01For recruiters
Every candidate, one sorted list.
You start at the top.
Applicants and the sellers TrackRec suggests land in one list, ranked on the criteria you set for the role, on numbers verified by the people who witnessed their success. Inbound or suggested, you only ever look at the top fits.
- Meaningful conversations only.
You see what is on a candidate’s TrackRec before you speak to them. The introductory call that would have told you nothing never happens.
- No bias.
The same 14 criteria and the same scorecard for everyone, applied before a name, a photo or a school reaches you.
- No pedigrees to decode.
Every record arrives in the same format. You read numbers and stop translating résumés into what they might be worth.
- Verified numbers.
Revenue, quota and deal size are verified by the people who witnessed them: a manager, a peer, a client.
02Sources
Wherever they come from,
TrackRec scores them on arrival.
Fifty applications in, nobody reads carefully any more, and an ATS or an AI reading résumés only reads what each candidate chose to write. Here every candidate is scored the minute they land, on the same fourteen criteria, from a record filled in the same way and verified by the people who witnessed their success. The sellers TrackRec suggests join the same list. Below, one role, seven routes in, 88 candidates.
- LinkedIn job post
- AngelList
- Referral program
- LinkedIn content
- DMs
- Communities
- Suggested by TrackRec
The same fourteen fields for everyone.
A résumé says what its author wants it to say, in a shape of their choosing. A TrackRec answers the same twelve questions per role, in the same terms, so two records compare line for line and an ATS has nothing to guess at.
Verified, and out in the open.
Every number is signed by the people who witnessed it and sits on a record the seller publishes under their own name. People commit to what they put in the open, so what you read here carries weight.
Sorted without a screener, without a bias.
Nobody reads the pile at eleven at night and nobody parses a PDF. The list is your criteria applied to every candidate, in order, before a name or a photo reaches you.
03The scorecard
Your scorecard against their track record.
Before anyone applies, you set what the role needs and how much each criterion weighs. Every candidate is then measured on that scorecard. Below, three of them against one role.
Hover or tap a candidate to pick them out on the chart, or a criterion to read what it measures.
How the candidate’s target pay compares with the job’s pay range. Inside the range scores full marks. Weight 5 of 5. Candidate A 9, B 7, C 3, each of 10.
How close the candidate lives to the office or the job’s remote area. Relocation earns partial credit. Weight 5 of 5. Candidate A 9, B 6, C 2, each of 10.
Years spent in a comparable sales role against the years the job asks for. Recent years count more. Weight 5 of 5. Candidate A 9, B 5, C 2, each of 10.
How the candidate’s split of new business, partner and existing accounts matches the split the job needs. Weight 3 of 5. Candidate A 8, B 6, C 3, each of 10.
How much of the candidate’s pipeline came from outbound versus inbound, against the job’s mix. Weight 2 of 5. Candidate A 8, B 5, C 2, each of 10.
The candidate’s typical and largest deal sizes, weighted by time in role, against the job’s minimum. Weight 4 of 5. Candidate A 9, B 4, C 2, each of 10.
The candidate’s typical and longest sales cycles, weighted by time in role, against the job’s minimum. Weight 3 of 5. Candidate A 8, B 6, C 3, each of 10.
How much of the candidate’s recent selling was to the SMB, mid-market and enterprise mix the job wants. Weight 4 of 5. Candidate A 9, B 5, C 2, each of 10.
How many of the countries the job covers the candidate has already sold into. Weight 3 of 5. Candidate A 8, B 7, C 2, each of 10.
How closely the industries the candidate has worked in match the industry the hiring company is in. Weight 3 of 5. Candidate A 8, B 6, C 3, each of 10.
How closely the industries the candidate has sold into match the industries this role sells to. Weight 5 of 5. Candidate A 9, B 4, C 2, each of 10.
Whether the buyers the candidate has sold to match the decision makers this role sells to. Weight 4 of 5. Candidate A 9, B 5, C 2, each of 10.
How similar the candidate’s current employer is to the hiring company in market, customers and product. Weight 2 of 5. Candidate A 8, B 6, C 3, each of 10.
How the candidate’s recent split of software, hardware and services selling matches what this role sells. Weight 4 of 5. Candidate A 9, B 5, C 2, each of 10.
Each criterion scored 0 to 10, weighted 0 to 5 by you.
04The sorted list
Your applicants, plus the sellers who never saw your post.
The day your role goes live, TrackRec scores every applicant on your criteria. It also matches the role against the sellers already on the platform and adds the ones who fit to the same list, without you doing anything. Change what the role needs and watch the ranking move.
What the role needs
Change any value. The list re-ranks as you go.
Invented sellers, five of the 14 criteria. In the product every number behind a row is verified by the people who witnessed their success. Applicants come with their name. Suggested sellers show an initial until they accept your introduction.
and 5 more, still ranked
A talent pool you never had to build.
Thousands of Salespeople already keep their record on TrackRec: deal sizes, cycles, industries, quota, verified by the people who witnessed their success. The day your role goes live, every one of them is scored against it.
Matches neither side knows about yet.
The seller has never seen your post. You have never heard their name. TrackRec holds the data on both sides, so it makes the match and puts them in your list, usually 10 to 50 per role.
An introduction, when you want one.
You see the record and the score. Ask for the introduction and it costs one credit; nobody is introduced without agreeing to it.
05Workflow
Four steps to a conversation worth having.
Define the role
Set the 14 criteria that matter for this seat and weight each one. This becomes the scorecard every candidate is measured against.
Share the post
One link for job boards, Slack groups, your careers page and internal referrals. Everyone lands in the same list, and suggested sellers join it the same day.
Read the sorted list
Open the top of the list and compare any two records on the radar, axis by axis.
Reach out
Request an introduction and start talking to people you know are worth your time. TrackRec integrates with the main ATSs.
06What people say
Sales leaders on TrackRec.
Finally, a platform that verifies background, employment history, quota attainment and calculates your highest probability successful sellers.
Scott LeeseEntrepreneur, 6x sales leaderTrackRec changed the way salespeople market themselves.
Collin Cadmus5x sales leaderIn a world that questions what you say, you’ve done, TrackRec just proves it.
Wesleyne WhittakerFounderIf you’re a candidate looking for a new gig or a company seeking quality candidates, check it out NOW.
Richard HarrisSales trainer
07Pricing and access
Try for yourself.
Post the role, score the applicants and see anonymized suggested candidates. One credit per introduction, or seats for steady volume.
08Contact us
Talk to us about hiring.
Tell us what you are hiring for and we will come back to you, usually within one business day.
Start at the top of a sorted list.
Every candidate is scored before you open the list. The afternoon you get back is yours.
Talk to us