HIRESDR
SPICED SQL handoff, not Closed-Won
Sales hiring · Screen → Review → Decide
Hire on three frozen screens, not one generic test
HIRESDR freezes SPICED SQL handoff. HIREAE freezes live MEDDPICC. HIRECS freezes expand, renew, or hold. A human records hire or no-hire.
HIRESDRHIREAEHIRECSMEDDPICC qualifier for job seekers
This is the recruiter screen. SDR hiring freezes the handoff an AE can inherit. AE hiring freezes live MEDDPICC. CS hiring freezes expand, renew, or hold. Same practice accounts, three rubrics. A human records hire or no-hire. Klara never auto-hires. Later skill interviews stay yours.
Frozen contract
Three rubrics. Same SwiftLane world.
- HIRESDRSQL handoffSPICED · SQL handoffS · P · I · C · E · DReady / partial / not-ready. Ross Completions is a trap.
- HIREAELive boardMEDDPICC · live boardM · E · D · D · P · I · C · CBoard readiness with ICCE, not pitch theatre.
- HIRECSHoldExpand / renew / holdExpand · Renew · HoldInherited pack. Promised vs delivered. Not Deal Won.
Screen. Review. Decide.
Three frozen screens, three rubrics
01 Win is ready / partial / not-ready an AE can inherit. Not Closed-Won. Rubric sdr_hire_v1. Ross Completions is a trap.
02 HIREAE
eight letters under live pressure
MEDDPICC plus ICCE: Intelligence, Character, Coachability, Experience. Win is live board readiness, not pitch theatre. The job-seeker qualifier stays a different door. Rubric ae_hire_v1.
03 HIRECS
expand, renew, or hold
Inherited pack. Promised vs delivered. Expand, renew, or hold. Not first-logo Deal Won. Rubric cs_hire_v1.
This is the recruiter screen, not the job-seeker qualifier, and not a later skill interview.Screen, not qualifier
Manager deliverables
What a hiring run produces for the recruiting lead
- Locked contract per seat: HIRESDR SQL handoff, HIREAE live MEDDPICC, HIRECS expand / renew / hold, with time box and gates by seniority band.
- Per-competency bands (exceeds / meets / below / insufficient) against that freeze.
- Candidate-safe results links that never train employee capability averages.
- Chooser paths HIRESDR, HIREAE, and HIRECS mapped to the same seat rubrics.
The hiring contract
Hiring contract
Frozen hiring contract by seniority band
Slide seniority to see how time box, must-pass gates, and evidence burden lock for fair comparison.
Contract lockedHIREAE · ae_hire_v1
Time box
70
min
Stakeholder pressure
High
Klara is silent in recruit mode: evidence explainer only, never hire/no-hire.
Must-pass gates
- ■Verified decision criteria
- ■Economic impact rationale
- ■Multi-threaded decision path
Required evidence
- ■Authored decision rationale
- ■Stakeholder map
- ■Mutual action plan
- ■Live interaction record
Fit check
Who this seat is for
- Recruiting leaders and hiring managers who need fair, comparable work samples.
- GTM leaders replacing panel subjectivity with criterion-referenced evidence.
- Teams that already train on SDRIQ, SDEALQ, or CSIQ and want hire parity.
Who this seat is not for
- Training score pollution that mixes recruit and employee capability averages.
- Unsupervised auto-hire where Klara or any model issues the decision.
- Soft culture interviews without a frozen must-pass evidence burden.
- Job seekers looking for a candidate-owned MEDDPICC qualifier and LinkedIn add-to-profile.
What the manager can open
Competency band
meets · exceeds · below
Bands lock to the frozen contract; managers record human rationale.
Must-pass gates
band-specific gates locked
Seniority slide changes time box and gates before the candidate starts.
Klara in recruit
silent · evidence only
Klara never coaches or auto-hires in HIRESDR / HIREAE / HIRECS.
Sample debrief
HIRESDR hiring sample
Start from the public SDR hire sample, then switch bands in the dashboard chooser.
Act II · Frozen work sample
Why panels fail
Why traditional sales recruiting fails
- Case presentations measure slide design and writing speed rather than sales judgment under buyer pushback.
- Panel roleplay scores vary by interviewer, so expensive hiring bias pollutes the pipeline.
- CSM and SDR / BDR candidates are forced through AE MEDDPICC scripts that do not match the seat they will occupy.
- There is no frozen standard: each interviewer invents a different bar for "good enough."
What a frozen screen proves
What a Deal IQ work sample proves
- Track-specific assessments: HIRESDR (SPICED SQL handoff), HIREAE (live MEDDPICC), HIRECS (expand / renew / hold).
- General apply links for LinkedIn and job boards plus individual consent links for named candidates.
- Criterion-referenced bands against a frozen contract, not a ranking curve or forced distribution.
- Silent Klara evaluator mode: no coaching scaffolds, fair comparison across the cohort.
- Screen first. Keep your later skill interview, references, and offer process.
What you review
Managers review per-competency bands against a frozen hiring contract, record human decisions with rationale, and send candidate-safe results links. Recruit scores never train employee capability averages. Klara explains evidence only and never auto-hires.
- Per-competency evidence bands: exceeds, meets, below, or insufficient evidence.
- Frozen hiring contract locks job brief, seniority band, time box, and pack revision for comparable scoring.
- Human decision records with rationale; candidate-safe results strip peer rankings.
- HIRESDR freezes SPICED SQL handoff (sdr_hire_v1). HIREAE freezes live MEDDPICC (ae_hire_v1). HIRECS freezes expand, renew, or hold (cs_hire_v1). Same SwiftLane world, three rubrics.
- Seniority bands scale pressure: Foundation SDR (30 min) through Enterprise AE (70 min) and Strategic CSM (60 min).
Klara in recruiting is an evidence explainer only. It refuses hire or no-hire recommendations. A human reviewer records every decision with rationale.
Act III · Human decision
From apply link to a decision
From apply link to manager decision
- Candidate consents, then enters the hiring room without creating an employee account.
- Managers inspect evidence in Revenue Command Center Recruiting against the locked contract.
- Training baselines stay separate: recruit scores never pollute team capability averages.
- Human reviewer records hire, advance, hold, or decline with rationale that survives audit.
How this seat differs
SDRIQ trains handoff readiness; HIRESDR freezes the same SPICED gates for candidates.
SDEALQ trains live MEDDPICC; HIREAE freezes that burden for recruit mode.
CSIQ trains expand / renew defensibility; HIRECS freezes that rubric for hire.
Where managers act next
After the work sample, recruiting leaders decide in the hiring dossier, send candidate-safe links, and never let scores pollute employee RCC averages.
Before you screen
Do candidates need accounts?
No. Candidates start from a general apply link or an individual consent link. Managers review evidence in RCC.
Does Klara decide who to hire?
No. Klara explains competency bands and evidence. A human records hire, advance, hold, or decline.
Is this the MEDDPICC qualifier?
No. The qualifier is a candidate-owned assessed AE simulation with a public verifier and LinkedIn add-to-profile. This page is the recruiter screen: frozen HIRESDR, HIREAE, and HIRECS work samples.
Does this replace a later skill interview?
No. Use it as the comparable screen. Keep your later skill interview, references, and offer process.
Can we customize the scenario?
Yes. Job brief fields and pack revisions lock into the hiring contract. Public HIRE aliases use the SwiftLane demo pack.
Is this compliant with fair hiring practice?
The assessment is criterion-referenced, time-boxed, and human-reviewed. It does not make autonomous hire decisions.
How do I recruit sales with a comparable screen?
Send candidates through frozen HIRESDR, HIREAE, or HIRECS work samples. Managers review evidence bands in RCC and record hire or no-hire. Later skill interviews stay yours.
What is a sales hiring assessment here?
A criterion-referenced work sample under buyer pressure, not a personality test or slide presentation. Track-specific rubrics score SPICED handoff, live MEDDPICC, or expand/renew defensibility.