Benchmark Results — Your Team
Correlation: 0.89 · Score predicts quota trend
Benchmark Mode
Don't trust the AI. Test it.
Run Miki on your existing team and validate whether score signal maps to real quota attainment on your own data.
How Benchmark Mode works
Validate the scoring against the people you already know
Validation cohort
Top performers
6 reps at 105%–145% of quota with strong manager review history.
Core middle
11 reps clustered around target attainment to show what average looks like in your org.
Developing cohort
5 reps below target whose gap patterns help identify where the model should draw concern.
What the benchmark run returns
Correlation: 0.89
Hire threshold: 81+
Largest gap: objection handling
Coaching priority: mid-tier reps
Top performers cluster in the upper-right of the score/quota plot.
The gap between team average and top-tier behavior becomes obvious by dimension.
Tag your cohort
Select top, mid, and developing reps using real quota and manager data — not gut feel.
Run the same assessment
Use the exact scenarios candidates will face in production so the calibration is relevant.
Review the correlation
Compare score patterns against quota outcomes and identify the dimensions that actually predict success.
Dimension gap visualization
Top performer avg vs team avg
| Scoring dimension | Top performer avg | Team avg |
|---|---|---|
| Discovery & diagnosis | 94 | 72 |
| Objection handling | 89 | 68 |
| Close-worthiness | 86 | 64 |
| Conversation control | 82 | 71 |
Why teams run it
Benchmark once, then use the signal everywhere
What changes after calibration
Hiring confidence
You know what a strong score means in the context of your team, not a generic benchmark.
Coaching clarity
The same gap patterns that predict misses become obvious coaching priorities for current reps.
Repeatability
Every future candidate can be compared against a calibrated standard instead of whichever interviewer they met that day.
Why leaders care
- Validate predictive signal using your own rep data
- Identify skill deltas to guide hiring and onboarding focus
- Create measurable coaching priorities by dimension instead of broad performance labels