Train the team. Assess the work.

Hiring for SDR / BDR, Account Executive, and CSM seats fails when interviews reward polish over evidence. Deal IQ recruitment aliases (HIRESDR, HIREAE, HIRECS) freeze the same buyer scenario, seniority band, and must-pass gates for every candidate. The win condition is a defensible hire or no-hire call on criterion-referenced behaviour, not a likable conversation. Candidates work Territory through qualification under buyer pressure; managers review fellowship prep, live moves, and debrief scorecards without coaching mid-run. Neutrality is the product truth here: this is evaluation, not enablement for the applicant. Recruiting leaders in Berlin, London, and US enterprise GTM use this stage when legal and RevOps need a work-sample contract that survives scrutiny. Pair the sales hiring seat with the work-sample and structured-assessment guides when you need the full gate language. Do not confuse this room with training: training coaches your employed team; recruit keeps the bar fixed so comparisons stay fair. When you brief TA partners, state the frozen scenario, the seniority band, and which gates are must-pass versus coaching notes after the run. Export the scorecard into your ATS narrative so hiring managers argue from the same artefacts. If a candidate asks for tips mid-scenario, stop the run: coaching during evaluation contaminates the sample and destroys comparability across the slate.

• Sales hiring seat
• Sales hiring work samples
• How to assess sales candidates

New SDR and BDR hires do not need another LMS course on discovery theory. They need a research-first spine that starts in Territory and Account Research, then proves Situation, Pain, Impact, Critical Event, and Decision mapping before an AE accepts the handoff. In Deal IQ the SDR / BDR track (SDRIQ) scores toward Handoff to your AE, not Closed-Won. Stage 0 pipeline generation stays on by default so early activity is not invisible. Managers coach opener quality, Intel use, and Decision Committee clarity instead of activity vanity. This stage is for enablement and frontline managers ramping cohorts on Winning-by-Design-style discovery without forcing MEDDPICC vocabulary onto outbound seats. Link the SDR seat, the SPICED manager practice guide, and the SDR onboarding SEO guide when you brief a new pod. Onboarding ends when handoff packs are defensible for Customer Success later, not when calendar invites hit a quota. A clean onboarding week ends with a handoff pack an AE can reject with evidence, not vibes. Require Intel and TAM notes before outreach, then inspect Critical Event timing and Decision Criteria language in debrief. CSM partners should see handoff readiness signals early so expand/renew later is not archaeological dig into a thin closed-won file. A payer maps a floor sentence onto the cousin world on /en/their-week, then the team plays that overlay for weeks. This is not a custom digital twin.

• SDR / BDR seat
• SPICED practice under pressure
• SDR onboarding SPICED handoff
• Your floor, their week

Assessment here means criterion-referenced bands across hire and ongoing craft, not a workshop certificate rebadged as sales proof. For hiring, frozen work samples and must-pass gates create comparable scorecards across HIRESDR, HIREAE, and HIRECS. For employed teams, manager scorecards and ICCE rows managers compare in enablement reviews show whether evidence levels actually moved, not whether someone finished a module. Use this stage when RevOps and enablement need a shared language for seniority, readiness, and promotion conversations. The MEDDPICC manager scorecard guide is the AE lens; SPICED and expand/renew practice guides cover SDR and CSM seats with the same evidence discipline. Job-seeker plates (MEDDPICC Qualifier, SPICED Qualifier, CSM Qualifier) are candidate-owned. Game Is Serious issues a public, verifiable training credential after an assessed Deal IQ simulation (work sample, not a diploma). Public /verify plus LinkedIn add-to-profile. Recruiter freeze stays HIRESDR / HIREAE / HIRECS. Team assessment lives in Revenue Command Center. Assessment is not a separate product URL. It is the inspection layer that makes recruit, onboarding, and training honest. If a band cannot be shown to a sceptical CRO in a review, it is not ready to claim. Publish the band definitions where managers can find them: what Level 2 evidence looks like versus Level 4 validated. Run calibration on anonymised scorecards once per quarter so AE, SDR, and CSM managers share one severity scale. Assessment without calibration drifts into personality awards within a month.

• Revenue Command Center
• MEDDPICC manager scorecard
• MEDDPICC Qualifier
• SPICED Qualifier
• CSM Qualifier
• Work sample tests for SDR and AE
• Structured sales hiring assessment

Training that only delivers slides collapses on the forgetting curve. This stage is deliberate practice: Fellowship (Territory through Qualification) before Live buyer turns, then seat-correct frameworks. SDR / BDR trains SPICED. AE trains MEDDPICC. CSM trains expand/renew defensibility with expand_renew_v1 scoring, without inventing a fake third acronym. Team IQ sits with RCC as the manager system for pod craft, so qualification and pod chemistry do not live in separate LMS silos. Managers use practice guides and scorecards to inspect moves, not completion certificates. Point cohorts at the gamified MEDDIC training overview, fellowship-before-live guide, and the three practice guides when you design a quarter. Mastery and RCC deepen decay signals and refresh queues over twelve months; that is a later surface, not a substitute for weekly reps in the rooms. Training wins when behaviour under pressure changes, not when attendance looks green. Sequence matters: Fellowship reps who skip Territory research arrive in Live with empty Situation cells and blame the AI buyer. Schedule Team IQ beats in the same sprint as Deal IQ so pod-craft debt does not wait for a separate quarter. Transfer missions lock champion teaching after the deal rooms, not instead of them.

• Deal IQ
• MEDDIC / MEDDPICC gamification
• Sales enablement gamification
• Territory & pipeline fellowship
• Sales qualification by seat
• Decision simulation: the category
• SPICED practice under pressure
• MEDDPICC practice under pressure
• Enterprise sales training platform
• 12-month sales mastery
• Revenue Command Center
• Browse library

Simulation is the stack under live buyer and pod pressure, not a talking-head roleplay that scores the talk track and resets. Our rehearsal is a named-world decision simulation: faces then desk, cost per move, three seats, manager-visible debrief. A player opens that room on /en/rehearse before tomorrow's real meeting: SDR a PACE week, AE a Deal Physics live deal, CSM an Account Plan on an inherited pack. Evidence still lands in RCC. Mirror diagnoses behavioural patterns (short demo or longer path baseline). Deal IQ runs fellowship then live MEDDPICC or SPICED against AI buyers. Team IQ trains inside-pod soft skills with situational fit. Transfer forces champion teaching when you cannot enter the executive meeting. All four feed one Sales Twin passport and manager views. Use this stage when leaders ask what “AI buyer simulation” or “AI sales roleplay” means in product terms: rooms with evidence, debriefs, and exports, not open-ended chat. Deep-link the rehearsal door, the bow-tie seats below, the decision-simulation vs AI roleplay guide, and the Sales Twin path guide. Simulate is where onboarding and training get stress-tested before a committee decides without your rep in the room. Treat simulation capacity like pipeline: protect weekly Deal IQ and Team IQ slots the way you protect forecast calls. After each room, demand one coaching note tied to an evidence cell or soft-skill beat, then re-run the weak position within fourteen days. Without that loop, simulate becomes expensive entertainment. A payer maps a floor sentence onto the cousin world on /en/their-week, then plays. This is not a custom digital twin.

• Role seats (bow-tie)
• Rehearse a meeting
• Your floor, their week
• Decision simulation vs AI roleplay
• AI roleplay vs buyer simulation guide
• Sales Twin diagnostic to deal room
• Five bets in AI sales training