For heads of Sales and the teams who hire field reps

Anyone can pass a sales interview. Few can pass the call.

Nexora puts every field-sales candidate through a realistic, consistent role-play. The AI plays a skeptical, time-pressured buyer, then returns a scored, evidence-cited report. You find out who can actually open, discover, handle objections and close, before you hand them a territory. Fifty euros a session, in the candidate's language, with a human always making the final call.

Built in Berlin · GDPR-native · EU AI Act-aligned, human-in-the-loop · First proven with a global top-3 vaccine manufacturer

You don't find out a field rep can't sell until month six. By then it has cost you a territory.

Every sales org hires the same way and gets burned the same way. A candidate interviews well, talks a confident game, has the right logos on the CV. Six to nine months and a company car later, the pipeline is thin, the territory is quiet, and you are running the search again. The CV told you where they have been. The interview told you how they present. Neither told you the one thing that matters: can they sit across from a skeptical buyer who already has a supplier, and move them.

A bad field-sales hire is one of the most expensive mistakes in the business. Salary, car, expenses, onboarding, and the real cost, a territory left uncovered while you find out. The rule of thumb is well over a full year of salary. You are making a five-figure bet on a ninety-minute interview and a gut feeling.

And the interview itself is a lottery. Different managers, different questions, different moods, different days. No two candidates get the same test, so you cannot really compare them. The strongest closers often interview worst, and the smoothest talkers often fold the moment a buyer says no.

Hiring more carefully does not scale. A consistent, objective sales role-play for every candidate is exactly the work no busy manager has time to run by hand.

The same role-play. For every candidate. Scored the same way. For fifty euros.

Nexora runs the assessment you would run if you had unlimited time and a perfectly consistent assessor. The candidate gets a call, or dials in at a scheduled time. An AI facilitator explains the format and records consent. Then the AI plays a busy, skeptical buyer, and the candidate has to sell: discovery, positioning, objections, the close. Twelve to fifteen minutes, in their language, with no script for your team to maintain. It is the same engine that runs our outbound voice campaigns, pointed at hiring.

Consistent

Every candidate faces the same buyer, the same objections, the same rubric. No interviewer lottery, no good-day-bad-day. For the first time you can compare two reps on exactly the same scale.

Objective and defensible

Every score is justified with a direct quote from the call. The report is decision support, never a decision, and a human always decides. That is what makes it defensible to a hiring manager, a candidate, and a works council.

Fast and affordable

Fifty euros per completed assessment. No setup project, no per-seat licenses. Build a scenario once, then run it on five candidates or five hundred, this week or all year.

Three jobs. Clean ROI from the first cohort.

We do not sell a platform looking for a problem. These are the three points in the field-sales talent cycle where teams waste the most senior time and make the most expensive mistakes.

Use case 01

Pre-hire screening at volume

“Our regional manager used to run fifteen first-rounds to find three. Now he reads fifteen scored reports over coffee and meets the three that matter.”

What it replaces

A senior sales manager spending thirty minutes each on twenty first-round interviews to find the three worth a real conversation. The same opening questions, the same gut read, another week gone.

What Nexora does

Calls or invites every qualified applicant within hours, runs the standard role-play, and returns a ranked, scored shortlist. Your manager spends time only on the candidates who have already proven they can hold a sales conversation under pressure.

What changes

First-round screening stops eating your best closer's calendar. Time-to-shortlist drops from weeks to days. The same bar applies whether you screen ten candidates or two hundred.

Use case 02

The final-round role-play, made objective

“Two candidates we both liked scored a full band apart on objection handling. The report was right. We hired the quieter one and she is our best ramp this year.”

What it replaces

The final-round “let's do a quick role-play” that every manager runs differently, scores in their head, and has half-forgotten by the next candidate.

What Nexora does

Runs an identical, demanding role-play for every shortlisted candidate and produces a like-for-like scored report. You compare candidates on the same evidence, not on who you happened to warm to in the room.

What changes

The final decision rests on a consistent, documented assessment instead of recency and rapport. Fairer for candidates, more defensible for you, and far better at catching the confident talker who cannot actually close.

Use case 03

Onboarding and ramp certification

“Nobody touches a real account until they pass the call. Ramp time dropped because the gaps surface in week two, not in lost deals in month four.”

What it replaces

New reps going live on real accounts before anyone has confirmed they can pitch the product, handle the standard objections, and ask for the order. You find the gaps in the field, on real customers, in lost deals.

What Nexora does

Every new hire passes the call before they go live. Run the role-play during onboarding on your real pitch and your real objections, and certify that each rep can deliver it. Re-run it at thirty and ninety days to prove the ramp is real.

What changes

You stop discovering onboarding gaps on live accounts. Enablement gets an objective, repeatable certification instead of a “looks ready to me.” Managers coach from evidence, not impressions.

See the report you get

This is the report. Not a teaser slide. The real thing.

Below is a full assessment report, exactly as it comes out of the platform. The candidate and the company are fictional and the scenario is a neutral industrial field-sales call, so there is no confidential data, but the structure, depth, scoring and evidence are identical to what you receive for a real candidate. Reports carry your brand, not ours.

Nexora_Sample_Field-Sales-Assessment.pdf

Download

First page of the Nexora sample field-sales assessment report

Sample report · 5 pages

Download the full sample report (PDF)

Sample report. Fictional candidate, fictional company, neutral scenario. The brand on a real report is yours.

Evidence-tied summary

A two-paragraph summary that ties every score to what the candidate actually did on the call.

Five-competency scorecard

Colour-coded scores across five competencies, an overall band, and a non-binding indicative level (Junior, Mid, Senior).

Per-competency detail

Observations, strengths, development areas, and a verbatim quote from the call as evidence for each competency.

Eight behavioural indicators

Confidence, commercial drive, listening, adaptability, closing effectiveness, and more.

Commitment outcome

Exactly how far the candidate moved the buyer, mapped to a 0-to-5 commitment ladder.

Verbatim highlights

The strongest and most instructive moments from the call, quoted word for word.

AI role-play crossed the line for hiring in 2026. The regulation caught up at the same time.

Two years ago, voice AI could run an IVR and little else. Today it holds a twelve to fifteen minute sales conversation with natural cadence. It interrupts and is interrupted, pushes back like a real buyer, varies its mood, and refuses to give commitment until the rep earns it. It does this in German, English and more. A structured sales role-play is exactly the kind of bounded, repeatable, high-signal conversation it now does well.

At the same time, the rules changed. The EU AI Act treats AI used in hiring as high-risk, and GDPR Article 22 limits automated decisions about people. That is not a problem for this approach, it is the reason to do it properly. Nexora is built as decision support, not decision-making: every report is non-binding, every score is evidenced, and a human always makes the call. A structured, documented, identical-for-everyone assessment is more defensible and fairer than a room full of managers running role-plays from memory.

This is not a bet on the future. The platform runs in production today, and the assessment was first proven on real field-sales hiring with a global top-three influenza-vaccine manufacturer. The question for 2026 is which sales orgs make their hiring objective first.

From job opening to scored shortlist, without adding work for your team.

Describe the role and the buyer.

In plain language: the product, the kind of buyer the rep will face, the objections that matter, what a good close looks like. We turn it into a scenario. Pick a vertical template (pharma, insurance, industrial, FMCG) or build your own.

Add your candidates.

Upload a list or connect your ATS. Each candidate is called, or sent a scheduled dial-in link. They consent, then the role-play runs.

The AI runs the assessment.

The buyer persona pressure-tests discovery, positioning, objection handling, and the close, the same way for every candidate, and never gives commitment cheaply.

You get the scored report.

A structured, evidence-cited report per candidate, branded to you, plus a ranked shortlist. Your manager reads it in five minutes and decides. The human always decides.

Built for Europe

GDPR-native. EU AI Act-ready. Works-council-ready. Multilingual by default.

GDPR and data residency

Hosted in the EU. Full data processing agreements available. Every candidate is told at the start that the assessment is AI-conducted, and consent is recorded. Recordings and transcripts retained per your policy, deletable on request.

EU AI Act and human-in-the-loop

AI in hiring is high-risk under the EU AI Act, and we build for it. The report is decision support only: non-binding, fully evidenced, with a human reviewer making every hiring decision. No automated decision under GDPR Article 22. The audit trail and the quoted evidence are the documentation your legal and HR teams want.

Works council and fairness

We have walked European teams through Betriebsrat conversations about AI assessment, and we share the disclosure wording and consent language. An identical scenario and rubric for every candidate is structurally fairer than ad-hoc interviews, and far easier to defend if a rejected candidate ever asks why.

Multilingual

Native assessment in German, English, French, Spanish, Italian and Dutch, with more added quarterly. Candidates are assessed in the language they will sell in, not penalised for the language of the test.

The numbers that land in your board deck.

€50per completed assessment. No setup fees, no per-seat licenses.

€50,000+all-in cost of one mis-hired field rep you catch before they start.

100%of candidates assessed on the identical buyer scenario and rubric.

5 minfor a hiring manager to read a scored, evidence-cited report and walk in prepared.

The point is not any single number. It is that a fifty-euro assessment sits against a five-figure mistake, and you can prove the value on your very first cohort.

Built by operators who have scaled this kind of system.

Nexora is a Berlin-based agentic voice AI platform with pilots running at SumUp, OMR, Axel Springer, Seven Senders and ClaimMe. The field-sales assessment was first built and proven with a global top-three influenza-vaccine manufacturer, who used it to assess Außendienst candidates in German with scored, evidence-based reports their hiring managers reviewed. Same engine, new job.

Dr. Philipp Götting

Two-time founder (WirNachbarn, exited to nebenan.de; Dimedic, exited to Pelion Group). Previously led e-commerce and revenue at Lidl, Otto and Netto, and was CCO at DocMorris Germany (€1bn+ revenue).

Robin Jose

Two-time AI founder (FinstarLabs, sold to 4finance; Scorable, sold to BondIT). Former Global Director of Data Science at Dell EMC. Former CDO at German insurance unicorn wefox (€600m+ revenue), where he built and ran large data and sales-intelligence teams.

See it run on a candidate for your own roles.

Twenty-minute live demo. Pick a role you are hiring for, and we will run the role-play and walk you through the report it produces. If there is a fit, we will show you what a pilot on your next cohort looks like, how fast, and what it costs. If there is not, you will leave with a sharper view of where AI assessment is and is not ready in 2026. Either way worth the time.

Live demo run on a real role you are hiring for

Pilot scope, timeline and per-assessment pricing if there is a fit

No annual lock-in, no per-seat licenses

Book your 20-minute session

GDPR CompliantEU AI Act-alignedHuman-in-the-loop

Not ready for a full demo? Email robin@nexoraagents.com with one line about the field-sales role you are hiring for. We will send back a sample report scored on a scenario that matches it.

Questions sales and talent leaders ask us first.

Yes. It is disclosed and consented at the start of every assessment. Candidates generally prefer it to phone-tag with a recruiter, and everyone gets exactly the same fair test.

No, and it never will. The report is decision support only. Every score is backed by a quote from the call, and a human makes every hiring decision. That is a deliberate design choice, and it is what keeps the whole thing compliant under the EU AI Act and GDPR.

More than the status quo. Every candidate faces the identical scenario and is scored on the identical rubric, in their own language. That is structurally fairer and more defensible than five managers running different interviews from memory.

No. We assess commercial selling skill, not whether someone has memorised your catalogue. You can use a realistic version of your own product or a neutral one. Product knowledge is what onboarding teaches; the ability to discover, handle a no, and close is what you are hiring for.

Fully. Pick a vertical template or give us your product, your buyer, your objections, and what a strong close looks like. Reports carry your brand.

German, English, French, Spanish, Italian and Dutch today, with more added quarterly. Candidates are assessed in the language they will sell in.

We share disclosure wording, consent language, and reference conversations from European works council reviews under NDA. Happy to walk your HR and legal teams through it.

Fifty euros per completed assessment. No setup fees for standard scenarios, no per-seat licenses. Volume pricing for large cohorts.

Run a pilot on one real cohort. You will see whether the scores match your own read of the candidates within the first batch. No annual lock-in.

Stop betting a territory on a gut feeling. Hear them sell first.

robin@nexoraagents.com