01
Send it to the candidate
Pick the role — salesperson, BDC, desk, GSM — enter a name and email. They get a link. No account required to start.
The interview went great. Then they stopped working the CRM.
Skillbase is built for that exact gap. Before you put someone on the board, you get a fit score for the chair, the risks, the questions to ask, and what to coach on day one — written the way a GSM talks, not the way HR writes.
3 assessments included. No credit card. For dealer principals, GMs, GSMs, and anyone hiring the variable team.
SKILLBASE REPORT
Sample
Salesperson · Product specialist
Sample candidate
82
High fit
Follow-throughHigh
ComposureHigh
Floor energyModerate
CoachabilityHigh
Review flag
They will work the CRM. Press on whether they over-promise a delivery date to save a deal that is slipping.
Interview probe
“Tell me about a deal you lost because you didn’t follow up. What did you change after that?”
Illustrative sample. Not a real candidate. Your report is specific to the person you send.
You’ve already lived this hire.
The resume looked right. The handshake felt right. Then the floor told you what the interview never could.
- Internet leads go quiet. Not because the store stopped getting them — because nobody worked them past the first text.
- The desk is short again by day 90. And your managers are spending the week re-onboarding instead of coaching the people who already produce.
- The next “great interview” is already on the calendar. Same process. Same blind spots. Same chance you find out on a Saturday.
You don’t have an interview problem. You have a prediction problem. Skillbase is the second signal — built for dealership chairs, not a generic “sales personality” quiz.
Send it before the second interview. Walk in knowing where they’ll struggle, what to ask, and whether this seat is the wrong one for a capable person.
The industry is churning people faster than stores can develop them.
66%
Sales consultant turnover
2.2 yrs
Median consultant tenure
$50k
Typical cost of one bad sales hire
Turnover and tenure: 2025 NADA Dealership Workforce Study. The $50k figure is an industry average covering recruiting, onboarding, training, lost gross, and management time. Run the numbers for your headcount.
Under a minute to send. A brief before they sit down.
You don’t need another dashboard. You need something you can read between appointments.
02
They take it on their own
Dealership scenarios, a short knowledge check, and a personality profile. 20–30 minutes on a phone. You don’t sit with them.
03
Read it before the interview
Fit for that chair, where they’ll struggle, the questions to ask, and what to coach if you hire — when they finish, not a week later.
Five chairs. Five different jobs.
A profile that sells on the floor can stall in the BDC. A strong BDC rep can freeze at the desk. Each track is scored against that seat — not against one generic “sales type.”
| Role | What the job really is |
|---|---|
| Salesperson | Product specialist on the floor |
| BDC rep | Internet sales / inbound follow-up |
| BDC manager | Running the phone room |
| Sales manager | Desk / closing the deal |
| GSM | Variable ops across the store |
Written for the manager who has twenty minutes.
Not a psych eval. A brief you can use before the second interview — and keep as the start of a 30-day plan if you hire.
What it does not do
It does not replace your interview, verify product knowledge, or make the hiring decision. The offer is still yours. This is the second signal next to the conversation.
- Fit for that chair0–100 against the benchmark for the role you selected — not a generic grade.
- How they’ll show upFollow-through, composure, floor energy, coachability — in operator language.
- Where they’ll win earlyThe strengths you can count on in the first weeks.
- Where the seat can derailNamed risks — the patterns that show up after the honeymoon.
- Questions to ask tomorrowInterview probes written for those flags, not a canned list.
- What to coach on day oneIf you hire them, you already know the first priorities.
Watch it on a sales manager hire.
A short walkthrough of sending an assessment and reading the report that comes back — the same flow you’d use this week.
Sending an assessment for a sales manager, then reading the report.
Prove it on someone already in your process.
Don’t buy a subscription to find out if the report is useful. Send three first. Pay when the store is hiring every month.
Starter
$0
3 assessments. All five roles. Full PDF and the manager dashboard. No credit card, no time limit.
Pro
$497/month
Unlimited assessments. Or $4,177 a year. Cancel from the dashboard whenever you want.
What dealers ask before they send the first one
How is this different from a generic personality test?
Generic tests score “sales people.” Skillbase scores five dealership chairs — floor, BDC, BDC manager, desk, and GSM — against the behaviors that win in that seat. The report talks about CRM follow-up, composure under a bad weekend, and coaching — not textbook trait labels alone.
Will good candidates refuse to take it?
It is 20–30 minutes on a phone, on their own time. Stores that treat it as part of the process — the same way they treat a drive home or a background check — rarely lose serious candidates over it. If someone won’t spend half an hour, that is information too.
Does this replace my interview?
No. Read the brief before the second interview. Use the probes. Make the offer yourself. Skillbase is a second signal so the handshake isn’t the only evidence.
Which roles are covered?
Salesperson, BDC rep, BDC manager, sales manager, and GSM. Each one has its own benchmark. A strong floor profile can still be a poor fit for the BDC.
What does it cost to start?
Three assessments are free. No credit card. Pro is $497 a month, or $4,177 a year, when you want unlimited sends.
Send it to the next person on your calendar.
If the report only repeats what you already knew from the interview, you haven’t spent a dollar. If it names a risk you were about to miss, that is the whole product.
Start free3 assessments included. No credit card.