Precision Skills Assessments
Precision Skills Assessments provide scientifically designed, performance-based evaluations of sellers' competencies in realistic scenarios, delivering role-specific, data-driven insights tied to validated sales behaviors that predict deal outcomes, enabling targeted coaching to close skill gaps and improve win rates.
Assess the Skills That Win Deals
Benchmark your sellers and account reps in realistic scenarios against the competencies that predict win rates—so you can pinpoint skill gaps and coach what moves deals forward.
Most Sales Assessments Grade the Wrong Test
Self-ratings and manager opinions don’t predict on-the-job performance. With precision skills assessments, you can assess performance in realistic selling scenarios—so you know exactly what to coach.
“Precision assessments are performance-based and psychometrically calibrated—scientifically designed and tested to measure skills with precision and comparability.”
—David Shacklette, Founder, Skillcraft
What You Get with Precision Skills Assessments
- A Clear Benchmark of Capability: A realistic snapshot of how sellers behave under pressure—not how confident they feel. Identify the specific skills that hold deals back or move them forward.
- Results Tied to High-Impact Behaviors: Results mapped to a validated set of sales competencies that predict wins and losses, giving you objective evidence of what needs work.
- Role-Based Reports: Reports organized by role, cohort, and team—so you can spot patterns, compare groups, and tailor coaching without digging through raw data.
- Coaching and Enablement Priorities: Clear “coach this next” priorities based on data, so managers and enablement leaders can focus on the precise skills gaps most likely to change outcomes.
Explore the Framework Behind Our Assessments
See the Great 8 sales competency framework behind our assessments and training programs, so you know what’s being measured and why it predicts wins and losses.
See the Research Behind the Model
Explore our research methodology—how we gather buyer evidence, test what changes decisions, and turn it into training, messaging, and enablement solutions.
Deliver Coaching in the Flow of Work
Learn how teams turn seller and buyer evidence into just-in-time coaching and targeted practice—so improvement happens where your reps already spend time.
Skills Assessments for Acquisition and Expansion
Assess the capabilities that drive performance for acquisition or expansion.
Acquisition Skills Assessments
Evaluate the skills sellers need to create winnable pipeline, differentiate your solution, and advance opportunities. See how well they execute the behaviors that are proven to win deals.
Expansion Skills Assessments
Diagnose the competencies that influence renewals, expansions, and long-term value. Assess how you reinforce value, strengthen the partnership, and navigate critical customer moments.
Frequently Asked Questions About Precision Skills Assessments
What does the precision skills assessment measure, and how is it different from other assessments or roleplays?
Our precision skills assessment measures performance, not a seller’s or manager’s perception of performance. Instead of asking sellers (or managers) to rate skills, sellers demonstrate them in realistic selling simulations—so you capture how they think, decide, and communicate under pressure. It’s designed to isolate specific, observable skills aligned to the Great 8 competencies—so results aren’t blurred by generic talk tracks or subjective scoring.
What does the assessment experience look like, and how long does it take?
Participants complete a simulation-based assessment made up of three realistic sales scenarios that move a deal through the decision cycle. The experience is designed to take about 30 minutes end-to-end for the seller. You can also run assessments targeted to different selling motions (e.g., acquisition vs. expansion) so the scenarios match the reality of the role.
What makes this “precision,” and how do you know the results are valid and tied to outcomes?
“Precision” comes from how the assessment is built: items are scientifically calibrated for difficulty and consistency, and the model is designed for predictive validity. Our Great 8 competency framework itself is grounded in buyer evidence—analysis of 150,000+ B2B buying decisions that identify which competencies are consistently predictive of wins and losses. And when teams connect skill results to win/loss outcomes, the gaps can be material—one example shows 15%+ win-rate differences between top and bottom performers in key competencies.
What do we get after the assessment, and how does this turn into coaching action (not just data)?
You receive individual and manager-ready reports that pinpoint specific strengths and skill gaps, plus coaching recommendations, so managers don’t have to “interpret” results from scratch. At the cohort level, you can slice results to see where patterns cluster and target enablement accordingly (by team/region/segment/business unit). That’s the point—replace guesswork with an objective benchmark, so you can focus coaching where it will have the biggest impact on your win rates.
Ready to assess your team’s performance?
Let’s talk through a pilot—who to assess, how long it takes, and what you’ll get back for reps, managers, and cohorts.