You hire on résumés and technical assessments — yet turnover keeps climbing and only 20% of your team hits quota. Why is that?
SPI turns behavior under pressure into numbers: 9 vectors, 11 indices from 0 to 100 and a risk traffic light — before the contract, not six months later.
Your hiring process was born in 1917.
The architecture still in use was created over 105 years ago to classify soldiers and factory workers at scale. Six steps — and none measures what decides the game:
A résumé tells the past. An interview shows the character. Behavior under pressure — the one thing you can’t predict — is what you’re actually hiring. And nobody measures it. You find out the hard way: salary, taxes and missed quota through 6 months of “let’s give him more time”.
Four questions your process cannot answer
Do you know your top rep’s psychometric dominance — and why it doesn’t repeat across the team?
Do you know the collapse risk of last month’s hire? It’s a 0–100 number. You signed without looking.
Do you know which way each rep breaks under stress — speeds up, freezes or disappears?
Do you know which type of leadership each rep needs — or is the wrong manager finding out by burning quota?
The math nobody measures
Each reading is an index computed over the 9 vectors — with a published formula, an alert threshold and a traffic light. A number, not interview vibes.
Will they survive ramp-up or crumble on day 60? A 0–100 index with an alert threshold at 63 — computed before the contract.
After 3 straight losses: speed up, freeze or vanish? Each archetype breaks a predictable way.
Holds price or discounts at the first “too expensive”? An index, not a hunch.
Will they lift the squad or become the room’s problem? Measured before it spreads.
The same rep is a star in one squad and ICU in another — each quota demands different vectors. Mapped per squad.
Under WHICH leader do they perform? Right profile with wrong manager also kills quota.
+ Commercial Authority, Pressure Resistance, Emotional Flexibility, Technical B2B and Impulse Sales potential — 11 indices in total.
Published formula. Not a black box.
Every SPI index is an auditable linear combination of the 9 vectors. A real example, straight from the engine:
Why not solve it with what already exists?
| Traditional process | Generic tests (DISC, Big Five) | SPI Tools | |
|---|---|---|---|
| Built for B2B sales | ✗ | ✗ | ✓ |
| 0–100 indices with alert thresholds | ✗ | — | ✓ |
| Published, auditable formulas | ✗ | ✗ | ✓ |
| Crosses profile × real quota, monthly | ✗ | ✗ | ✓ |
| Hiring simulator per squad | ✗ | ✗ | ✓ |
| Ready letters for recruiter & sales head | ✗ | ✗ | ✓ |
The product, screen by screen
Everything below is running right now in the demo — a fictional company with 6 squads, 33 reps and 9 months of history.
Team Radar · Risk × Quota
Every person becomes a dot: collapse risk on Y, quota attainment on X. The “ICU — act now” quadrant tells you who to intervene with this week, with a 1:1 script by archetype.
Performance Cockpit
Attainment, budget × actual and quarter projection — with a forecast band and deterministic prescriptions on top of the data.
Comparator — 4 candidates side by side
Overlaid radars and per-vector scores: the difference between two identical résumés becomes visible in seconds — dominance, gap and risk, head to head.
Risk leaderboard — the ranking only SPI has
Every ranking shows who hits quota. This one also shows each rep’s SPI risk — and that’s where the next drop lives: the #2 with risk 68 is more urgent than the #20.
| # | REP | SQUAD | QUOTA % | SPI RISK |
|---|---|---|---|---|
| 1º | Helena S. | Máquina | 112.0% | 21 |
| 2º | Alícia N. | Inside | 108.9% | 17 |
| 3º | Rui B. | Máquina | 108.0% | 20 |
| 4º | Paulo B. | Enterprise | 104.0% | 13 |
| 5º | Gil P. | Contas-Chave | 100.8% | 32 |
| 6º | Tiago V. | UTI | 84.3% | 13 |
| 7º | Carol D. | Inside | 74.2% | 37 |
| 8º | Elisa P. | Fênix | 52.2% | 66 |
| 9º | João P. | UTI | 40.7% | 63 |
Individual report — SPI 3.0 Protocol
10 blocks: executive profile, psychological engine, strengths, risks, management & 1:1, communication, negotiation, environment, indices and a 30-day plan — plus letters to recruiter and head. The dominance bar shows the archetype quota will bill.
How it works
162 calibrated questions map the 9 vectors of a candidate or your current team.
A 10-block report with indices, traffic light and verdict — plus ready-made letters for the recruiter and the sales head.
The Center crosses SPI × quota every month: who to coach, promote or hire — with a Hiring Simulator.
What changes on day 1, 30 and 90
Your current team takes the assessment. The radar lights up: dominances, collapse risks and your ICUs get names and numbers.
1:1s running with per-archetype scripts. New hires go through the report and the Simulator — the pretty trap doesn’t get in.
Per-squad trends, monthly prescriptions and wrong-hire cost dropping — with history to prove it.
The cost of not measuring
A wrong sales hire often costs more than $150,000. Run it with your numbers:
Built for real sales operations: Companies with 25+ salespeople in insurance, dealerships, real estate, franchising and B2B SaaS — where turnover and missed quota are too expensive for guesswork.
Pricing
One wrong hire can cost $150,000+. The most popular plan runs $0.73 per seller/day — with unlimited reports.
ELITE
- ✓ Full Center + unlimited reports
- ✓ Structured 1:1s (OKRs & KPIs)
- ✓ Hiring Simulator
- ✓ AI Consultant
- ✓ Comparator
- ✓ White-label for staffing firms
PERFORMANCE
- ✓ Full Center + unlimited reports
- ✓ Structured 1:1s (OKRs & KPIs)
- ✓ Hiring Simulator
- ✓ AI Consultant
- ✓ Comparator
- ✗ White-label for staffing firms
ESSENTIAL
- ✓ Full Center + unlimited reports
- ✓ Structured 1:1s (OKRs & KPIs)
- ✗ Hiring Simulator
- ✗ AI Consultant
- ✗ Comparator
- ✗ White-label for staffing firms
One-off hiring report
All plans: unlimited reports · risk monitoring · per-profile management plan. Teams above 150 sellers: custom proposal.
“SPI wasn’t born in an HR lab. It was born from someone who has carried quota for 20 years and got tired of discovering a rep’s structure by paying the bill.”
Rafael Peretti — Founder, SPI ToolsFrequently asked questions
What is SPI?
SPI (Integrative Psychology System) is a proprietary psychometric framework for B2B sales: 162 questions map 9 behavioral vectors, producing 11 indices from 0 to 100 — such as Collapse Risk, Price Defense and Leadership Potential — with a risk traffic light and a per-profile management plan.
How do I reduce sales rep turnover?
Sales turnover is almost always structural mismatch: wrong profile for the mission, incompatible manager, or collapse risk ignored at hiring. SPI attacks all three: it measures squad fit, leadership compatibility and collapse risk BEFORE the contract — and monitors everything monthly on the Radar.
Why do sales reps miss quota?
When it’s not market or product, it’s structure: the wrong stress vector for the cycle, low price defense (easy discounting), ramp-up collapse or incompatible leadership. Each cause has an SPI index — and a matching management prescription.
How much does a wrong sales hire cost?
Between salary, payroll load and pipeline lost across ~6 months of failed ramp-up, the typical bill exceeds $150,000 — run this page’s calculator with your numbers. Two avoided mistakes pay for years of the platform.
How is SPI different from DISC or Big Five?
Generic tests describe traits; SPI was built for the sales context: every index has a published formula over the 9 vectors, an alert threshold and a management prescription — and the Center crosses profile with real quota, month by month.
How long does the assessment take?
About 25 minutes for the 162 questions, on any device, via an individual link sent by the platform.
Does it work for SDRs, closers and account managers?
Yes — each squad has its own “ruler” (SDR, small deals, medium, big deals, AM). The same rep can be a star in one mission and a risk in another; Mission Fit measures exactly that.
Can I start by testing my current team?
Yes — and it’s the recommended path: your current team becomes the squad calibration map, and new hires are compared against who actually performs.
How does the demo work?
The demo is the real app logged into a fictional company: you browse squads, cockpit, reports, comparator and simulator freely, in read-only mode. No sign-up, no card.
How long to deploy?
Day 1: assessment links to the team. Day 2: radar live and first reports. No mandatory integration to start.
What about privacy?
Assessees consent before testing; reports belong to the hiring company; data is stored with per-company access control and can be deleted on request.
How do I start?
Explore the live demo, then talk to the founder — one conversation sets your plan, squads and first batch of reports.
SPI Tools — data, performance, results.
See it with your own eyes
The demo is the real product with a full fictional company inside: 6 squads, 33 reps, 9 months of quotas and 39 reports. No sign-up, no card.