How much does a bad sales hire cost?

A bad sales hire typically costs between $130,000 to $250,000+ when you factor in base salary, benefits, training costs, lost opportunities, and the time to recruit a replacement. For enterprise sales roles, this number can exceed $500,000.

How does Miki assess sales candidates?

Miki uses AI-powered simulations where candidates engage in realistic sales conversations with AI personas that match your actual buyers. Candidates are scored on discovery skills, objection handling, rapport building, and closing ability.

How is Miki different from personality tests?

Unlike personality tests that measure traits, Miki measures actual sales skills in action. Candidates demonstrate their abilities in realistic scenarios rather than answering abstract questions. This provides direct evidence of how they'll perform on the job.

Customers

Built for sales teams that measure everything

Miki is used by leaders who want hiring decisions grounded in evidence, not gut feel.

Product showcase

What teams see in practice

The assessment

Teams configure buyer personas and scenarios that mirror real pipeline conversations.

Sample: VP Ops buyer profile with pricing pressure and competitor objections.

The score

Every candidate receives dimension-level scoring with transcript evidence.

Discovery 92, Objection Handling 78, Closing 85 — traceable by turn.

The decision

Hiring managers compare candidates side by side with consistent scoring context.

Shortlist decisions become evidence-backed, not interview-memory based.

Be one of the first

Early teams get direct founder access, roadmap influence, and benchmark support while we expand published case studies.

✓Direct Slack/email access to the founding team
✓Feature request priority tied to live hiring workflows
✓Benchmark Mode setup with your current rep cohort
✓First right to publish validated case studies

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The metrics we measure together

Metric	Why it matters
Time to first assessment	How fast a team goes from signup to live candidate evaluation
Assessment completion rate	Signal quality and candidate follow-through
Hiring manager confidence	Decision confidence before vs. after assessment evidence
Cost per quality hire	Hiring cost divided by validated performers at 6 months
Ramp time reduction	Impact when onboarding is connected to assessment signal
Benchmark correlation	How well scores map to real rep outcomes over time

Your hiring process, documented

We'll help you measure improvement from first assessment to first closed-won deal by a Miki-screened rep.

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