Discovery Questioning
The candidate asked relevant questions about the customer's current reporting practices.
Observation: Relevant supporting evidence was demonstrated.
HiringIQHire GTM Talent Using Job-Relevant Evidence
Define the right roles. Evaluate the skills that matter. Make informed hiring decisions.
Finding the right sales talent starts with understanding what success looks like in each role. A resume can show where someone has worked, but it may not fully demonstrate how they approach discovery, prospecting, customer relationships or other essential GTM responsibilities. EnableU HiringIQ helps organizations define GTM role requirements, establish relevant competency criteria, and evaluate candidate evidence through a structured skills-based hiring approach. Connect the work your team needs to perform with the capabilities you evaluate during hiring.
Candidate review
AE Discovery
Illustrative assessment
- Discovery QuestioningEvidence present
- Business ImpactNeeds more
- Next-Step AlignmentPartial
Skills-Based Hiring
Move Beyond Resume-First Sales Hiring
Hire for demonstrated capabilities, not just previous job titles.
Traditional hiring processes often rely on resumes, experience, education and interviews to evaluate candidates. While these sources provide useful background, they may not fully demonstrate the skills associated with the work. An Account Executive may need strong discovery and opportunity management skills, while an SDR may require prospect research, personalized outreach and qualification capabilities. HiringIQ helps bring greater structure to these evaluations by focusing on job-relevant requirements and supporting evidence.
- Define clear role responsibilities and outcomes.
- Establish relevant competency requirements.
- Apply structured candidate evaluation criteria.
- Review evidence from appropriate assessments.
- Identify missing or incomplete information.
- Support consistent hiring discussions.
- Maintain human oversight of hiring decisions.
A skills-based approach helps employers
Capabilities
HiringIQ Capabilities
Capability 01
Define GTM Roles and Responsibilities
Start with the actual work the position requires. Establish expected outcomes, responsibilities, and competencies based on your organization's GTM strategy and sales processes. A founding Account Executive may need to contribute to building sales practices, while an AE in an established team may focus on executing an existing sales process.
Example output: A role definition with expected outcomes and competency requirements.
How It Works
How HiringIQ Works
- 01
Define the Role
Identify the responsibilities, expected outcomes and tasks relevant to the GTM position.
- 02
Set Competency Requirements
Establish the skills and proficiency expectations necessary to perform the role.
- 03
Review Candidate Evidence
Evaluate available information using the defined requirements and explain what the evidence supports.
- 04
Conduct Relevant Assessments
Use supported, job-related simulations or structured interviews to gather additional information.
- 05
Make an Informed Hiring Decision
Review the results, consider missing evidence and maintain appropriate human responsibility for the final hiring decision.
In Action
See HiringIQ in Action: Account Executive Assessment
Evaluate discovery skills using a structured approach.
The following is a fictional assessment example. It is not a real candidate result.
A growing B2B SaaS company is hiring an Account Executive responsible for conducting customer discovery conversations and managing sales opportunities. The employer wants to understand how candidates identify customer challenges, explore business impact and establish appropriate next steps.
Assessment Scenario
The candidate participates in a simulated discovery conversation with a prospective customer experiencing inconsistent pipeline visibility. The interviewer evaluates the candidate's approach against predefined criteria.
Evaluation framework
| Competency | What the reviewer looks for |
|---|---|
| Discovery questioning | Relevant questions about the customer's current situation |
| Business impact | Exploration of the consequences of the customer's challenges |
| Customer understanding | Appropriate responses to the information provided |
| Next-step alignment | Clear and mutually understood next actions |
Illustrative assessment findings
Business Impact
The candidate identified a reporting challenge but did not fully explore its effect on business decisions.
Observation: Additional assessment may be helpful.
Next-Step Alignment
The candidate proposed a follow-up discussion but did not establish a clear meeting objective with the customer.
Observation: Partial supporting evidence was demonstrated.
Human review
The hiring manager reviews these observations using the approved evaluation rubric. The findings support a discussion about the candidate's demonstrated capabilities and any additional information required. They do not represent a guaranteed prediction of job performance or a universal candidate match percentage.
Across GTM Roles
Evaluate the Skills Your GTM Roles Require
Sales Development Representatives
Evaluate prospect research, outreach relevance, qualification, communication and handoff responsibilities.
Assessment example: A prospect research and outreach exercise.
Account Executives
Evaluate discovery, business needs analysis, stakeholder engagement, account planning and opportunity management.
Assessment example: A structured customer discovery simulation.
Customer Success Managers
Evaluate customer communication, onboarding, adoption, account development and renewal-related competencies.
Assessment example: A customer renewal conversation.
Sales Engineers
Evaluate technical discovery, requirements analysis, solution communication and collaboration.
Assessment example: A technical discovery exercise.
Sales Managers
Evaluate leadership, coaching, pipeline management and relevant performance management competencies.
Assessment example: A structured sales coaching scenario.
Role Scorecards
Build Better Role Scorecards with HiringIQ
Establish consistent expectations before evaluating candidates.
A role scorecard provides a structured reference for hiring managers, recruiters and interviewers. A HiringIQ role scorecard can be designed around:
Role Outcomes
What the employee is expected to accomplish.
Core Responsibilities
The tasks and activities associated with the position.
Required Competencies
The knowledge, skills and behaviors relevant to the work.
Proficiency Expectations
The level of capability required for important responsibilities.
Assessment Criteria
The methods and evidence used to evaluate relevant capabilities.
Reviewer Notes
Observations, supporting evidence, uncertainties and further review requirements.
The criteria should be tailored to the position rather than based on a universal scoring formula.
Integrations
Candidate Sourcing and Hiring Integrations
Connect relevant hiring activities through supported workflows.
The HiringIQ product roadmap includes candidate sourcing and related recruitment capabilities. Availability depends on confirmed product releases, approved data sources, and supported integrations.
Candidate Sourcing
Explore sourcing capabilities when they become available within your approved product configuration.
Job Posting
Use supported job distribution options where the necessary integrations and permissions are confirmed.
Applicant Tracking Connections
Connect hiring information with compatible systems only where the integration has been implemented and verified.
Candidate Assessment Records
Maintain appropriate access controls over evaluation information and related candidate data.
GTM Strategy
Connect HiringIQ with Your GTM Strategy
Define the capabilities your organization needs before hiring.
EnableU Sales Excellence includes Talent and Competency Architecture, one of its eight GTM standards. This framework helps organizations connect role expectations with the responsibilities and competencies required by their sales approach. HiringIQ supports the related evaluation process through role scorecards, relevant evidence and structured assessment methods.
Example workflow
- 1Define GTM responsibilities through Sales Excellence.
- 2Create a job-relevant role scorecard.
- 3Review available candidate evidence through HiringIQ.
- 4Identify relevant competency gaps.
- 5Connect suitable development needs with available coaching or learning experiences.
Development
Connect Skills Evaluation with Development
Candidate evaluation can reveal useful development priorities.
Hiring and employee development are related but distinct activities. When a competency requires further development, organizations can explore relevant learning opportunities or contextual coaching experiences. EnableU AdaptIQ provides coaching pathways for individual professionals and organizational teams. Any sharing of assessment information between hiring and development experiences must follow appropriate permissions and data policies.
Responsible Hiring
Responsible and Transparent Hiring
Use relevant evidence while maintaining human judgment.
Candidate assessments require careful design, review and appropriate controls.
Job-Relevant Evaluation
Base competency requirements on the responsibilities of the position.
Assessment Accessibility
Provide appropriate assessment formats and accommodations.
Candidate Consent
Explain the evaluation process and how candidate information will be collected and used.
Data Privacy
Apply suitable controls to candidate information, assessment records and access permissions.
Human Review
Keep hiring decisions under the responsibility of appropriate people.
Assessment scores should not be described as guaranteed indicators of future performance without relevant validation.
Plans
HiringIQ Plans and Access
Choose a hiring solution aligned with your needs.
HiringIQ's planned commercial structure includes options for employers with different assessment and recruitment requirements. Plans may differ in assessment availability, interview allowances, sourcing capabilities, integrations and organizational access. Review confirmed pricing, trial eligibility, usage limitations, billing requirements and available features before purchasing.
FAQ
Frequently Asked Questions
HiringIQ is EnableU's skills-based GTM hiring product, designed around role definitions, job-relevant assessment criteria, explained candidate evidence and human-led hiring decisions.
Hire GTM Talent with Greater Clarity
Define the competencies your team requires, evaluate job-relevant evidence and support informed hiring decisions. Explore how HiringIQ can help connect your hiring requirements with structured candidate evaluation.