They interview better than they sell.
The ones who talk their way through an interview are the same ones who talk their way around a close. You find out in month three.
Let AI vet, ramp and live-coach your sales reps. Coming soon
You've been burned by a great interview and a bad hire. The agent sits in your next interview, asks the questions that separate talkers from closers — then ramps the one you pick until they're ready to sell.
From the interview to their first closed deal.
Interview
The agent preps the questions and puts the next sharp one on screen while the candidate is still talking.
Decide
A scorecard per candidate on the same scale — you choose on evidence, not a gut feeling.
Ramp
The day they say yes, it builds their onboarding from your product and pitch and drills them against an AI buyer.
Sell
They reach real customers already certified — not on their third week guessing their way through your pitch.
Three ways to run a sales interview. Only one catches the bluff.
| What you need | Your gut and a CV | A recruiter | RevenueMarshal |
|---|---|---|---|
| Questions that expose a faker | The ones you remember to ask | Generic competency list | Built for sales, surfaced live Coming soon |
| In the room during the interview | Just you | No — they hand over a CV | Live, while the candidate talks Coming soon |
| Reacts to a weak answer | If you catch it in the moment | Not their job | Follow-up question on the spot Coming soon |
| Written scorecard per candidate | Notes you scribble afterwards | A recommendation, no evidence | Strengths, dodges and bluffs, listed |
| Compare candidates fairly | From memory, days apart | Their shortlist, their criteria | Same questions, same scale |
| Ramps the one you hire | You build onboarding yourself | Hands over and leaves | Onboards and drills them to ready |
| The decision stays yours | Yes | You lean on their word | Yes — it advises, you hire |
The best interview you ever ran still cost you a quarter.
You don't know what to ask.
You're a founder, not a sales interviewer. The questions that separate a closer from a talker aren't the ones that come to mind under pressure.
A wrong hire is a quarter you can't get back.
Salary, ramp time and every deal they fumbled before you let them go — all spent on someone a sharper interview would have caught.
Have an interview this week? Don't gamble on the next hire.
Free: the agent preps the questions and scores the candidate for you.
Avoid the next mishireOne agent in the room with you, start to finish.
Before the interview
Preps an interview built for the exact role you're hiring for.
- Reads the CV
Pulls the claims worth testing — the deals they say they closed, the quota they say they hit — and lines up questions that check each one.
- Learns the role
You say what good looks like for your team; it shapes the interview around that instead of a generic competency list.
- Hands you a plan
You walk in with a question set and a scoring rubric, not a blank page and a hunch.
During the interview Coming soon
Listens along and feeds you the next sharp question, live.
- Catches the dodge
When an answer is vague or rehearsed, it puts the follow-up on screen while the candidate is still talking.
- Pressure-tests
Proposes the scenario question that tells a real closer from someone who has memorised the vocabulary.
- Stays invisible
Only you see it. The candidate sees a sharp interviewer who always has the right next question.
After the interview
Turns the conversation into a scorecard you can act on.
- Scores it
Where they were strong, where they dodged, where the story didn't hold — against what a strong hire looks like for you.
- Compares
Every candidate answers on the same scale, so you decide on evidence instead of who you spoke to most recently.
- Leaves it to you
Hired or rejected stays a decision a person makes. The agent gives you the read; you make the call.
Once you hire
Ramping doesn't start from scratch — it's the last step of the same process.
- Builds the course
Turns your product, pricing and pitch into a short onboarding written for your company, not a generic sales curriculum.
- Drills the rep
They practise against an AI buyer that objects the way your real buyers do, as often as they need, before they touch a live deal.
- Certifies
Nobody reaches a real customer on a guess: they pass the drill first, and you see exactly where they stand.
Hiring and ramping are one part of RevenueMarshal — the full suite also coaches your reps live on every call and keeps the CRM current once they're selling. Coming soon See the whole thing →
Built for the person who has to make the hiring call.
Founders hiring their first reps
You're a great seller but not a trained interviewer — and the next hire is the one who finally gets you off the phones.
Heads of sales who got burned
A past hire interviewed like a star and missed quota for two quarters. You won't gamble the headcount again.
Teams interviewing right now
You have candidates booked this week and want a sharper read than a CV and a good first impression.
It won't fit every interview.
It's built for sales roles. If that's not what you're hiring for, it's the wrong tool.
This fits
- You're hiring a salesperson — SDR, AE, closer or opener.
- You've been burned by a bad hire and want evidence, not a hunch.
- You run the interviews yourself and want a sharper read.
- You want to compare candidates on the same questions.
This doesn't
- You're hiring for engineering, ops or a non-sales role.
- You want the agent to make the hiring decision for you.
- You'd rather keep going on gut feeling alone.
- You don't actually run the interviews yourself.
Does the agent decide who I hire?
No. It asks the questions and scores the answers; hiring or rejecting stays a decision you make.
Does the candidate know it's there?
Only you see the prompts and the scorecard. The candidate sees an interviewer who always has a sharp next question. Coming soon
Does it work on video and in person?
Yes — it runs on your video calls, and in a room it listens and prompts on your screen while you talk. Coming soon
What does it cost?
The interview agent is free — bring it to as many interviews as you like. The full sales suite is the paid product; we go through it on a call if you want it.
The three reasons people skip it — and the honest answer.
"I can prep questions with ChatGPT."
You can — but it isn't in the room when the candidate dodges. Marshal reacts live with the follow-up and scores the answer against your bar afterwards. Coming soon
"My sales role is too specific."
That's why you brief it first. The questions are built around what a strong hire looks like for your team — not a generic competency list.
"I'll just onboard the new hire myself."
That's weeks you don't have. Marshal turns your product and pitch into a course, drills the hire against an AI buyer and certifies them — so they ramp while you keep selling.
Why now? The next interview is the one that costs you.
A wrong hire is a quarter gone.
Salary, ramp time and the deals they fumble — all spent before you can let them go. One sharper interview pays for itself.
Every week unramped is a week not selling.
The faster the right hire reaches real customers certified, the sooner they cover their cost instead of guessing on live deals.
The good ones don't wait around.
While you run another gut-feel loop, the candidate who could actually close takes the offer that moved first.
Talk through your next sales interview.
Speak with the RevenueMarshal agent about the sales role and the support you need for your next interview.