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Before you give someone the sales seat, see more than how well they interview.
RecruiZing helps hiring teams explore how a candidate responds to role-relevant sales situations, giving you structured insight before making a decision that affects pipeline, customers, and revenue.
A confident interview does not always show how someone will respond in the role. A candidate may present well, answer cleanly, and still struggle when the role demands judgement, pressure, self-direction, or pipeline ownership. RecruiZing gives hiring teams structured insight before the final call.
What each assessment includes
Structured from invitation to output.
Role-specific assessment invitation
Transparent candidate consent flow
Candidate assessment experience
Narrative role-alignment signals for authorised hiring recipients
Observed response patterns relevant to the role
Structured interview prompts for deeper evaluation
Responsible-use guidance for interpreting the output
How it works.
Send them a link.
The candidate receives a role-specific assessment link showing the organisation or recruiter name, the role being assessed, the purpose of the assessment, who may receive the output and the 12-month default retention period for identifiable candidate data. Candidates can review the Privacy Policy and Responsible Use approach and must provide explicit consent before beginning.
They take 20 minutes.
Role-mapped scenarios. Nothing to study for. The assessment explores how the candidate responds to role-relevant sales situations, not how well they memorise prepared interview answers.
You get structured signals.
Narrative role-alignment signals, observed response patterns and structured interview prompts are shared with authorised hiring recipients after the candidate completes the assessment.
What you receive
A report designed to support a better hiring conversation.
Not to replace human judgement. To give it more to work with.
Candidate transition snapshot
Role-fit interpretation
Hiring recommendation
Offer-readiness view
Strengths and watch areas
Interview probes for the final round
Responsible-use guidance
Pricing
Paid for by the hiring organisation.
RecruiZing is priced per candidate assessment and paid for by the hiring organisation. Candidates are not charged to participate. Pricing aligns to the role being evaluated, from SDR/BDR to Sales Leader or Founder-led Sales.
View RecruiZing pricing →Responsible use
How RecruiZing is designed to be used.
RecruiZing is a structured insight tool, not a decision-making system. The following principles govern how assessments are conducted and how outputs may be used.
Candidates see the organisation/recruiter name and role being assessed before beginning
Candidate participation requires explicit consent
Reports are shared only with authorised hiring recipients
RecruiZing does not rank candidates
RecruiZing does not automatically reject applicants
RecruiZing supports hiring judgement. It does not guarantee future performance.
RecruiZing must not be the sole basis for hiring or rejection
Identifiable candidate data is retained for 12 months by default
Candidates may request their data or assessment summary through hello@incazing.com
Hiring organisations must accept Responsible Use terms before receiving candidate reports
Know before you make the final hiring call.
Book a conversation or share your context. We'll help you understand whether RecruiZing fits the role you're hiring for.