SalesDrive, LLC

SalesDrive, LLC SalesDrive helps businesses prevent costly sales hiring mistakes by identifying Drive — the most important trait for sales success.

Research shows that successful salespeople share three, non-teachable personality traits:

-Need for Achievement
-Competitiveness
-Optimism

Our sales assessment, The DriveTest®, is scientifically designed to identify candidates that possess these three traits and other teachable, important skills necessary for success in sales. To learn more about SalesDrive and join 1,400+ companies who are dedi

cated to building better sales team, please visit: https://salesdrive.info/

➟ Free Trial Assessment: https://salesdrive.info/free-trial-request/

➟ Sales Psyched! Video Series: https://salesdrive.info/sales-psyched/

“SalesDrive is a key component in the hiring process of Sales Professionals at Traffic Tech, Inc. I have used SalesDrive for many years to assist me in identifying the key personality traits of prospective [sales] candidates. SalesDrive assists you in making educated hiring decisions, while reducing the unnecessary expense of hiring the wrong candidate. I consider SalesDrive to be an invaluable resource.”
- Mark Schiele, President, Traffic Tech, Inc.

08/27/2026

Not all assessments are designed to answer the same question.

Broad personality tests can be very useful for understanding communication styles, improving team dynamics, and coaching employees.

But that doesn’t automatically make them the best tool for predicting who will succeed in sales.

Sales requires behaviors like consistent follow-up, initiative, competitiveness, and the ability to keep going through rejection.

So before using any assessment to make a hiring decision, ask a simple question:

What is this assessment actually measuring—and is that what I need to predict?

For those of you who hire salespeople: what assessment tools have you found most—and least—useful?

08/25/2026

If your salesperson does most of the talking, the buyer never gets enough room to explain what matters.

A strong sales conversation is balanced. Ask a good question, listen carefully and let the silence work.

Do your salespeople talk too much during sales calls?

08/19/2026

AI can help an average sales candidate interview like a top producer.

That doesn’t mean they’ll perform like one.

Preparing for an interview is a short-term challenge. Prospecting consistently, handling rejection and building pipeline month after month is a long-term behavioral demand.

AI can improve presentation. It can’t manufacture the underlying traits required for sustained sales success.

As candidates get better at interviewing, companies need better ways to determine who can actually do the job.

08/18/2026

One of the biggest mistakes in sales hiring is assuming experience equals future performance.

A candidate can have the right titles, recognizable companies and years of industry experience—and still struggle when they're expected to build pipeline from scratch.

The question isn't just, "Where have they worked?"

Ask:

• Did they create opportunities or inherit them?
• Did they prospect without being pushed?
• Did they continue performing when things got difficult?
• Did they consistently produce, or were they surrounded by a great brand, territory or lead flow?

Experience matters. But it should support Drive, not replace it.

Because eventually every salesperson faces rejection, pressure and adversity. That's when you find out what they're really made of.

The best salesperson on paper isn't always the person who will produce the most revenue.

The best salesperson on paper isn't always the person who will produce the most revenue.

08/18/2026

Why do candidates crush the interview and then struggle to produce once they're hired?

One reason: We often reward the wrong signals during the hiring process.

A polished resume and a charming interview can make someone look like an A-player. But neither tells you enough about how they'll respond to rejection, pressure, prospecting and the daily demands of selling.

The goal isn't to hire the person who's best at getting hired.

It's to hire the person most likely to produce.

Hiring great salespeople is difficult enough. Don’t make it harder by repeating these 5 common mistakes:Skipping sales a...
08/14/2026

Hiring great salespeople is difficult enough. Don’t make it harder by repeating these 5 common mistakes:

Skipping sales assessments that can help identify whether candidates have the underlying aptitude needed for the role.
Relying too heavily on intuition instead of conducting a structured behavioral interview.
Failing to verify past performance. Claims about quota, rankings and revenue should be supported by objective evidence whenever appropriate and legally permissible.
Treating reference checks like a formality. Ask specific questions about deals sold, prospecting behavior, performance and resilience.
Hiring people because they remind you of yourself. Similarity can create bias. Different strengths and perspectives can make your team better.

A polished interview does not guarantee a productive salesperson.

Build a hiring process that looks for evidence of future sales performance, not simply someone who interviews well.

Which mistake have you seen cause the most bad hires?

The interview still matters, but when companies rely too heavily on it, they risk selecting the person who interviews th...
08/13/2026

The interview still matters, but when companies rely too heavily on it, they risk selecting the person who interviews the best rather than the candidate most likely to produce in the sales job.

For sales roles, the interview alone does not reveal the biggest question all recruiters need to be asking themselves: Does this sales candidate have the internal Drive to prospect, compete, persist and recover from rejection consistently?

Say it with me now: Hiring using a Sales Assessment > Hiring based on Gut Instinct
08/12/2026

Say it with me now:
Hiring using a Sales Assessment > Hiring based on Gut Instinct

Why are high-performing salespeople so difficult to find?Part of the problem is how we evaluate candidates.Most hiring p...
08/11/2026

Why are high-performing salespeople so difficult to find?

Part of the problem is how we evaluate candidates.

Most hiring processes are good at measuring experience and how well someone interviews. But sales success also requires something harder to see: the motivation to prospect, compete, persist and recover from rejection.

I’ve seen plenty of candidates who interview beautifully but struggle once they’re responsible for creating their own pipeline.

And I’ve seen candidates who weren’t the most polished person in the interview become outstanding producers.

The question isn’t simply, “Can this person sell?”

It’s also, “Will this person consistently do what selling requires?”

That distinction can completely change how you hire salespeople.

08/06/2026

The best sales call a candidate may ever make is the interview.

That's the trap.

A polished interview tells you someone can sell themselves for 45 minutes. It doesn't tell you whether they'll prospect every day, recover from rejection, or keep producing when no one is watching.

Too many hiring decisions are based on likability instead of evidence.

What's the biggest interview mistake you've made when hiring salespeople?

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Chicago, IL

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