ACQUISITION SKILLS ASSESSMENTS

Assess Sales Skills for Customer Acquisition

Benchmark how your sellers perform in the moments that decide new-logo deals. Get individual assessment scores and team heat maps so managers know exactly what to coach next.

Anecdotes Aren’t a Diagnosis

Call snippets and manager opinions don’t tell you which skills need coaching. Now you can measure performance in realistic sales scenarios and coach the behaviors that change sales outcomes.
One global sales organization found that sellers who scored highest in three competencies had win rates more than 15% higher than those who scored lowest.

What You Can Do with Acquisition Skills Data

Turn individual and team assessment scores into targeted coaching, enablement priorities, and measurable improvement in new-logo win rates.
Diagnose Where Deals Stall
See how sellers perform in realistic acquisition scenarios—from discovery to differentiation to closing. Uncover strengths and gaps you’d never see from call recordings.
Prioritize Coaching for Impact
Identify the precise behaviors that cause deals to stall or move forward. Coach with confidence, knowing you’re prioritizing the sales skills most predictive of new-logo wins.
Target Enablement to Address Skill Gaps
Stop building broad training programs to address general skills. Invest in the 2–3 acquisition competencies that separate top performers from the middle.
Prove the Results with Evidence
Re-assess performance after training to show movement in performance—and connect skills improvement to pipeline quality, progression, and win rate.

Benchmark the Moments That Make or Break Deals

Benchmark acquisition performance in the moments that separate wins from losses. You’ll see how sellers stack up against evidence-based competencies—and where to focus coaching to improve win rates.

See the Pilot That Exposed a 15% Win-Rate Gap

One global sales organization compared assessment scores to win-loss outcomes. Top scorers in three competencies delivered 15%+ higher win rates than bottom scorers—making their priorities obvious.

Explore More Assessments

If you’re responsible for more than new-logo selling, use these related assessments to benchmark performance across the customer lifecycle—and decide where to focus coaching first.
Assessments Overview
Start here if you want the full picture: how the assessments work, what you get back, and how teams run a pilot across roles and selling motions.
Expansion Skills Assessments
Benchmark the competencies that protect renewals and expand existing accounts—so you can coach the moments that reduce churn and increase expansion.
FAQs

Frequently Asked Questions About Acquisition Assessments

Are there separate assessments for acquisition vs. expansion?

Yes—Acquisition skills assessments are built around new-logo selling moments (discovery, differentiation, buyer justification, etc.). Expansion has its own assessment designed for the realities of renewal/retention and growth in existing accounts. If you’re responsible for both motions, you can run separate cohorts and compare the patterns.

A typical pilot starts with one defined cohort (often one region, team, or role like AEs/SDRs) to establish a baseline, identify the top acquisition skill gaps, and align coaching priorities. For cohort-level patterns, you’ll want enough participants per segment to see signal (most teams start with “dozens,” then scale once the patterns are clear).

Yes—before you run a pilot, we can walk you through example individual reports and cohort heat maps so you know exactly what leaders and managers will receive, and how it turns into coaching priorities.

Position it as a neutral baseline—a way to target coaching, not label people. The outputs are designed to make 1:1s specific (“coach this next”) and to normalize development by focusing on skills in scenarios, not personality or tenure. Teams typically roll it out as part of a coaching cycle, so improvement is expected and visible.

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.