For hiring managers
Send candidates a 5-minute sales simulation. Get objective scores on discovery, objection handling, and closing ability before the first interview.
Screen 10 candidates in under an hour instead of days of phone screens
Listen to every call full recordings with playable key moments
Get an AI hiring verdict strengths and risks backed by evidence
See real performance data talk ratio, question quality, objections
Compare candidates side-by-side with objective metrics
Custom scenarios your product, your buyer persona
What your candidates experience
No forms, no homework assignments. Your candidates click a link, take a realistic 5-minute sales call, and walk away impressed with your hiring process.
No account or downloads; they click the invite link and start talking
5 minutes on any device, on their own schedule
The same scenario for every candidate, standardized and fair
Optional instant feedback that leaves a great impression of your brand
They show real skill instead of rehearsed interview answers
How it works
No new process to learn. Describe what your reps sell, send one link, and read the results like a sales manager would.
Write a short brief: what candidates are selling, who they're selling to, and the objections you hear in real deals. That becomes an AI buyer with a personality, pain points, and a healthy dose of skepticism.
No account, no downloads, no scheduling. The link opens a clear briefing: what they're selling, who answers the phone, and the rules. They start when they're ready, on any device.
A live, unscripted 5-minute voice call with your AI buyer. She raises the objections you configured, rewards real discovery, and won't agree to a demo out of politeness. Every call is recorded and transcribed.
Every attempt comes back scored with an AI hiring verdict, strengths and risks backed by quotes, the full recording, and hard mechanics like talk-listen ratio and questions asked.
Platform
Talk ratio, discovery quality, objection handling, and closing ability: every call scored by AI against the same rubric a great sales manager would use.
Scored performance data delivered in 5 minutes. No waiting, no manual review.
Test candidates selling your actual product to your specific buyer persona.
Track all assessments in one place. Sort by score, compare candidates side-by-side, shortlist the ones worth your interview hours.
FAQ
Our AI evaluates the same criteria experienced sales managers use: discovery quality, objection handling, value articulation, and closing ability. We've validated our scoring against human evaluators with 90%+ agreement rates. The AI looks at conversation structure, not just keywords.
Yes. You can create custom scenarios featuring your actual product, target buyer persona, and common objections. You see exactly how candidates would perform selling your solution.
Each sales simulation takes about 5 minutes. You choose how many attempts candidates get (1–5), and their best score counts. Results are instant, so you can review them immediately after each attempt.
Yes. Every call is recorded. You can play the full conversation, jump to any line of the transcript, and replay the AI-graded best and worst moments with one click, so you hear exactly how a candidate sounds under pressure before you ever interview them.
We score 5 core areas: (1) Control and Structure: does the rep take control and set an agenda? (2) Discovery: quality and depth of questions asked. (3) Value Linkage: connecting product to buyer needs. (4) Objection Handling: addressing pushback effectively. (5) Close: moving to next steps. We also track talk:listen ratio, speech rate, interruptions, and specific sales techniques used.
ATS integrations are coming soon. Currently, you can easily share assessment links via email and export candidate results as CSV. We're building integrations with Greenhouse, Lever, and Ashby. Join our waitlist to get early access.
CanYouSell assesses job-relevant skills (sales ability) consistently across all candidates. It doesn't collect or evaluate protected characteristics. We recommend using scores as one input in your hiring process, not the sole factor. Consult your legal team for specific compliance questions related to your hiring practices.