Hire Well

A Pre-Hire R³ Diagnostic

At SalesAdvize, our Hiring Well service applies the proven R³ Growth Framework (Right Strategy × Right Execution × Right Sales Technology Stack) as a targeted pre-hire audit.

We conduct a focused diagnostic, drawing from our comprehensive 75-question R³ assessment, to map the hidden gaps in your sales org before you hire. This reveals misalignments like inconsistent CRM usage, incentives rewarding volume over quality deals, ignored competitive insights, or outdated processes that could derail even the best new leader.

Instead of hoping the hire "fixes" things, you'll know exactly what they need to deliver: a clear mandate based on real data, not assumptions. Try out the sample R³ assessment, HERE

Hire Well in action

Meet Alex, the CEO of a growing B2B SaaS company in a competitive market. Like many ambitious leaders, Alex knew it was time to bring on a new sales leader to scale the team and capture more market share. The company already had a solid Ideal Customer Profile (ICP) and a compelling value proposition, but when Alex started interviewing candidates, something felt off.

The resumes looked great, the interviews went smoothly, but deep down, Alex worried the new hire might walk into hidden chaos rather than drive immediate results.

That's when Alex reached out for our Hiring Well pre-hire diagnostic. Using the full 75-question R³ assessment as the backbone, we conducted a focused audit of the existing sales organization. What we uncovered were critical “fault lines” that no amount of interviewing alone would have revealed:

• Compensation incentives heavily skewed toward volume deals rather than quality, strategic wins—encouraging reps to chase low-value opportunities instead of high-impact ones.

• The CRM lacked consistent opportunity scoring, automation, and integrated enablement content, leaving reps to rely on gut feel rather than data-driven decisions.

• Competitive battle cards and key insights sat buried in a shared drive, ignored by the team because they weren't accessible at the moment of need.

These weren't just minor issues, they were structural gaps that would have forced any new sales leader to spend their first 6–12 months firefighting instead of scaling. The real revelation? The incoming leader didn't just need general "sales management" experience. They needed a very specific skillset: expertise in incentive redesign to prioritize quality over quantity, deep proficiency in CRM optimization (including opportunity scoring and automation), and the ability to embed competitive intelligence directly into daily workflows so reps actually used it.

Armed with this clarity, Alex redefined the role entirely. The job description shifted from vague "lead the sales team" to precise mandates: "Realign compensation to reward strategic deals, overhaul CRM processes for better visibility and automation, and integrate battle cards into the daily sales flow." Interview questions targeted these exact competencies, and onboarding was built around a clear roadmap of priorities.

The result? The right leader was hired quickly and hit the ground running. By realigning incentives, integrating insights directly into the CRM, and automating key elements, the silos closed fast—boosting win rates by 18% and adding over $2.4 million in annual recurring revenue within the first year. No wasted ramp-up time. No post-hire surprises. Just accelerated, predictable growth.

Many CEOs are actively hiring sales leadership to capture this momentum, but without first diagnosing fault lines, new hires often chase the wrong priorities or inherit unaddressed issues that lead to frustration and turnover.

Hiring Well gives you a personalized revenue roadmap upfront: Identify what's truly broken (or simply not optimized), define precise success metrics for the role, and accelerate results once the right leader starts.’

This isn't generic consulting, it's a strategic pre-hire edge tailored for growth-oriented small SMBs.