs, humanReviewPolicy, and optional feedbackNotes. Ranking, peer identity, hiring decision, and peer-relative overall band fields are stripped.

Consent gate

No start without accepted consent at recruit_consent_v1.

180-day retention window

retentionUntil defaults to 180 days. This is a recorded policy window, not an automated purge worker.

Allow-listed report

Completed candidates can receive a tokenized results link that cannot leak ranking or hire decisions.

Boundaries

Honest limits

Claim-safe boundaries for legal, talent, and enablement reviewers.

  • Klara does not select, rank, recommend, hire, or reject candidates.
  • The contract is recorded and timestamped at start. Do not claim immutable server-enforced freezing of every field, or a runtime-enforced assessment timer.
  • Retention is a 180-day window on the consent record. Do not claim automated deletion or anonymisation at day 180.
  • Consent withdrawal is instructed by email today. Do not claim a fully automated withdrawal workflow.
  • Team IQ may support hiring evidence. It is never a lone hiring gate.
Sales hiring solutionSample Deal IQ debrief

FAQs

How do you handle bias?+

Intake forbids demographic fields (race, ethnicity, gender, age, religion, disability, nationality, sexual orientation). Scoring uses work-sample bands on a recorded contract. Humans decide with a written rationale. We do not claim a bias-reduction percentage.

What if the candidate pool is small?+

Bands still compute per candidate. Insufficient evidence stays visible. Klara still refuses ranking and comparison. Small pools do not unlock AI shortlists.

How do we compare candidates fairly?+

Compare on the same requisition contract: pack revision, rubric version, seniority, and must-pass gates. Bands are exceeds, meets, below, or insufficient. Humans still own hire / advance / hold / decline.

Can Team IQ alone decide a hire?+

No. Team IQ may support. It is never a lone hiring gate. Work-sample bands and human decisions sit in the recruiting workspace.

How is hiring different from coaching?+

Recruit purpose suppresses coaching UI for candidates and never writes employee capability profiles. Coaching and mastery queues apply to active team members after an explicit conversion, not during the hire assessment.

Evidence

Open the sales hiring solution

Read the hiring seat page, then book discovery when you want a facilitated walkthrough of the recruiting workspace.

Open sales hiring

Put evidence in front of the next review

Open the manager evidence gallery, then book a discovery call when you want a facilitated walkthrough of Revenue Command Center.

Open sample manager view