500 applicants overnight.
Your VP wants interviews today.
Good luck.
Scout screens every applicant, runs structured AI interviews, and ranks your best ten — with transcripts, scores, and reasons. Before the good ones take other offers.
The ad goes live at 9am. By lunchtime, the shortlist is already wrong.
LinkedIn delivers volume. Here's what happens next.
Ad live
VP Sales pings: "When are we interviewing? Q4 pipeline won't build itself."
347 applicants
Half claim "top performer." Three mention President's Club. You can't verify any of it.
512 applicants
The best ten are buried in there. So are eighty AI-polished CVs saying "consultative seller."
Top reps gone
The candidates worth interviewing already took offers elsewhere.
500 to 10. Hours, not weeks.
You give Scout the role. Scout handles everything until your VP opens their calendar.
Paste your JD
Scout builds a scoring rubric tuned to the role — AE, SDR, BDR, AM. It knows what good looks like for each.
Every CV scored instantly
Quota attainment, deal sizes, sector fit, tenure patterns. Real signals, not keyword bingo.
AI interviews, no setup
Voice-led structured interviews sent to your top candidates. They take it anytime. You get transcripts and scores.
Ten candidates, ready to go
Ranked, transcribed, with clear reasons. Your VP walks into interviews already half-convinced.
The best sales reps aren't applying to your ad. Scout finds them anyway.
Top performers don't trawl job boards. They're employed, busy, and get hired through warm intros before roles go public.
Scout's sourcing agent finds the top 1% against your role and reaches out on your behalf. Personalised. On-brand. At scale.
Identify
The top 1%, mapped to your role.
Verified signals — quota attainment, sector fit, deal complexity. Not job title alone.
Engage
Personalised outreach, at scale.
Messages tuned to each profile. Not a templated blast.
Convert
Into the same funnel.
Same rubric, same AI interview, same ranked shortlist.
Inbound gives you applicants. Scout gives you candidates.
Two ways to hire ten reps. One ends with the right ten.
Without Scout
Hope, panic, CV skimming
- —Triage by gut feel between meetings. Miss the quiet ones who interview brilliantly.
- —"President's Club" appears 47 times. You can't verify any of it.
- —Best candidates didn't apply — they're not even in your inbox
- —Top reps accept elsewhere while yours wait for calendar slots
- —Three weeks in, two hires made, eight to go
With Scout
RecommendedShortlist ready before your VP opens Outlook
- Funnel starts with people you'd actually hire
- Every applicant scored against the role within minutes
- AI interviews verify what's on the CV — and what isn't
- Top ten ranked, transcribed, and reasoned. Ready for your VP.
- Weeks collapse to days. Top reps don't get away.
The best sales reps clear offers in days, not weeks.
Strong AEs have offers within a week. Interview on day eight? You're hiring whoever's left.
Scout removes the screening time. Your VP gets a ready shortlist, not a request to move faster.
Days — the typical window before a top AE accepts an offer elsewhere.
Scout knows the difference between an AE, an SDR, and a BDR. So you don't have to.
Account Executive
Closers
Scout assesses discovery, objection handling, multi-threading, and pipeline rigor. Not just "did they hit number."
SDR / BDR
Pipeline builders
Cold-call composure, persistence, qualification frameworks. The curiosity that survives a bad week.
AM / CSM
Retainers and expanders
Relationship depth, commercial instinct on expansion, and the discipline to spot churn signals early.
Scout starts with sales — it's where speed and signal matter most. Engineering, ops, and marketing are on the roadmap.
"Hiring sales is the part of the year People Ops dreads most. Scout made the volume feel like a feature, not a problem."
Your next ad goes live next week. Be the team that interviews first.
20-minute call. Bring your JD. We'll show you what your last ten applicants would look like ranked — before you commit to anything.